Recruitment insights
Understanding the recruitment process: what happens, and when
Whether you're hiring or job hunting, knowing how the recruitment process works makes it calmer, quicker and fairer for everyone involved.
By Catherine Collins Recruitment · · 2 min read
Recruitment can feel opaque from both sides of the table. Here's a plain-English guide to how it typically works when you use an independent recruiter, and what to expect at each stage.
For employers
1. The brief. It starts with a conversation about the role, the team and the business. A good brief covers what the person will actually do, the skills that are essential versus desirable, salary and benefits, working pattern, and what success looks like.
2. Terms. Before any candidates are introduced, the agency's terms of business — including fees — are agreed in writing. This is a legal requirement for employment agencies in the UK under the Conduct of Employment Agencies and Employment Businesses Regulations 2003, and protects both sides.
3. Search. The recruiter draws on registered candidates, networks and, where agreed, advertising. This is where local knowledge and relationships make a difference.
4. Assessment. Candidates are spoken to properly — to understand their experience, motivation, expectations and availability — before anyone is put forward.
5. Shortlist and interviews. You receive a focused shortlist with context on each person, and the recruiter coordinates interviews and gathers feedback on both sides.
6. Offer and onboarding. The recruiter helps manage the offer, references and notice periods, and stays in touch as your new starter settles in.
For candidates
1. Registration. You share your CV and talk about what you're looking for. Registering with an agency is free — UK law generally prohibits agencies from charging work-seekers for finding them work.
2. Conversation. A good recruiter will want to understand you, not just your CV: your strengths, the kind of environment you thrive in, your salary expectations and any practical considerations.
3. Opportunities. When a suitable role comes up, the recruiter explains it and asks whether you'd like to be put forward. Your details should never be sent to an employer without your agreement.
4. Interviews and feedback. You'll be briefed beforehand and should receive feedback afterwards.
5. Offer. The recruiter can help you weigh up an offer, negotiate where appropriate and manage your resignation and notice period.
Timescales
Every role is different. Specialist or senior roles naturally take longer; a clear brief and prompt feedback shorten the process considerably. Be wary of anyone who guarantees a timescale before understanding the role.
The common thread
On both sides, the process works best with clear communication and honesty. Tell your recruiter what really matters to you — and expect the same in return.
Would a conversation help?
Whether you're hiring or thinking about your next move, Alexia is happy to talk it through.
