Recruitment: What really goes into finding the right person?
One of the most common misconceptions about recruitment is that it’s just about sending CVs. I regularly hear clients say things like, “All they did was send me three CVs,” or, “Why are the fees so high for so little work?”
What clients see – the shortlist – is only the tip of the iceberg. Behind every hire is a huge amount of work, strategy, and expertise that often goes unnoticed.
Understanding the brief
The process begins long before a single advert is placed or a headhunting call made. It starts with a call or meeting with the client to fully understand the brief.
This isn’t just about reading a job description. It’s about understanding the team, the company culture, the skills that matter most, the priorities for the role, and any nuances that could affect the hire.
Getting this stage right is critical. A recruiter can only find the right candidate if they truly understand the role and what success looks like.
Multi-channel sourcing
Once the brief is clear, sourcing begins. Advertising is one route, but it is far from the only one. Job boards, paid adverts, and social channels are used carefully to attract relevant candidates.
However, the best people are often not actively looking, often referred to as “passive candidates”, Headhunting, direct approaches, and leveraging professional networks are essential. By combining multiple channels, recruiters ensure the client sees the very best people, not just the ones who happen to apply.
Pre-screening and candidate management
Every applicant goes through a thorough pre-screening process. CVs are reviewed in detail, and candidates are assessed not just for skills and experience, but also for motivations, availability, and cultural fit.
Recruiters often have an initial “discovery” call with candidates. In some cases, this confirms that the role isn’t the right fit for them. Every call, email, and follow-up takes time, but it is essential to treat candidates professionally and ensure only the most suitable people progress.
Candidates may also be coached and prepared for interviews, which again requires additional time and expertise.
Managing interviews and feedback
Once a shortlist is ready, the recruiter manages the logistics of the next stages. Interviews need to be arranged, whether in person or via Teams. Diaries are coordinated and briefing notes are prepared for both client and candidate.
After interviews, debriefs are conducted to capture insights, feedback is provided, and any further questions are addressed. Sometimes this leads to a second round of interviews or additional clarifications.
Offer and onboarding support
Recruitment support continues through the offer stage and beyond. Offers are negotiated, counter offers are handled, and the recruiter ensures a smooth acceptance and onboarding process.
The goal is to make sure the candidate transitions successfully into the organisation and that the client’s investment in the hire delivers long-term value.
Why recruitment fees reflect real value
Every step of this process requires time, skill, and experience. Recruitment is not just matching a CV to a description; it’s about understanding people, managing expectations, navigating the market, and making informed decisions.
Fees reflect not the CVs themselves, but the expertise, effort, and risk management involved in every stage of recruitment.
When done properly, recruitment is not a transaction. It is a strategic investment in people and the future of an organisation.
