What is the difference between recruitment and executive search

Recruitment and executive search are very different, and the methods are also different from each other. The person who performs the Executive search is known as the Executive search consultants, and the one who recruits is known as the recruiter.

Both are responsible for hiring people for organizations for different jobs in every department. In addition, these two are responsible for hiring people who are the most suitable for the required job post.

1. The recruiters are paid or receive their fee only after positioning the required candidate for that particular job; before, they are not paid.

This is known as the contingent business model, which is only applied to the recruiters or recruitment. They are appointed to hire junior positions.

The executive search firms rely on a retained business model, which means they get 33% of their income before recruiting people. Then, they are appointed to hire high-level posts. There are International Executive Search Firms in India that hire people for highly qualified job posts.

2. The recruiters need to work with various sectors and functions.

They cannot stick to one particular industry. They have to be dynamic in every field of recruiting.

The executive search firms rely on one particular industry and specialise in them. They have to be very detailed and appropriate about their work process. They need to have a deep understanding of the industry they are working in.

3. The recruiters generally are local, meaning they do not cover a vast area while working.

Their work mainly comprises within the country or a region.

The search firms work internationally. They have to hire for qualified posts, and they need to work internationally. Their presence may not be in the country, but they have networks worldwide. There are Global Executive Search Firms In India that work for various organizations while hiring candidates.

4. The recruiters often shortlist from either job agencies or social media.

They filter people from the job markets and choose the best from the given situation.

The complete opposite is for the search firms as they have reliable networks through which they source candidates for high qualified and confidential jobs.

5. As they deal with various sectors and functions, sometimes they cannot provide quality candidates to the organization.

In addition, their dynamic work process can lead to inefficient workers, which is very common as candidates can also be left on scene.

Whereas in search firms, the quality of candidates is perfect and suitable for the posts as they focus on only one industry. They have to be very detailed and filtered to find the ideal match for the available position.

Conclusion

Whether it is the recruitment or the executive search, people are hired for the available jobs in the market. They are often used in very similar situations but are very different from each other. The work process and the hiring process are all different from each other.

Both are important in their field of work and are hired according to the organization's needs.