What is recruitment?

Recruitment is not the same as temping or secondment. On this page, frequently asked questions are answered as objectively as possible.

The recruitment process

There is a lot involved in recruitment, which is why it is a profession. In most cases, these are the steps in the recruitment and selection process:

  1. Draw up the profile and terms of employment.
  2. Determine the selection process; who is involved, who makes the decision, what questions are we going to ask, do we conduct an assessment or not, at what point are referrals checked, who is going to do that?
  3. Create the recruitment campaign; set up google ads campaign, post vacancies on job boards and social media, set up “vacancies page”
  4. Find candidates on job boards and LinkedIn and approach them and convince them to start a conversation with you (“pitching”)
  5. Invite candidates for qualification by telephone and, in case of potential suitability, for interview
  6. Conduct selection interviews
  7. Conduct follow-up interviews and possible assessments
  8. Salary negotiations and signing contract

Outsource recruitment or do it myself?

As you can see, there is a lot involved in the recruitment and selection of salesprofessionals. The question now is; are you going to do it yourself or would it be better to outsource it? Employers who have to hire a lot of people often employ one or more Corporate Recruiters. Is this wise? Sometimes it is, sometimes it isn’t.

The pros and cons of outsourcing in a nutshell.

 

Pros of outsourcing:

  1. You use the knowledge, experience and tools of the experts
  2. Valuable advice on the labour market, profiles and salaries
  3. Flexibility of costs (especially with no cure, no pay)
  4. Recruiters have larger online marketing budgets and knowledge and thus dominate the online environment, competing with this as an employer is not easy
  5. Corporate Recruiters are often responsible for the recruitment and selection of multiple job areas such as ICT, Finance, Operations and Sales. They get tangled up when it comes to setting priorities and don’t understand all the positions. Especially when it comes to sales recruitment
  6. The process is faster because the external recruiter is fully focused on your (sales)vacancies
  7. The external recruiter is able to find and convince better candidates, they often know how to pitch your organisation and the vacancy better than the Corporate Recruiter
  8. No hidden costs, the recruitment fee covers all costs such as online marketing, hours spent searching and pre-selecting candidates, scheduling interviews and checking referrals
  9. If a guarantee scheme has been agreed, the external recruiter will provide a replacement free of charge if the new colleague unexpectedly leaves or has to leave prematurely

 

Cons of outsourcing:

Actually, there is only one disadvantage: you need a budget to work with an external recruiter. This should be a great investment, however. But it is an investment that has to be paid in one go, at a time when the salesperson is not yet profitable.

If you are hiring a huge number of people, it is advisable to make a detailed calculation that includes all integral (and hidden) costs. It may then be financially advantageous to do recruitment yourself, although often with a concession to be made on the quality of the candidates.

What does recruitment and selection cost?

The client often pays a recruitment fee that is a percentage of the fixed salary of the hired candidate (excluding variable remuneration). Sometimes a fixed fee can also be agreed, so that there are no surprises for the client should the salary be higher. Another advantage is that the external recruiter has no incentive to negotiate a higher salary for the candidate.

In case of “no cure, no pay”, the invoice will only be paid when there is an actual agreement between employer and candidate. Some agencies ask for a “pre-investment”, with the risk that the client will lose the money if the vacancy is withdrawn or if the collaboration is not satisfactory.

Specialist or Generalist?

Is it better to leave recruitment to job-oriented specialists or a generalist? A specialist knows everything about a specific job group, such as ICT, Finance or Sales. Through specialisation, they have developed techniques to find and select the best people.

A Generalist is easy because it’s a “one-stop-shop”; one party that mediates all the positions for you, how convenient. But they can’t possibly have the same understanding of all job groups, so something is bound to go wrong somewhere. So the question is; do you choose convenience or quality?

Want to read more about Salesrecruiters? Then take a look at the employers page.