Theory
Head to Head – In-house or Outsource?
While some companies swear by managing their attraction and selection in-house, others feel there are benefits to be had from outsourcing to external specialists. Is there a common truth or is it horses for courses? We ask two graduate recruiters with opposing views to share their experiences…
When
considering the option of in-house or outsource, ask
yourself what you want to get out of it…
The Case For…In-house Paul Powell, Head of Resourcing, E.ON-UK “Our 2013 end of campaign review highlighted areas for improvement, which led us to review our end to end approach to graduate recruitment so we could gauge what we may need to change in line with our 2014 campaign. A key challenge over the 2013 campaign had been our attraction campaign and our selection process. E.ON’s position in the numerous graduate rankings had lowered, we had low assessment centre conversion rates and candidate feedback was, at best, neutral.
“We had a limited timeframe within which to affect any of our proposed changes before we launched for the 2014 campaign in September 2013. It was a focussed effort involving our graduate and talent team that involved looking at every area, from how we attract − including our approach to campus activity, our selection criteria to ensure these were contributing to the assessment of each candidates’ suitability for the programme − to whether to bring campaign management in-house or leave it with an outsourcer; our make or buy decision.
“We settled on a more targeted approach to campus activity − a clearly defined close date for applications, re-validated assessment and diagnostic materials and to in-source our campaign management. We gave ourselves some measures of success based upon an improved candidate experience and feedback, improved conversion rates at assessment centres, improved realisation of the E.ON graduate brand and, of course, achieved cost savings.
“By bringing our graduate recruitment in-house we believe we will have better control over the end to end candidate journey and experience. Peripheral knowledge of the business is also better and allows more engagement with the candidate as well as answering queries they may have outside of the graduate programme. This knowledge isn’t always within the outsourcer and applicants have cited knowing more about the
20 Graduate Recruiter |
www.agr.org.uk
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