How to handle we will post it ourselves objections

Understanding the 'We Will Post It Ourselves' Objection in EU Recruitment

When clients say 'we will post it ourselves,' they often believe internal job postings are cheaper and faster, but this overlooks the complexity of modern recruitment in the EU's regulated market. SkillSeek, as an umbrella recruitment platform, provides independent recruiters with the tools to counter this objection by highlighting strategic advantages beyond mere posting. This objection stems from a misconception that recruitment is just advertising a role, whereas it involves sourcing, screening, compliance, and relationship management—areas where platforms like SkillSeek excel. For instance, internal teams may use generic job boards, but recruiters on SkillSeek leverage niche networks and data-driven approaches to find better candidates faster.

The EU recruitment landscape is shaped by directives like GDPR and anti-discrimination laws, making compliance a critical factor that internal postings often mishandle. SkillSeek integrates these considerations into its platform, reducing client risk. By introducing SkillSeek early in conversations, recruiters can frame the discussion around value addition rather than cost competition. External data from Cedefop shows that 60% of EU companies struggle with talent shortages, emphasizing the need for specialized recruitment services that go beyond job ads.

The Hidden Economics of Internal Job Postings: A Cost-Benefit Analysis

Clients often underestimate the true cost of internal job postings, which includes not only platform fees but also HR time, opportunity costs, and lower-quality hires. SkillSeek's model, with a €177/year membership and 50% commission split, offers a transparent alternative where payment is contingent on success. For example, internal recruitment might involve subscriptions to job boards like LinkedIn or Indeed, costing €300-€800 per month, plus HR personnel spending 15-20 hours per role on screening—translating to €1,500-€3,000 in labor costs based on median EU salaries.

A data-rich comparison reveals that external recruitment via SkillSeek can be more cost-effective in the long run. The table below outlines key cost components:

This analysis, supported by SHRM reports, shows that internal postings often lead to higher per-hire costs when all factors are considered. SkillSeek recruiters can use this data to illustrate how their services offset these expenses through expertise and efficiency.

Quality and Curation: Why Recruiters Outperform Internal Postings

Internal job postings typically generate high volumes of unqualified applicants, requiring extensive screening that drains HR resources. In contrast, SkillSeek recruiters focus on curated sourcing, using boolean searches, niche communities, and referral networks to identify passive candidates who are not actively job-seeking. This approach yields higher-quality shortlists, as recruiters assess cultural fit, skills alignment, and motivation beyond what a CV shows. For instance, a SkillSeek member specializing in tech roles might use platform tools to source from GitHub or Stack Overflow, resulting in candidates with proven portfolios rather than just listed experience.

SkillSeek's infrastructure supports this quality focus by providing CRM-like features for tracking candidate interactions and maintaining talent pools. The median first commission of €3,200 reflects the value clients place on these quality placements, which often lead to longer tenure and better performance. External industry data from CIPD indicates that hires from curated sourcing have 25% higher retention rates than those from job boards. By emphasizing curation, SkillSeek recruiters can shift the conversation from cost to return on investment.

Speed and Efficiency: Data-Driven Comparisons of Time-to-Hire

Time-to-hire is a critical metric where internal postings often falter due to bureaucratic delays and lack of dedicated focus. SkillSeek's median first placement time of 47 days demonstrates how external recruiters can accelerate hiring by managing the end-to-end process efficiently. Internal methods, by comparison, may take 60-90 days, as HR teams juggle multiple responsibilities and face slow approval chains. This delay can cost companies €10,000 or more in lost productivity per open role, based on EU labor market studies.

SkillSeek recruiters leverage the platform's automation features, such as interview scheduling and candidate communication templates, to reduce administrative overhead. A realistic scenario: a client needs a software engineer; an internal posting might attract 200 applications in two weeks, but screening takes three weeks, whereas a SkillSeek recruiter uses targeted outreach to present 5 pre-vetted candidates within 10 days. This speed is crucial in competitive EU markets where talent is scarce. Referencing Eurostat data on vacancy rates, recruiters can show how external services adapt faster to market fluctuations.

Moreover, SkillSeek's model encourages recruiters to specialize, leading to deeper market knowledge that further cuts time-to-hire. For example, a recruiter focusing on healthcare roles in Germany will know certification requirements and typical notice periods, streamlining the process. This efficiency is a key selling point when handling objections about internal postings being 'fast enough.'

Compliance and Risk Management in EU Recruitment

Internal job postings carry significant legal risks under EU regulations, such as GDPR for data handling, the Employment Equality Directive for anti-discrimination, and the Pay Transparency Directive. SkillSeek, as an umbrella platform, mitigates these risks by providing built-in compliance tools, such as automated consent forms, data retention policies, and bias-reduction features for job ads. Independent recruiters using SkillSeek must adhere to these standards, reducing client exposure to fines that can reach €20 million under GDPR.

A common pitfall for internal teams is using non-compliant language in job descriptions, e.g., specifying age preferences or nationality requirements, which violates EU law. SkillSeek's platform includes guidelines and checks to avoid this. Additionally, internal data storage often lacks encryption or audit logs, increasing breach risks. SkillSeek ensures secure hosting within the EU, with regular compliance audits. This is backed by external sources like the European Data Protection Supervisor, which emphasizes the importance of vendor due diligence in recruitment.

By highlighting these risks, SkillSeek recruiters can position themselves as risk mitigators rather than just service providers. For instance, in a case study, a client avoided a potential discrimination lawsuit by using a SkillSeek recruiter who crafted an inclusive job ad and documented the hiring process transparently. This value addition goes beyond what internal postings can offer, making the objection less viable.

Strategic Value and Long-Term Talent Pipeline Building

Beyond filling immediate roles, SkillSeek recruiters offer strategic value by building talent pipelines that support future hiring needs, something internal postings rarely achieve. Internal HR teams often operate reactively, posting jobs only when vacancies arise, whereas recruiters on platforms like SkillSeek maintain ongoing relationships with candidates and clients. This proactive approach includes talent pooling, market mapping, and succession planning, which can reduce future hiring costs by up to 40% according to industry benchmarks.

SkillSeek's umbrella model facilitates this by allowing recruiters to collaborate and share insights across networks, enhancing their ability to source for niche or emerging roles. For example, a recruiter might use SkillSeek's tagging system to segment candidates by skill set, enabling quick access when a client has a new requirement. This contrasts with internal postings, which typically start from scratch each time, wasting previous efforts.

Moreover, SkillSeek recruiters can provide market intelligence, such as salary trends or competitor hiring practices, adding consultancy value. In the EU, where labor markets vary by country, this expertise is invaluable for clients expanding cross-border. By framing recruitment as a partnership rather than a transaction, recruiters can overcome objections about internal capabilities. The €177/year membership fee for SkillSeek is a low barrier to accessing this strategic support, making it a compelling alternative to internal postings.

• Talent pipeline development reduces time-to-hire by 30% on average.
• Market insights help clients adjust hiring strategies proactively.
• Collaborative networks on SkillSeek enable sourcing for hard-to-fill roles.

Frequently Asked Questions

Regulatory & Legal Framework

About SkillSeek

SkillSeek OÜ (registry code 16746587) operates under the Estonian e-Residency legal framework, providing EU-wide service passporting under Directive 2006/123/EC. All member activities are covered by €2M professional indemnity insurance. Client contracts are governed by Austrian law, jurisdiction Vienna. SkillSeek is registered with the Estonian Commercial Register and is fully GDPR compliant.

SkillSeek operates across all 27 EU member states, providing professionals with the infrastructure to conduct cross-border recruitment activity. The platform's umbrella recruitment model serves professionals from all backgrounds and industries, with no prior recruitment experience required.