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  • Writer's picturePGAA Tax

Elevating Your Talent Acquisition Strategy: Why Outsourcing Tax Leadership Recruiting Is a Win-win


Sure, we are an outsourced tax recruiting firm and would like your business. So, of course, we want to partner with internal HR to place tax professionals on your team. But we wouldn't be the success we are today if we didn't deliver results and fulfill the staffing needs of our clients. We in no way want to step on any toes. In fact, when we partner with HR, we become an ally; we take this technical job with lots of tax-specific tracks and jargon off your plate, we relieve the bottleneck of openings on their desks, and let them get out of the weeds that are tax terminology, expertise, niches, and technology. Plus, having vacancies is expensive and risky in your tax department, and we have a track record that is hard to beat at just five weeks; we have tax candidates placed. Pretty great, huh?


However, we know that justifying outsourcing recruitment is tough when in-house recruiters have a lot more history with the company. Our favorite interview line-ups include a meeting with HR after the hiring manager has an initial meeting. What we do differently is take the time to have an in-take call with the hiring manager and work meticulously to tell the story of your tax team, its people, and where it is headed. We get to know the personalities, technical needs, strengths, and opportunities for improvement. This takes time that HR often simply doesn't have. That is the biggest business case, in our opinion. Secondly, we have a network of exclusively tax professionals and have maintained and deepened our relationships over the last 23 years. In other words, "we know what's up," and we move quickly to get to know "what's up" under your roof. We know who is selectively open to new opportunities, who is actively searching, or who is interviewing and getting offers. You want to talk to these candidates, but internal recruiters simply can't devote their time to building these kinds of relationships. We've got you!


The decision to outsource recruitment for these crucial positions can be a strategic move that benefits both the organization and internal recruiters. Let's break down how to approach HR about this change and ensure that internal recruiters don't feel obsolete but rather, empowered.


1. Start with a Collaborative Mindset:


The first step in discussing outsourcing corporate tax leadership recruitment is to approach the conversation with a collaborative mindset. Make it clear that this decision is not about replacing internal recruiters but enhancing their capabilities. Highlight the need to work together as a team to achieve recruitment goals efficiently and effectively.


2. Understand the Business Case:


To convey the benefits of outsourcing corporate tax leadership recruitment to the powers that be, it's essential to understand and present a compelling business case. Outline the specific reasons why outsourcing makes sense for these roles. Some of the potential reasons may include access to specialized talent pools, reduced time-to-fill, and a more streamlined process. Like we said, we've been jamming this jam for 23 years.


3. Highlight Internal Recruiters' Value:


While discussing outsourcing, emphasize the value that your internal recruiters bring to the organization. They play a vital role in talent acquisition, particularly for roles that don't require specialized expertise. Internal recruiters can focus on other critical positions and tasks while outsourcing handles the more complex, specialized roles like corporate tax leadership.


4. Discuss Speed and Quality (cost-efficiency):


External recruitment agencies often have extensive networks and resources to expedite the hiring process. When discussing outsourcing, stress the importance of filling corporate tax leadership roles quickly with high-quality candidates. This will help your organization stay ahead of its tax obligations and ensure effective financial management. We once filled a role that was vacant for over a year in 40 days. As we said, cost-efficient.


5. Maintain a Feedback Loop:


Communication is key in this transition. Ensure there is an ongoing feedback loop between HR and your internal recruiters. Regularly review the effectiveness of our recruitment process and address any concerns or areas of improvement promptly.


6. Continue to Leverage Their Expertise:


We wish we could be everywhere all at once and know everything there is to know about your company in an instant. But we are recruiters, not magicians. Leverage the internal wisdom of HR throughout the process to deliver the best candidate experience ever.


7. Encourage a Smooth Transition:


When the decision to outsource corporate tax leadership recruitment is made, ensure a seamless transition process. Collaborate with external agencies and your internal team to maintain a cohesive hiring process that delivers results.


Outsourcing corporate tax leadership recruitment is not about making internal recruiters feel obsolete; it's about elevating your talent acquisition strategy to meet the evolving needs of your organization. Approaching HR with a well-reasoned and collaborative mindset can help them see the benefits of this decision and how it can empower your internal recruiters to excel in their roles. By working together, you can create a recruitment process that consistently brings in top talent for your corporate tax leadership positions while maintaining the importance of your in-house recruiting team.


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