Alternative recruitment options

When faced with hiring challenges, most management teams default to traditional solutions. But for companies starting out in the Czech Republic, there’s a cost-effective and efficient alternative to consider. 

Historically, the workforce was viewed as a static entity of full-time, in-office employees handling all tasks needed to run a business. Yet even before the Covid-19 pandemic, the landscape was shifting. Today’s businesses thrive by leveraging a dynamic mix of gig workers, contractors, part-timers, full-timers, strategic partners, and remote employees—harnessing modern tools and technology to stay agile and competitive. 

When it comes to recruitment, your options include advertising job openings, paying recruitment agencies hefty success fees, or hiring an in-house talent acquisition team. Many companies dream of having a full-time recruiter, thinking it will cut costs and streamline hiring. But have you considered the hidden hurdles? Headcount approvals, long-term employment costs, and the challenge of finding skilled recruiter professionals are just a few. 

Most importantly, have you asked yourself: 

• Do we truly need an emtire full-time recruitment team? 

• How many roles do we need to fill, and how quickly? 

• Would flexible external support be sufficient? 

An experienced recruiter can typically manage 4-6 hires per month. Depending on your hiring goals, a more flexible solution might be better suited to your needs. 

Enter the “rent a recruiter” model—a modern approach offered by leading recruitment firms. Instead of paying success fees, you can have a dedicated recruiter, or whole team, work directly for your business. These professionals bring best-in-class experience, offering not only hiring support but also expertise in employer branding, candidate experience, and recruitment process optimization. 

By renting a recruiter, you gain a skilled partner who operates as an integral part of your team, or leads the whole recruitmetn project, providing tailored solutions without the long-term commitment or high overhead of a permanent hire. It’s a future-proof strategy for companies seeking agility in an ever-changing workforce landscape.  

The recruiter will typically: 

Be experienced in HR/sourcing/recruiting 

Be trained & certified in the latest methodologies 

Come with technology - LinkedIn, ATS, etc. 

Be skilled in employer branding  

Have relationships and discounts with key job boards 

What structure can be used? 

5-50 hours 

Part time for a few months 

Full time more than 3 months 

Advantages 

Can stop and start as you see fit.  

No firing fee, no severance pay if the project ends early 

Flex up or down as your needs change 

Inject local market knowledge into the company/process 

What can they do? 

A longlist of candidates and the client does the rest 

Deep market sourcing and engaging, representing your brand 

Screening already sourced candidates or CVs 

Communicating with internal resources, management, stakeholders 

Entire recruitment process for junior or senior levels 

Project management to kick of a recruitment drive 

Build an external talent pool 

Run community management for your existing candidates 

When to use it? 

You're starting up and need a recruiter to get us going 

You want to hire a lot of people in a short period of time, then we probably won't hire much again next year 

You need a project manager to lead some HR/recruitment projects  

You're going thru a transformation and need help to lead it and get people on board 

You don't know how to hire but don't want to use agencies 

You have a TA team but they don't have time for sourcing