When a company needs help hiring, the first instinct is often to add another recruiter to the team. More hiring demand means more work, so adding headcount seems like the logical next step.
But what happens when hiring needs fluctuate throughout the year? Or when a company needs recruiting support for a specific project, a surge in open positions, or a handful of hard-to-fill roles?
Hiring a full-time recruiter isn't always the most practical or cost-effective solution. In many cases, a flexible recruiting approach can help organizations meet their hiring goals without committing to additional permanent headcount.
The Challenge of Changing Hiring Needs
Recruiting demands rarely stay the same. A company may need to fill several positions one month and have very few openings the next. Business growth, seasonal demand, employee turnover, and new projects can all affect how much recruiting support is needed.
When hiring needs increase, an internal HR team may struggle to keep up. Job postings, candidate sourcing, screening, interviews, and communication all take time. These responsibilities can quickly become overwhelming when added to an already full workload.
Hiring another full-time recruiter can help, but it also comes with ongoing salary, benefits, onboarding, and other employment costs. If hiring demand slows, the organization may find itself paying for more recruiting capacity than it needs.
The challenge isn't simply finding someone to handle recruiting. It's finding the right level of support for the organization's current needs.
When Does Adding a Full-Time Recruiter Make Sense?
A full-time recruiter can be a valuable addition to an organization, particularly when hiring is consistent and there is enough ongoing work to support the role. For example, a company with steady hiring across multiple departments may benefit from having a dedicated recruiter who understands its culture, processes, and long-term workforce goals.
However, other situations may call for a different approach.
Consider these questions before adding permanent recruiting headcount:
Is the hiring demand consistent? If the number of open positions changes significantly throughout the year, a permanent role may not always be necessary.
Does the team need additional capacity or a different skill set? Sometimes the challenge is not a lack of employees, but a need for specialized sourcing, screening, or recruiting expertise.
How quickly is support needed? Recruiting for an immediate hiring surge may require a different solution than building a long-term internal team.
What will the ongoing cost look like? Consider the full cost of adding an employee, not just the salary.
What happens when hiring slows down? Think about whether the organization will still need the same level of recruiting support six months or a year from now.
The answers can help determine whether a full-time hire, external recruiting support, or a combination of both is the best fit.
Exploring a More Flexible Recruiting Model
Recruitment process outsourcing (RPO) offers another way to manage hiring needs. Rather than adding a permanent employee, organizations can work with an external recruiting partner to provide support based on their goals, workload, and available resources.
Unlike traditional staffing arrangements that often focus on filling individual positions, RPO can support more of the recruiting process. This may include developing sourcing strategies, building candidate pipelines, screening applicants, coordinating interviews, and improving the overall hiring process.
One of the biggest advantages is flexibility. Organizations can use recruiting support for a specific project, supplement an existing HR team, or outsource a larger portion of their recruiting function.
This approach can be particularly useful for companies that:
Experience seasonal or unpredictable hiring demand.
Need to fill multiple positions within a short timeframe.
Have an internal HR team that is stretched too thin.
Need help finding candidates for specialized or hard-to-fill roles.
Want to improve recruiting processes without adding permanent headcount.
Flexible recruiting support allows companies to adjust resources as needs change while keeping their internal teams focused on other priorities.
The Financial Side of Recruiting Flexibility
Adding a full-time recruiter is an investment, and for many organizations, it is the right one. However, the financial impact should be evaluated alongside the amount of recruiting support actually needed.
A permanent hire typically involves ongoing compensation and employment costs, even when hiring activity decreases. Flexible recruiting support can offer an alternative by allowing organizations to pay for the level of service they need.
The potential value goes beyond the cost of the recruiter. Vacant positions can affect productivity, increase workloads for existing employees, and delay business initiatives. When internal teams lack the capacity to recruit efficiently, those costs can add up.
The goal is not necessarily to spend less on recruiting in every situation. It's to make sure the investment aligns with hiring demand and business priorities.
A flexible model can help organizations access additional recruiting capacity when they need it without automatically committing to another permanent position.
You Don't Have to Choose Between Internal Recruiting and Outsourcing
Another common misconception is that organizations must either manage recruiting entirely in-house or outsource the entire process.
In reality, a combination of both can be effective.
An internal HR team may continue managing workforce planning, employee relations, onboarding, and other HR responsibilities while an external partner helps with sourcing, screening, and filling open positions.
This approach allows the organization to maintain control over hiring decisions and the candidate experience while distributing the workload more effectively.
For example, a manufacturing company preparing for a major production increase may need to hire dozens of employees over a few months. Its existing HR team may be equipped to handle normal hiring activity but lack the capacity to manage a hiring surge.
Rather than hiring another permanent recruiter, the company could bring in outside recruiting support for the duration of the project. Once hiring stabilizes, that additional support can scale back.
The same principle applies to organizations navigating growth, seasonal hiring, expansion, or unexpected turnover.
Finding the Right Recruiting Solution for Your Organization
There is no single recruiting model that works for every company. The best approach depends on hiring volume, internal resources, budget, timelines, and long-term business goals.
For some organizations, hiring a full-time recruiter is the right move. For others, flexible recruiting support can provide the additional capacity they need without creating another permanent position. And for many, a blended approach offers the best balance.
The important thing is to look beyond the immediate need to fill positions and consider how recruiting support fits into the bigger picture.
At Skywalk Group, our OnRecruit® recruiting process outsourcing solutions are designed to meet organizations where they are. Whether you need support for a handful of positions, a temporary hiring surge, or a more comprehensive recruiting solution, we can help you find an approach that fits your needs.
With flexible, hourly pricing and no retainer fees or long-term contract requirements, you can adjust recruiting support as your business changes.
The right recruiting solution isn't always another full-time hire. Sometimes, it's having the right support available when you need it.
Learn more about OnRecruit® and how flexible recruiting support can help your organization meet its hiring goals.