Practice Pointer: Choosing the Right Recruitment Support Services for Your Organization

August 14, 2025

Talent acquisition is essential to organizational success. Effective hiring strategies can improve talent sourcing; however, managing the entire recruitment process from start to finish can be complex and time-consuming. Many HR teams face talent acquisition challenges due to limited bandwidth and competing priorities. 

There exist a number of different recruiting models for organizations to choose from, each with their own advantages and drawbacks. Common models include in-house recruiters, contingency-based recruiters, and outsourced recruiting services. A new model gaining popularity is on-demand recruitment. Our innovative approach, Recruitment Process Support (RPS), builds on this trend, offering a tailored solution that delivers flexibility and results. 

Common Recruitment Models

By understanding the differences among these recruiting models, organizations can make more informed hiring decisions and structure recruiting processes that benefit long-term goals. 

In-House Recruiters

This model involves managing the entire hiring process internally, with the company’s HR team handling everything from sourcing qualified candidates to onboarding. While this model offers full control, it can often be resource-intensive, especially for HR teams that are already stretched thin. 

Outsourced Recruiting

Outsourced recruitment, also known as Recruitment Process Outsourcing (RPO), is commonly used by organizations with high-volume hiring needs or a lack of internal recruiting capacity. RPO companies manage the full hiring lifecycle but typically require organizations to relinquish control over key aspects of the organization’s talent acquisition function. 

Contingency Recruiters

In this model, external agencies are only paid upon successful placement of a candidate. While this pay-for-performance structure may seem cost-effective, fees often range from 20–30% of the candidate’s first-year salary. Agencies may also prioritize roles that are easier to fill, making this model less effective for specialized or hard-to-fill positions, particularly in niche recruiting. 

Recruitment Process Support (RPS)

On-demand, hourly recruiting or Recruitment Process Support (RPS) offers a collaborative on-demand hiring solution that provides an experienced team to work alongside your existing team. Rather than replacing internal recruitment teams, RPS integrates with them, providing a flexible, hourly on-demand team. Similar to hiring a part-time contract recruiter, RPS focuses on specific tasks such as sourcing qualified talent, screening, and interview coordination. Unlike other types of recruiting solutions, RPS allows organizations to leverage on-demand experienced recruiters with access to applicant tracking technologies and strategic job board relationships, while retaining oversight and decision-making authority in their talent acquisition process. This model promotes stronger collaboration, a deeper understanding of company culture, and greater alignment with internal processes, which can enhance employer branding. It’s beneficial for organizations that want to improve efficiency without giving up control.

A Flexible On-Demand Recruitment Model

Hilb Group’s on-demand RPS model provides the best of both worlds: the agility and reach of external recruiters, with the oversight and cultural alignment of your in-house recruitment staff on an hourly project basis. This model allows organizations to access flexible recruitment services that are tailored to their needs, without sacrificing complete control or cultural fit. RPS is designed to augment, rather than replace, your internal hiring resources by delivering targeted, on-demand expert advice that partners closely with your existing talent acquisition team to identify the right candidates.  

Unlike traditional staffing models, which often operate independently and focus solely on placements, RPS consultants work as an extension of your team. They handle specific parts of the hiring process—such as talent sourcing, screening, and coordination—while your internal talent acquisition team retains ownership of strategy and decision-making.

This model is typically used on a project-based or short-term need, making it ideal for organizations that need flexible recruiters during peak hiring times, seasonal hiring, special initiatives, or when internal capacity is limited.

Think of your RPS recruiters as your cost-effective recruiting partners, bringing benefits like digital applicant tracking technology, deep social networks to unearth hidden candidates, and recruiting expertise working closely with your company to attract top talent. This allows you to:

• Maintain control over the hiring process
• Improve efficiency and potential candidate experience
• Access staff augmentation without long-term contracts
• Avoid the high costs of traditional staffing agency fees or a full-scale outsourcing solution

Our recruiting services offer the best of both worlds: the agility and reach of external recruiters, with the oversight and cultural alignment of in-house recruitment throughout the hiring lifecycle.

Recruitment Coordination: The Engine Behind Efficient Hiring

End-to-end recruiting coordination is a key component of our on-demand recruitment services, helping streamline the recruiting process and find the right talent by managing the administrative workload that often slows down internal recruiting teams and hiring managers. Whether or not your organization has a dedicated hiring function, recruitment coordination can relieve the burden of tasks like scheduling interviews, managing candidate communications, tracking progress in recruitment technologies like applicant tracking systems (ATS), and ensuring a smooth, consistent candidate experience.

By handling these time-consuming responsibilities, recruitment coordinators allow hiring managers and talent acquisition professionals to focus on evaluating top talent, which is especially important in industries with specialized technical roles that require niche expertise. This targeted internal team recruitment support not only improves efficiency and candidate engagement but also helps reduce recruitment costs while improving candidate experience. For organizations that want to maintain control over hiring decisions while improving process execution, recruitment coordination offers a practical, scalable solution that can help manage recruitment expenses.

Compliance Confidence Built into Your Hiring Process

Today’s hiring landscape is shaped by a growing web of employment laws, from pay transparency requirements to anti-discrimination protections. Organizations face compliance risks from the moment a role is posted for potential job seekers. Navigating these regulations can be especially challenging when hiring across multiple states or for remote roles, where laws often vary by location.

This is where Hilb Group’s on-demand recruitment distinguishes itself. Unlike traditional recruiting models, our recruiters bring not just recruiting experience, but HR consulting backgrounds and deep HR compliance knowledge to the table. Hilb Group’s recruitment support services provide your company with immediate access to our recruitment team, helping your business navigate compliance while delivering results through our team’s recruiting expertise. They don’t just support your hiring—they help protect it. From ensuring job postings and job descriptions meet state-specific legal standards to guiding compliant interview practices, RPS recruiters act as on-demand HR partners who understand both hiring and HR risk.

Recruitment coordination within RPS plays a critical role in reducing risk. Recruiting Coordinators help standardize candidate communications, manage documentation within applicant tracking systems, and have the ability to create a structured interview process. This helps prevent common missteps—like inconsistent messaging or inappropriate interview questions—that can lead to unnecessary exposure.

By integrating Hilb Group’s RPS into your hiring strategy, you gain more than just flexible recruiting services—you gain a partner who understands the broader HR landscape. You retain control over hiring requirements and decisions while benefiting from built-in compliance awareness that helps your team stay aligned with evolving expectations.

Choosing the Right On-Demand Recruitment for Your Organization

Selecting the best method for your recruitment needs starts with understanding your organization’s goals, capacity, and the internal challenges surrounding the recruiting process and hiring demands. For teams that want to retain control over interviewing and selection while reducing time spent on sourcing and screening, on-demand recruitment offers a flexible, scalable solution.

Our on-demand recruitment model allows your organization to tap into experienced recruiters as fluctuating hiring needs shift—without the commitment of full recruitment outsourcing. Whether you need help coordinating interviews, managing candidate pipelines, or navigating compliance considerations, RPS provides targeted expertise that aligns with your internal processes and culture, while also addressing your future hiring needs.

By integrating on-demand recruiters into your recruiting solutions, you can strengthen your hiring network, improve efficiency, and stay ahead of workforce demands—without building a full in-house team or relying on high hiring costs associated with agency talent solutions and placement models. 

If you would like to explore how Hilb Group’s on-demand Recruitment Process Support (RPS) model can benefit your hiring needs, we invite you to click here to learn more today.