Why internal hiring is not nearly as cheap as it seems.

In many organizations, the prevailing mindset is often: “It is cheaper to hire someone ourselves than to work with an external talent development partner.”

A logical thought, right? At least on paper. After all, the salary is visible, which makes it tangible.

But do you know what your new internal talent actually costs? The figure on the payslip is just the tip of the iceberg. What often gets overlooked are the hidden costs behind every recruitment process. Any idea which hidden costs we are talking about? There are more than you might think.

1. The investment in recruitment and selection

Recruiting, selecting, and matching a candidate takes time—a lot of time.
Writing a job vacancy, reviewing numerous applications, conducting interviews (often in multiple rounds), selecting candidates, and coordinating the process all require significant effort.

And all of this happens while your internal team is often already dealing with a high workload. Organizations are usually aware that this is time-consuming and therefore costly, but they often underestimate the impact on daily operations required to carry out this process carefully.

At Risketeers, we take over this entire process. We know our talent pool inside out and can immediately propose suitable candidates—efficiently, quickly, and with a results-oriented approach.

2. The time required to develop talent

A proper onboarding period requires attention. You have to guide someone through systems, processes, culture, priorities, and responsibilities. This also demands time from your team—time they often do not have due to their core tasks and existing work pressure.

In our program, we guide the talent from day one. This means a customized approach:

• Accelerated development;
• Structured guidance and mentorship;
• Regular alignment with the client.

This requires minimal effort from your team; they do not have to spend hours every week on supervision and training. We handle that.

3. The costs of a mismatch (and they are high)

A bad hire is one of the most expensive risks within HR.
Not because of a single mistake, but because of all the subsequent costs:

Through our structured matching process and intensive contact with both talent and client, we significantly reduce this risk. Should a mismatch occur regardless, we seek a suitable solution to ensure the impact is kept to an absolute minimum.

4. The effect on future-proofing

Many organizations work with a “flexible shell” (contingent workforce), often for strategic, financial, or operational reasons. However, this approach can also create dependency, especially when considering the knowledge and experience that are lacking in-house but may need to be retained in the future.

With a talent development program, you build internal capacity in a targeted and sustainable way. This makes your organization more agile, less vulnerable, and future-proof.

In short: What seems more economical is not always cheaper.

Does this sound familiar, and are you curious about how things could be done differently? Contact us, and we will be happy to tell you more about our tailor-made approach.