The Benefits of External Recruitment when Hiring Managers

Discover how leveraging external recruitment can streamline your hiring, expand your talent pool, and inject fresh perspectives into your leadership team.

Whether your business is looking to expand and needs new leaders to maintain momentum, or you’re recruiting managers to replace outgoing members of staff, finding the right people can be a challenge. You need to ensure candidates not only possess the required skills, but also that they are the right cultural fit for your business and the position.

While promoting internally will often be a good solution to finding your next manager, at times you may be faced with a situation where this isn’t possible – whether that’s because there’s a lack of internal applicants, or just because no one is quite ready to make that step up. This is where external recruitment offers a range of benefits for any business looking to appoint new management.

Improve Efficiency

Recruiting managers can be a lengthy process. It will usually follow a number of steps:

• Creating a job advert for open positions

• Promoting the advert online

• Receiving and reviewing applications

• Arranging and holding interviews

• Setting and reviewing tasks

• Deciding on the successful candidate

For smaller businesses in particular, this can eat up a lot of precious time and resources. Engaging executive recruiters frees your internal team from these responsibilities, allowing you to focus on core business operations and strategic growth initiatives. 

Beyond just time-saving, the risk of making a bad hire – a costly error that can impact team morale and productivity – also significantly reduces. Expert external recruiters perform rigorous screening and validation, ensuring you're presented with only the most qualified and vetted candidates.

Access a large talent pool

As you’re filling some of the most important positions in your business, assessing as many potential hires as possible is highly beneficial. When you look outside your own business, you have access to a larger pool of talent and can bring in people with wide-ranging skills and experience. This enables your business to screen plenty of candidates and select the best person, rather than having to settle for one.

This can be a downside to hiring internally – as the talent pool you have to choose from is more limited. When you’ve got the time, you can interview and assess as many applicants as you feel necessary, without being pressured into choosing from just a select few.

Ready to leverage these benefits for your next leadership hire? Discover how Pareto's expert executive recruitment services can connect you with top-tier managerial talent.

Introduce new ideas

One of the biggest advantages to hiring managers externally is that someone who is fresh to the business can bring with them a host of new ideas and innovations. As they will be in an influential position, this means significant improvements can be made to the way the company approaches everything, potentially having a positive impact on the wider team and individuals.

Their experience should lead itself to tackling problems from a fresh perspective and highlighting any improvements that can be quickly made to your processes.

Build a business as diverse as your clients

Diversity in the workplace is an important consideration in the modern world. A more diverse workforce means businesses have access to a greater pool of skills, experiences and backgrounds, which can improve the approach they take day to day.

Hiring management from different backgrounds can expand the personalities you have in top-level positions, providing a more balanced approach to decision-making, and external hires give you a better chance to bring in more diverse candidates than you may already have on board.

Make the most of management experience

One of the main reasons for recruiting management externally will be to improve your business and keep it growing. The candidate who is offered the role should be someone with plenty of industry knowledge and experience. For start-ups and new companies, this may only be possible with someone brought in from outside the business.

Learn more about interviewing for exceptional competencies right from the start of your recruitment process by downloading our guide '10 steps to building a successful sales team.'