Why Businesses Outsource Recruiting — The WCSR Way
- Keri Tlachac
- Jan 7
- 3 min read
At Wisconsin Construction Search & Recruiting (WCSR), we see it every day. Most businesses don’t start out wanting to outsource recruiting. They do it because something isn’t working.
Roles stay open too long. Turnover repeats itself. Hiring becomes reactive instead of intentional. Leadership ends up spending more time managing the hiring process than leading their business.
Outsourcing recruiting isn’t about handing hiring off. It’s about partnering with someone who treats hiring as a long-term decision, not a short-term fix.
One of the biggest reasons businesses work with WCSR is access to people not just applicants. The strongest candidates are rarely actively applying. They’re working, producing, and open to a better opportunity only if it feels aligned. My work is built around real conversations, trusted relationships, and understanding what truly motivates someone to make a move.
Time is another critical factor. Hiring pulls owners, managers, and HR teams away from the work that actually grows the business. WCSR steps in to manage sourcing, screening, and qualification so leadership can stay focused—without losing visibility or control over the process. And don't forget cheering for your company while doing so!
Many companies come to me when roles are hard to fill. Skilled trades, leadership positions, sales, and technical roles require more than resume matching. They require industry knowledge, tenure and an understanding of what the job demands day to day. WCSR stays close to markets and related industries because depth matters more than volume.
Speed matters—but not at the cost of fit. Open roles are expensive, but rushed hiring leads to turnover and frustration. My process allows for efficient movement while still prioritizing alignment, work ethic, and long-term success on the front end. The goal isn’t fast hires. It’s the right ones.
Reducing the risk of a bad hire is central to how I operate. A poor hire impacts morale, productivity, and trust far beyond the initial onboarding period. WCSR evaluates more than experience, I look at stability, leadership style, communication, and cultural fit to protect both the employer and the candidate.
Confidentiality is also essential. Whether a company is replacing someone, planning growth, or restructuring quietly, WCSR handles searches with discretion and respect. Protecting people is just as important as filling positions.
Clients don’t just partner with WCSR for candidates they partner with me for insight. I can provide real-time market feedback on compensation expectations, talent availability, and candidate motivations. Honest conversations lead to better decisions and stronger outcomes.
Flexibility is another reason businesses outsource recruiting. Hiring needs change with projects, seasons, and growth cycles. WCSR offers scalable support without adding permanent internal headcount, allowing companies to grow intentionally and responsibly.
Candidate experience matters more than most businesses realize. Every interaction reflects the employer’s brand. At WCSR, candidates are treated with respect and transparency, whether they are hired or not. Strong relationships protect reputations on both sides of the hire. Just because a candidate and employer aren't a good fit now doesn't mean the future wouldn't hold a viable relationship. I keep in contact by follow ups and will communicate that to employers.
When all costs are considered—turnover, lost productivity, internal time, and delayed projects, outsourcing recruiting done right is often more cost-effective than handling it internally without the proper support. Doing it once and doing it right always saves more in the long run.
At WCSR, recruiting isn’t transactional. It’s relational. It’s about protecting both sides of the hire, building long-term placements, and ensuring every decision is made with clarity, integrity, and care.
That’s the WCSR way.
Keep Growing,
Keri Tlachac, Owner
WCSCR
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