Outsourcing Recruitment Cons and Pros

Outsourcing Recruiting


Outsourcing recruiting refers to the process of moving all or a portion of an organization's hiring and recruiting activities to an outside service provider who will handle the recruitment process. Although many firms prefer to have their own Human Resource departments in charge of recruitment, outsourcing recruiting is one of the best options a company can make. As a result, the United Health Group's decision to outsource recruitment is well-informed. This is due to the numerous benefits associated with this method. To begin with, outsourcing recruitment is cost effective. Despite the fact that outsourcing recruitment is likely to cost this firm money, hiring permanent HR professionals has proven to be more expensive. This is linked to the recurrent wages of the HR employees. However, recruitment outsourcing requires paying for the service only when needed (Cook & Gildner, 2006).


Time-Saving Efficiency


Similarly, the recruitment agency, in fact, can save time for the United Health Group since the process of hiring is time-consuming. From advertising, candidate short listing, conducting preliminary interviews, meticulous vetting to selecting the best fit, is a process which takes months or weeks. However, using a recruitment agency will permit the organization to concentrate on major functions as the professional team handles the process of recruitment from the beginning to the end. In addition, outsourcing staffing functions improve the quality of hiring since recruiting agencies are professionals with expertise on how to carry out the process.


Potential Drawbacks


Nevertheless, outsourcing recruitment can affect the United Health Group because it can waste its resources. Allowing an outside party to assume the recruitment functions for this organization can result in missing to find the right recruit. Thusly, the organization can end up wasting its money and time. Likewise, the United Health Group stands losing control of its activities. By letting an outside agency to take over the whole or part of the staffing activities, it will lose control over its preliminary sections of the process; hence it cannot control the employees it may need in the organization (Cook & Gildner, 2006).


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Reference


Cook, M. F., & Gildner, S. R. (2006). Outsourcing human resources functions: How, why, when, and when not to contract for HR services. Alexandria, VA: Society for Human Resource Management.

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