Outsourcing recruitment

Our Outsourcing Recruitment Philosophy

For many outsourcers and recruiting companies, hiring someone that their respective clients require can be as simple as posting a job ad on SEEK and waiting for a viable candidate. While this is a legitimate tactic, it might not always result well considering, of course, the company’s choice of candidates. Companies can end up with the wrong people and unnecessarily spend time and money only to find someone else.

At the end of the day, resources are wasted and you have to roll the dice for a new person. This lack of structure in the selection of people is crucial if you want to save up on money and so you can meet your business goals. Most of time, a reliable outsourcing recruitment philosophy can bring you better results with relatively lesser spending.

Do they have a sound filtering strategy? What kind of policies do they have for people? Do they just hire people for the sake of filling in a requirement? Do they actually consider the person’s future in the company? These are valid questions that companies should ask themselves whenever they get a recruitment agency or an outsourcer to help with their needs. That said, here are a few tenets from our outsourcing recruitment philosophy that you should strongly consider adopting.


Writing your job ad can spell the difference between wasting time and hard-earned cash and finding the right person for your requirements. Consider these points when writing that job ad.

It’s all in the job ad

Essential to hiring the right person for the job is writing the right kind of job ad. Knowing the what to write, however, can be a little bit tricky specially if you have no idea what that certain person does. So it’s absolutely necessary to have a little bit of an idea what this kind of job entails and

Think of the demographic

Are you looking for a young, millennial candidate that’s ready to take on the role he thinks he’s meant for? Or are you looking for a more experienced kind of employee that knows his way around the industry? Are you looking for an employee who’s willing to work constantly shifting hours albeit a flexible schedule? Or are you looking for one’s who’s committed to a certain time period? These questions must be communicated well in your job ad for better chances of finding the right person you’re looking for.


Once you’ve acquired a respectable amount of job candidates that fit the description, it’s time for you to do your homework.  Take note of these action points when doing background checks and interviews:

Consider the companies they’ve worked for

Knowing why a candidate left a company can give you a little glimpse into what kind of employee he can be. Did he leave the company for better opportunities? Or was it because he didn’t agree on policies that were imposed? Did he leave because he found himself wanting? Or was he fired? These are questions that can potentially be answered once you’ve delved into the company your candidate used to work for.

Also, when the candidate gives out professional references, make it a point to ask what his relationship was to these people. It can help establish the level of reliability of this person when asking questions.

Have a Well-Structured Interview

Having a well-structured interview can help you know more about your candidate and how he responds to certain kinds of environment. Perhaps having more than one interviewers can help change how he normally acts with just one interviewer. Also, using behavior based interview techniques can help you know this person more for the purpose of knowing if he’s fit for the job.


It’s also important to considering cultures when outsourcing a person to work for a certain business process. Having a culture that works well with yours can prevent any potential conflict in the future and gives you a good idea how to deal with them.

Your Company

First, you have to establish your company culture and have it clearly communicated in the job ad. Once you’ve done this, you can filter out those who aren’t into the kind of work culture and welcome those who are.

The Client’s

Lastly, when it comes to outsourcing, it’s definitely important to consider your clients culture and attitude when selecting a person. Knowing how a candidate acts considering the client’s nature and temperament can help you determine if he’s the right fit or not.

At the end of the day, the success of a particular campaign and company will depend on that one person you hire. Whether you’re a recruitment company or just a company that wants to get the right people, these points can definitely help you save time and money (not to mention a lot of stress) when hiring people.

What is your general experience when it comes to recruitment or hiring? Do you have an outsourcing philosophy of your own? Share your stories and insights below? We’d love to hear and discuss what you have to say.

If you’re interested in our staff augmentation and outsourcing solutions, send us a message or give us a call and we’ll definitely get back to you as soon as we can!

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