Recruitment v's Search

I often get asked what the difference is between recruitment and search. Whilst both are methods used to find and hire candidates for job openings, there are some key differences between the two approaches. 

1.      Scope: Recruiting typically involves a broader and more comprehensive approach. Recruiters actively engage in various activities such as sourcing candidates, screening resumes, conducting interviews, checking references, negotiating offers, and facilitating the hiring process. On the other hand, search refers to a more specific task of searching for potential candidates based on predetermined criteria.

2.      Expertise and Network: Recruiters often have extensive industry knowledge and expertise in hiring practices. They have access to a wide network of professionals and job seekers, allowing them to tap into passive candidate pools who may not be actively looking for jobs. Recruiters can leverage their connections and experience to identify the best-fit candidates for a particular role.

3.      Time and Efficiency: Engaging a recruiter can save time and increase efficiency in the hiring process. Recruiters have the skills and resources to streamline the recruitment process, handle administrative tasks, and manage candidate communication. They can quickly identify suitable candidates, conduct initial screenings, and present a shortlist of qualified individuals to the hiring manager, saving time, money and effort for the company.

4.      Specialized Roles or Hard-to-Fill Positions: Recruiters are particularly valuable when it comes to filling specialized roles or positions that require specific skills and experience. They have the industry knowledge to understand the requirements of these positions and can proactively seek out candidates with the desired expertise. Recruiters can also help attract passive candidates who may be more difficult to reach through traditional job postings.

5.      Candidate Evaluation: Recruiters have experience in assessing candidates based on their qualifications, skills, cultural fit, and potential for growth. They can conduct thorough interviews, reference checks, and skill assessments to ensure that candidates meet the necessary criteria. This evaluation process helps mitigate the risk of making a poor hiring decision.

When recruiting for your team It's important to note that when engaging a recruiter, ensure you are working with one that has a proven history in placing candidates that are not only excellent at what they do, but remain with the company they are placed with long term.

A good recruiter will take the time to get to know your organisation, do their own background research and ask you the tough questions, ensuring they have a good well-rounded overview of the business and the position.

Build a relationship with a quality recruiter and they will place quality candidates with your business over and over again!