Recruitment doesn’t have to be a choice between going it alone or outsourcing completely. In fact, the most effective hiring strategies often blend both direct hiring and external consultancy support. For organisations with internal HR teams or in-house recruiters, this balance is critical. But knowing when to engage a recruitment consultant, and why, can be the key to avoiding costly missteps.
At Parke Lane People, we work alongside internal teams, providing the additional expertise, market insight, and passive candidate reach needed for business-critical or hard-to-fill roles. Here’s how to get that balance right, and why it matters.
We started this conversation earlier in the year but feel it’s important to continue talking about the relationship. Our earlier blog post can be found below:
Recognise the Limits of In-House Hiring
Direct hiring can work well for straightforward roles or when there’s a strong flow of inbound candidates. But for specialist positions, confidential vacancies, or when time is tight, the limitations of internal hiring can quickly surface.
“Recruitment isn’t just about filling roles, it’s about helping organisations grow sustainably,” says Andrea Owen, Senior Consultant and Head Hunter at Parke Lane People.
“Our consultancy approach means we’re not just sending CVs, we’re solving problems.”
By working as an extension of your team, we offer additional capability when and where it’s needed, without undermining your internal resources.
Know When to Call in a Consultant
The tipping point usually comes when either the quality of applications drops, or internal teams are stretched too thin. Recruitment becomes reactive, not strategic, and that’s when issues like poor cultural fit, early turnover, or CV overload start creeping in.
At Parke Lane People, we approach every assignment as consultants, not sales-driven agents.
“We’re not here to compete with internal HR or Talent teams, we’re here to complement them,” says Andy Parke, Founder.
“That starts with understanding your culture, your team, and your business goals before we even begin the search.”
Site visits, stakeholder discussions, and long-term relationship building mean we’re invested in your success, not just your vacancy.
Hear it straight from the horses mouth:
Balance Reach with Relevance
One of the biggest challenges for internal hiring teams is reaching beyond active jobseekers. While advertising on job boards can surface quick applicants, many of the best candidates are already in roles and not applying.
This is where proactive search makes the difference.
“Our value lies in the relationships we’ve built with passive candidates,” Andrea explains.
“These are high-quality professionals who trust us, and who may be open to the right opportunity, even if they’re not actively looking.”
We continuously engage with professionals across finance, HR, marketing, and admin/operations support, particularly in sectors like Automotive, Legal, Property, and Education, so when the right role comes up, the groundwork is already done.
Add Objectivity to the Process
Sometimes, a fresh pair of eyes is all that’s needed to unlock a better hire. Internal teams, understandably close to the business, may miss red flags or over-prioritise familiarity. An experienced recruitment consultant offers that much-needed external perspective.
“Our job isn’t just to send CVs, it’s to challenge assumptions when needed and help clients make better hiring decisions,” says Andy.
“That includes thinking about long-term team dynamics and cultural fit, not just who looks best on paper.”
Every candidate we put forward has been interviewed, assessed and qualified, both for their skills and their suitability for your working environment. No guesswork. No CV stuffing.
Think Beyond Placement, What Happens After Matters
A recruitment consultancy partnership shouldn’t end once the hire is made. At Parke Lane People, we continue supporting both clients and candidates with structured aftercare at
- 1 week,
- 1 month, and
- 3 months post-placement.
This ongoing support not only strengthens retention but helps build lasting relationships and future hiring confidence.
“We want every hire to be successful, because that’s what real value looks like,” says Andrea.
“Our aftercare isn’t a nice-to-have, it’s a core part of our service.”
When a hire doesn’t work out, the impact goes far beyond the initial investment. It costs time, affects team morale, and stalls progress. That’s why we focus on getting it right the first time and why a quality shortlist matters more than ever.
Align on Values, Not Just Needs
In an industry where national agencies often take a volume-driven approach, our consultancy model puts relationships first. You’ll always deal with a senior consultant or the founder, not a rotating junior agent or call-centre setup.
“It’s not about the next brief, it’s about the right partnership,” says Andy.
“That’s why our clients typically stay with us for years.”
We operate with fairness, flexibility, and transparency on all commercials, and we’re proud that many of our new clients come via referral.
Final Thoughts, Building a Stronger Hiring Strategy
Balancing direct hiring with a recruitment consultancy isn’t about admitting defeat, it’s about playing to your strengths. Internal teams know the business inside out. Consultants bring market insight, passive reach, and objectivity.
Together, it’s a powerful combination.
Parke Lane People is proud to support ambitious, values-led organisations across Oxfordshire and Buckinghamshire. Whether you’re in finance, HR, marketing, or admin/operations, we’re here to help you make the right hire, the first time.
So if you’re facing a business-critical vacancy or simply want to sense-check your current approach, let’s talk.
Because the best hires start with the right conversations.