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| 3 minutes read

How Hiring A Painting Contractor & Recruiting Are Similar

At first glance, hiring a painting contractor and managing campus recruiting seem worlds apart. Yet, dive a bit deeper, and you'll find they share a core principle that's surprisingly universal. Intrigued? Let me share a story.

After moving into our new home, with the holidays fast approaching and my to-do list overflowing, the walls still needed painting. Despite my DIY enthusiasm, time was not on my side. Reluctantly, I called in a commercial painter. To my amazement, they transformed our home in a day, allowing me to focus on what truly mattered - welcoming family.

This experience was a lightbulb moment, mirroring a concept well-known in business: outsourcing, or specifically, Recruitment Process Outsourcing (RPO) in talent acquisition. In our everyday lives, we do this everywhere – we outsource our car repairs to trained mechanics, healthcare to medical professionals, gardening to lawncare professionals, and the list goes on. But when it comes to recruiting, especially campus recruiting, we seem to forget help is available in the form of RPO. 

Let’s explore why handing the brush (or the resumes) over to the experts might just be the smartest play you make this season.


Quality isn’t just about getting it done but getting it done so well, people can’t help but notice. It’s like comparing walls and trim painted by a seasoned painter to your first attempt at painting; the difference is night and day. Outsourcing campus recruiting throws professional expertise into the mix, ensuring that the job isn’t just completed, but it’s done with a level of polish and finesse that only comes from years in the game. As an example, AMS supported an aerospace client in the redesign of their global engineering program, providing market best practice, insights, structure, and the delivery of a new assessment process. Results: We conducted over 2K final round interviews resulting in female hires increasing from 28% to 42% and had less than 2% written offer declines.  


Now, let’s talk dollars and sense. Economies of scale? Check. Lower opportunity costs because you’re not tied up doing something outside your wheelhouse? Double-check. Leveraging a professional’s access to significant and varied expertise?  Triple-check.  But it is not always about saving money. In some cases, it’s about creating better outcomes in the long-term that translates into high-quality hires, improved DEI outcomes, and improved retention, among other things. But make no mistake, administrative aspects of a campus program are the ideal areas to consider outsourcing as cost savings are extremely likely. 


Time is that one thing we’re always running out of, and let’s be honest, spreading ourselves too thin is a recipe for disaster. Handing off aspects of your campus recruiting program can free your experienced team members up to execute where it makes a difference or tackle big-picture projects that really move the needle. It’s about playing it smart and making every second count.

Expertise and Specialization:

There’s something about someone who knows their stuff inside out that just inspires confidence. Whether it’s the pro painter who knows exactly how to bring your vision to life or a talent acquisition expert who can navigate the campus recruiting scene like a boss, that level of expertise is a game-changer. It means better outcomes, less fuss, and a whole lot of impressed onlookers.

Risks and Challenges:

Sure, handing over the reins comes with its own set of worries. Will the service provider get it? Can they deliver to your standards? It’s like letting someone else cook your signature dish for a big party. The trick is in the vetting—checking out their past work, talking to references, and making sure they’re the real deal. Consider AMS: With a 97% client retention rate, a unique specialization in campus recruiting, over 100+ years of campus leadership experience, choosing us isn’t just a safe bet—it’s a strategic advantage.

Benefits and Drawbacks:

The upside? Think potential cost savings, top-notch quality, and the freedom to dive into work that really makes an impact. Not to mention, the ability to scale up or down as your business ebbs and flows. The downside? Costs may add up, building trust takes time, and you might miss having those extra hands for odd jobs.


The moral of the story? Whether it's ensuring your home looks its best or sculpting a top-tier early career recruiting program, smart outsourcing is your strategic ace. It's not just about delegating tasks; it's about empowering your organization to excel at what it does best, unlocking potential and efficiencies along the way. Ready to play it smart? Let's chat: Connect with a talent acquisition expert.

“Master your strengths, outsource your weaknesses.” – Ryan Khan


total talent, talent retention, talent acquisition, rpo, early careers and campus, diversity equity inclusion, candidate attraction, ams