Recruitment and selection in brief: 

• Recruitment and selection is a process by which companies search for suitable candidates for a particular position.
• A procedure for recruitment and selection through an agency often involves a number of steps, including an intake interview, searching for candidates, interviewing candidates and selecting the most suitable candidate.
• Posting job openings is often part of the recruitment and selection process. For more discretion during the search, executive search is more appropriate.

What is recruitment and selection?

Recruitment and selection is the search for a suitable candidate for a particular position on behalf of a company or organization. Posting vacancies is part of the process through which the search takes place in the open.

A recruitment and selection agency often does not work exclusively for one client. Candidates are therefore offered multiple assignments at the same time. In such a case, a client receives a list of candidates who are not necessarily interested in the offered assignment. Because of this working method, the chances of a successful placement are smaller than in executive search, for example.

The differences between recruitment, recruitment and selection and executive search

Recruitment, recruitment and executive search are terms that are often used interchangeably, yet are distinctly different.

Each of these services focuses on a specific type of position and salary level.

Recruitment for lower management positions

Recruitment focuses on positions with annual salaries up to about €50,000. A recruitment agency posts vacancies and then selects candidates for a client. Recruitment focuses on positions with salaries up to about €125,000. Recruitment and selection also uses job postings.

Executive search for C-level and higher management positions

Executive search focuses on positions with a salary starting at €125,000. Unlike recruitment and recruitment and selection, the positions for which the search is conducted are not made public. A headhunter works with a client to draw up a profile and then actively searches for suitable candidates, approaches them and makes a selection for the client.

The procedure in recruitment

A procedure for recruitment and selection through an agency often involves a number of steps:

1. Initially, an intake interview is held with the company to agree on the wishes, requirements and expectations. Sometimes recruitment is also conducted by a company's own HR department.
2. Next, the agency starts looking for suitable candidates. This is often done through various channels such as job sites, social media and professional networks.
3. Candidates who seem suitable are sometimes invited for an interview at the agency. Here their CV and motivation are assessed and it is checked whether they meet the requirements set. In other cases, especially when there is a lot of pressure on the process, a recruiter limits himself to reviewing CVs and makes a selection based on these.
4. The recruiting agency then presents the most suitable candidates to the company and follow-up interviews are held with the candidates.
5. Finally, the company chooses the candidate who seems best suited for the position.

Costs and processing times for recruitment and selection

The cost and turnaround times of recruitment and selection through an agency can vary. This depends on several factors such as:

• the position
• the industry
• the location
• the desired speed of the process.

The lead time varies from a few weeks to several months.

The benefits of using a recruitment and selection agency

There are several reasons why a company would use a recruitment and selection agency. Here are some of the benefits:

• The agency often has a large network that allows them to find suitable candidates more quickly.
• The agency can often complete the process of recruitment and selection faster because they are working on this full-time.
• The agency takes a lot of work off the company's hands, such as drafting vacancies, conducting interviews and assessing candidates.

Looking for a specialized professional or director? Then opt for executive search

The big difference between recruitment and executive search is the way in which a suitable candidate is sought. The headhunters of Amrop take a very careful approach to an executive search assignment. The process starts with an extensive mapping of potential candidates. Candidates are selected exclusively for the client and then approached. This, too, is done with discretion. After all, potential candidates are approached who are often still working in another position at that time.

The careful working method in executive search is also evidenced by the fact that the senior headhunter personally supervises all steps leading to a successful placement. He knows the candidates and knows who to present to the client.

The candidates are approached exclusively for the client and are therefore genuinely interested in the position offered when they are shortlisted.

Executive search allows more discretion than other forms of recruitment and selection

When discretion is desired in the recruitment process, executive search is also the most logical choice. Whereas in recruitment and recruitment the vacancy is often advertised, in executive search the process takes place out of sight of the outside world. This prevents reputations from being damaged.

When even more discretion is required from the client, use is made of a non-disclosure agreement. In this case, a candidate will only be told which company or organization is being sought after signing a non-disclosure agreement.

The senior partner involved in the selection of candidates at Amrop is also present during the interviews that take place between the client and the candidates and helps the client make a well-considered choice for a candidate.

Trends in recruitment and selection

Whereas recruitment and selection, recruitment and executive search were mainly about function, recently the company itself has also been in the spotlight. Employer branding has become increasingly important. Candidates choose a company that matches their own beliefs. In a tight labor market, you see that companies must therefore do a better job of showing what they stand for.

But the search has also changed from within companies. Diversity and inclusiveness are playing an increasing role in the selection process these days.

Finally, the method of testing whether a candidate is suitable for the position sought has also changed in recent years. Amrop has been using assessments to select potential candidates for years. The use of assessments is now also increasing in other forms of recruitment.