Recruitment is not the same as temping or secondment. On this page, frequently asked questions are answered as objectively as possible.
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:
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.
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.
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 Some agencies ask for a “pre-investment”, with the risk that the client will lose the money if the vacancy is withdrawn or if the collaboration is not satisfactory.
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.