Executive Search vs Recruitment – What is the Difference?

Executive Search vs Recruitment – what is the difference? Executive Search best suits senior-level roles, while recruitment is more generalist.

When you hear the terms “executive search” and “recruitment,” they may seem like the same thing. However, although both processes aim to bring the most appropriate talent into an organisation, they differ from each other in several ways.

We will examine each process in more detail, including the steps and costs involved. You will gain a better understanding of the difference between executive research and recruitment and see which is the best option for different roles.

How does executive search work?

Executive search most often involves filing roles at the executive level. So, for businesses looking to hire the best candidates for senior management and director roles, this is the best option. Usually, executive search professionals specialise in a particular area, like finance or HR.

The executive search process is tailored to the organisation’s specific needs and to the role’s requirements and challenges. This approach to finding candidates is proactive. Specialists look for suitably qualified professionals and seek to attract them. This applies even if an individual is already employed by a market competitor of the company looking to recruit.

When executive search is used the process,

• Usually takes a significant length of time due to the thorough approach.
• Is always conducted discreetly.
• Involves a deep evaluation of candidates, including methods like psychometric testing and in-depth interviews.
• Costs around 25%-35% of the successful candidate’s initial annual salary.

How does recruitment work?

Recruitment has a more wide-ranging focus than executive search. The process can be used for roles from entry-level to middle management. Recruitment professionals usually specialise less, and their services cover a range of industries. Although, this is not always the case.

For organisations that do not want to conduct their own recruitment, the process of working with professional recruiters,

• Is usually reactive and involves searching databases and applications to find the best candidate for a role.
• Involves various sources of candidate information, like recruitment events, social media, and job boards.
• Normally takes less time than executive search.
• Follows standard processes and is not tailored.
• Involves basic interviewing and background checks.
• Costs around 15%-20% of the successful candidate’s initial annual salary.

Comparing executive search with recruitment in summary

Organisation’s seeking to fill senior-level roles are best advised to use executive search. The process is tailored to the requirements of the business and the role, so the successful candidate is more likely to be the best fit. The available talent pool includes professionals who are already employed, so there are more candidates to choose from. The process also includes a more in-depth examination of each candidate, which is essential for roles at senior management and executive level.

In contrast to this, recruitment has a wider focus and is not tailored. The process also usually involves candidates who are actively seeking a new role. Methods of finding these candidates include searching social media and job boards and attending job fairs. This recruitment option is best suited for roles from entry to mid-management level.