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If, like myself, you have experience hiring talent in any capacity, you know that it is one of the biggest challenges for any growing organization, no matter the size, industry, or mission. For most early-stage, hypergrowth organizations, the management team might do all of the recruiting, but this is obviously not sustainable as the organization grows. Eventually, these management teams must find more efficient ways to bring in the talent they seek, but they face limitations by the costly methods that are currently available today.
Methods such as:
1. Keeping It In-House
If these organizations choose the in-house recruiting method, they often ask their internal HR team to tackle this challenge. What these organizations then quickly realize at this stage is that their HR teams aren't big enough to take on this challenge and that their HR team lacks the recruiting experience to be successful. Then they weigh the pros and cons of bringing in a specific recruiting team which can be costly, inefficient, and time-consuming.
Isn't this what the management team wanted to avoid in the first place?
2. Hiring an Outside Agency
If these organizations decide to use the outside agency method, they outsource their recruitment work to free up their internal teams. In their first meeting with an outside agency, they are immediately bewildered by how expensive it can quickly become with the more people they hire before the first candidate ever even enters their interview process.
Feeling stuck, with no other options, management teams will sometimes choose this method to face then a more difficult challenge that has plagued the recruitment industry for a long time. Unfortunately, what I have found in my own experience working with outside agencies is that they don't usually fully understand my organization's business, mission, or align with my organization's needs in what we consider success. Of course, there are exceptions to the rule, but they are few and far between. You know who you are!
The sad truth is that many agencies are paid to put a body in a specific seat, and they often don't care if that person is still there six months later or if that person ever makes the impact that the hiring team was hoping they would make. They will also offer that same person to multiple clients simultaneously, which wastes customer time and resources.
If our goals are not aligned, how are we supposed to build a long-term relationship or partnership?
Introducing Tech At Rest
My goal is to scale my team to offer a different solution that every growing company deserves. Tech At Rest wants to have the privilege to be your in-house team, but not in the traditional sense. Instead, we want to do it as a service. Some industry professionals call this solution Recruitment As A Service or RAAS. It is a blended solution of the two former legacy methods, which will give the customer all of the former advantages while eliminating the many disadvantages I previously discussed.
With this new flexible solution, our partners will gain our talent expertise, improving candidate quality while maintaining the cohesiveness of an internal team, all at a fraction of the cost of the legacy methods.
One Disclaimer: Even though my personal goal is to help revolutionize the industry to adopt this solution, that doesn't mean it is a fit for everyone. If you aren't in hyper-growth mode but still steadily growing, this model may not make sense for your team. Tech At Rest understands that one size does not fit all, and we offer flexible solutions to meet your hiring goals. No matter the method, our ethos to partner for the long term and be a true extension of our partners will remain the same.
Who Am I?
I am a long-time Technical Talent Advisor and now a first-time entrepreneur. LinkedIn: linkedin.com/in/zak-king-51b56553\
Again, this is day one of my new venture. I know absolutely nothing about marketing or building websites, and this is my very first blog. Needless to say, there will be plenty of mistakes made in these areas early on.
I plan on writing blog posts regularly as we learn lessons and make new observations. I would love for you to Subscribe to Tech At Rest so you can join me on my journey as I experience the many highs and lows of figuring it all out.
For more information on RAAS please check out: Sher, Robert. “Recruitment As A Service” Forbes, Feb 28, 2020, https://www.forbes.com/sites/robertsher/2020/02/28/recruitment-as-a-service-raas/?sh=18cd3de26a6c
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