Why pay a recruitment agency to fill a vacancy when a company can hire an internal HR specialist and assign all recruitment to that employee? At first glance, the owner’s logic is understandable. During a crisis, every expense matters. In practice, however, the comparison is more complicated.
The 2026 labour market combines very low unemployment with weaker demand and cost optimisation. The key question is when recruitment outsourcing becomes more effective than an internal function.
The labour market in 2026
Official indicators may appear contradictory. Unemployment remains extremely low, yet the number of vacancies has declined in some segments while CV activity has increased.
Companies are reducing costs, suspending recruitment, downsizing teams and moving some employees to part-time work. At the same time, targeted shortages remain severe in blue-collar occupations, construction and logistics.
The hidden risks of saving
Some companies hire junior internal recruiters at a lower salary. Such employees may lack the network, expertise and speed required to process applications in a competitive market, causing vacancies to remain open for months.
The alternative: HR outsourcing
Many recruitment agencies work on a results-based model. The client pays when a vacancy is successfully filled. Agencies may also provide a guarantee and replace an employee free of charge if the placement fails during the initial period.
The main reasons businesses choose outsourcing are:
1. Cost efficiency. A full-time recruiter receives a salary every month whether vacancies exist or not. Outsourcing is paid for when a result is required and can be more efficient for a small number of vacancies.
2. Lower risk. The agency assumes responsibility for the recruitment process and the contractual guarantee.
3. Time savings. Business owners and managers can focus on growth rather than candidate search.
A recruitment agency is particularly useful when hiring is occasional rather than continuous, when rare specialists are required, or when confidentiality and guarantees are important.
What is the practical result?
An internal HR position creates fixed monthly costs. Recruitment outsourcing creates a variable cost tied to a specific result. Specialists are engaged when required, without permanent payroll expenditure during periods with no vacancies.
AMALCO-Personnel recruits personnel for businesses and private households with complete support, from family specialists to operational staff for production sites. If your company fills only a few vacancies each month, it may be time to reconsider the recruitment model.
