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Building your business case for outsourcing your contingent recruitment

You’ve recognised the multitude of benefits to outsourcing your recruitment and you’ve decided which recruitment model will be most effective. The next step is to build a business case.

It is often difficult to know where to begin when it comes to outsourcing your recruitment. We have created a toolkit that guides you through the complete outsourcing process, from selecting a recruitment model, to building your business case to implementing your chosen model.

Developing your business case is a vital tool to highlight the benefits of outsourcing your contingent recruitment, and most importantly, an opportunity to gain buy in from senior stakeholders in your business.

As a starting point, we’ve outlined the five key questions you need to consider when developing a business case to outsource your recruitment:

1. Why do you need to outsource your recruitment?

Do you want to reduce recruitment costs? Or perhaps you want to increase control and visibility over your contingent workforce? You need to outline what you want to achieve by outsourcing your recruitment and how this will benefit your organisation in both the short and long term.

2. Why now?

Outline your organisation’s goals for the next 12-24 months, including key objectives that would be supported by outsourcing your recruitment. Environmental factors may influence the reason why you need to outsource your recruitment. For example, are you struggling to recruit quality talent because of a skills shortage? Or do you need support in ensuring your contingent workforce is ready for IR35? It’s important to understand the key factors that could potentially impact or influence your business plan in the future.

3. What does the current process look like and how will this be improved?

To ensure your business case has the desired outcome, you should outline your current recruitment processes and delivery. Data is integral for building your case, so use data from your current recruitment technology and speak to key stakeholders in your recruitment team to identify their concerns over the existing process. Identifying the strengths and weaknesses of your current model will also help you to pinpoint key ROI drivers.

4. What are the project requirements?

You should outline what the project will deliver, drawing attention to the main objectives and activities that will be undertaken. It’s important to meet all stakeholder expectations throughout the process of choosing a recruitment partner, as well as during the transition and implementation periods, so it is important to clearly define stakeholder roles and expectations. With change comes risk, therefore managing that risk is an integral part of any project plan. You should outline the key risk areas, including any contingency plans and how to mitigate them.

5. What do you want to achieve?

Define the key criteria that will make this project a success. Use key metrics to clearly identify benchmarks for success. Arguably the key to stakeholder buy in is ROI, therefore it’s important to clearly outline all costs involved with the project and the expected benefits. Additionally, write an overview covering the desired outcomes of choosing a recruitment partner. This will further clarify what your organisation is hoping to achieve, as well as give your recruitment partner further insight into your expectations. 

Ultimately, a clear, well-developed business plan is integral for ensuring the most effective solution for outsourcing your recruitment. For a complete guide on building a business case for outsourcing your recruitment, download our ‘How to Outsource Your Contingent Recruitment’ toolkit.

Recruitment Outsourcing toolkit