Senior Vice President at United Talent Agency

Jolene Timmons

In today's fast-paced business landscape, finding and retaining top talent is a priority for every company. Entertainment and Media is a naturally attractive industry for creatives, but not always for functional experts in technology, finance, legal, and other corporate areas. Often, these professionals and executives can choose any industry, geography, and size company to grow their careers. Therefore, it is essential that we employ every tool possible to proactively engage and build relationships with potential new hires.

The longstanding approach of outsourcing executive recruitment to external agencies has its merits, but there's a growing trend that's proving to be more advantageous—a hybrid in-house search firm model combined with engaging select external search firms. And we’ve personally seen successful outcomes from this approach at UTA. As a start point, melding internal and external search resources allows us to quickly access a wider range of candidates. Beyond that there are other compelling advantages of adopting a hybrid model within a growing company. Let’s explore them:

Talent Acquisition as Cultural Ambassadors

One of the primary advantages of having an in-house search function is the ability to streamline talent acquisition through passive candidate identification and active applicants. With an internal team of recruiters, sourcers, and coordinators dedicated solely to recruitment, the hiring process becomes more efficient, repeatable, and agile. Our internal teams can swiftly adapt to changing hiring needs, being cultural ambassadors who ensure our company is always equipped with the right talent to drive growth. Moreover, in-house recruiters often possess a deep understanding of the company's full value proposition, ensuring that candidates are not only qualified but also compatible with our culture and values. As mentioned, combining internal and external search resources allows us to access a wider range of candidates. Internal searches tap into our existing talent pool, while external searches bring in fresh perspectives and skills.

When we combine our internal process with the capabilities of a specialized external search firm, we have a powerful means to meet our hiring team’s needs in an agile, fast, and effective manner. Building relationships with a select group of trusted external search firms takes time and energy. The resultis we meaningfully diversify our access to extraordinary talent. Search firms typically have extensive networks and a database of potential candidates that internal recruiters may not have access to. This can be especially valuable for hard-to-fill or specialized roles.

Cost-Efficiency

While establishing an in-house search team requires an initial investment, it proves to be cost-effective in the long run. If only a portion of candidates would otherwise have been hired through an external agency, the cost savings can add up quickly. It is important to always remember that the goal is to hire the best person for the role, regardless of the source of applicant. Over time, having an experienced internal team has allowed us to reduce recruitment costs significantly as we’ve built a pipeline of strong talent, making our use of external search firms more strategic.

"When we combine our internal process with the capabilities of a specialized external search firm, we have a powerful means to meet our hiring team’s needs in an agile, fast, and effective manner"

Better Alignment with Company Goals

In-house searchteams have a unique advantage—they are inherently aligned with our company's mission and vision. The team understand our industry inside-out and can tailor recruitment efforts accordingly. This alignment can lead to the identification of candidates who not only possess the required skills but also share your company's long-term goals, thereby contributing to a more cohesive, productive, and collaborative workforce. Conversely, the external search firm may be in contact with talent who are in an adjacent industry, left our industry, or are confidentially seeking a new role. The use of both resources can lead to an excellent hire, again because of the diversification of sources. 

Enhanced Candidate Experience

The candidate’s experience is a critical aspect of recruitment. Our in-house team strives to excel in this area, providing direct communication and personalized interactions with candidates. This leads to a more positive perception of our company, even among those who don't get hired. Candidates who have positive experience are more likely to speak highly of our organization, contributing to a burnished employer brand. Our external search contacts are carefully selected and trusted partners who care as much about the candidate’s experience as we do. 

While there are clear advantages to using both internal and external search methods, it's important to strike a balance that aligns with your organization's goals, culture, and specific talent needs. Customizing your approach based on the position, timing, and available talent pool can help you make the most effective hiring decisions.

In conclusion, the hybrid in-house search firm model combined with the strategic engagement of our external search firm partners offers a plethora of advantages for ourgrowth. It streamlines talent acquisition, reduces costs, aligns with company goals, improves the candidate experience, speeds up the hiring process, provides flexibility, and enhances employee retention. As the business landscape continues to evolve, it may be worth considering this approach.