Until now, I hadn’t had any experience in working as a part of an embedded recruitment model.  My role with immersive is the first. Whilst the opportunity to work remotely, initially attracted me it was the model that really got me.  Partly because it was an unknown space for me but also I could see what was in it for me and for companies looking to hire.

For those that don’t what an embedded recruitment model is, think of it as in-house but with the ability to flex the team size up and down quickly.  It can help organisations build their own internal talent attraction function from scratch or add capacity to an existing internal team for as long as it is needed.

This model aims to streamline and optimise the hiring process, making it more cost-effective, efficient and personal, as we can see from our experience partnering with companies that want to increase their capacity, capability, skills, or everything combined.

For me though, it allows me to use my professional experience from previous companies such as Apple, Google, and Amazon and implement it into my own clients, whoever and wherever they are.

So how does it work?

Implementing an embedded recruitment model can be a game changer for cost-effective hiring in several ways.

When I started working for immersive, I could understand a bit of that, but it wasn’t until I started to experience it day-to-day that I started to see how it actually worked.  By embedding the recruitment function directly within the organisation, there is significantly less dependence on external recruitment agencies or headhunters (usually expensive) but it was more that.

We come as “internals” and start to develop by developing relationships with HR teams and hiring managers. We take on the end-to-end responsibility of sourcing, screening, and pre-selecting candidates. I know it means better alignment between the hiring process and the organisation’s overall goals.

Working closely with hiring managers to understand a company’s culture, values and requirements enables me to find candidates who are the right fit beyond just skills.  When I joined my client I could feel part of their organisation, I could be part of their culture and because of that, focus on the quality of hire not just pace.

We’ve found that the rush to hire quickly has some downsides.  A good example of that is more than 42% of candidates hired by agencies previously have left the company before completing 18 months compared with only 6% of hires made by me and the team.  This isn't an agency bash but I know being dedicated to hiring every day is so much better than the agency approach of finding a candidate and sharing them with multiple clients.

I know I can give my candidates a better and more personalised recruitment experience. I'm closer to the organisation and hiring managers and can provide accurate updates, maintain regular and clear communication and provide feedback on the company’s expectations.

Well… BINGOOOOOOOO….. that’s my favourite part of it!!

A positive candidate experience results in higher-quality applicants and improves the employer brand, which again can reduce hiring costs in the long term.  It's not just the hiring I care about, it's attrition as well.

Our model allows for continuous improvement and scalability of the hiring process. By keeping the recruitment function internal, organisations can gather feedback, analyse hiring metrics, and improve their processes over time.

However, it’s important to note the effectiveness of an embedded recruitment approach can vary depending on various factors, such as the size of the company and available resources. Smaller start-ups with limited hiring needs may not require a full-time embedded recruiter and could benefit from “renting” one of us for a limited time.

If you are not sure what would be the best option, pop me a message and I would be delighted to explain and have a quick chat about our embedded talent model. After all, I have been a candidate many times, I’ve worked for agencies and internal recruitment teams and now having this amazing experience within the embedded world could be only positive for your company as a business.

About 

Paula Fantini is an experienced talent acquisition partner. With experience in enterprise hiring teams, she joined immersive to support a mid-sized global technology business. Based in Ireland, she has hired people all over EMEA since leaving Brazil.

Paula has been supporting immersive, which equips high-growth companies, large and small, with the people, tools and experience needed to recruit at scale on a global basis. The fully-embedded in-house recruitment solution combines talent expertise with data-driven processes to scale teams better and faster.

Find out more at https://www.immersivehiring.com.