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What Is Recruitment?
Recruitment is the process of attracting, identifying, and hiring the right people to fill roles within an organization. While the term is often used broadly, it encompasses a variety of strategies depending on the position, industry, and urgency of the hire.
From sourcing passive candidates to promoting internal talent, successful recruitment is about more than just posting a job. It’s a tailored process that aligns business needs with workforce capabilities—and it can be done internally, externally, or through a combination of both.
As Henry Goldbeck, President of Goldbeck Recruiting, explains:
“Recruiting is the action. It’s how companies meet their talent goals. But there are different ways to go about it—and they each have their time and place.”
In this article, we’ll break down five core components of recruitment strategy to help you better understand how it works—and when to seek support.
1. What Is Headhunting?
Headhunting is one of the most direct and effective recruitment tactics available—especially when the right candidate isn’t actively looking. This method involves identifying qualified individuals and reaching out to them privately, often for specialized or executive roles.
Headhunting focuses on passive candidates who may not respond to job postings but would consider the right opportunity. It’s a critical part of many modern hiring strategies.
“We find the best candidates through direct outreach,” says Henry. “Even though we post every job, 70% of our placements come from headhunting.”
Learn more in our article: What Is Headhunting?
2. What Is Talent Acquisition?
Talent acquisition goes beyond the act of filling a single vacancy. It’s a long-term, strategic process that aligns workforce planning with business goals. It often includes employer branding, workforce forecasting, and building a talent pipeline that can support ongoing growth.
It’s a concept used frequently by internal HR teams, but external recruiters may also support talent acquisition goals when needed.
“We support companies in achieving their talent acquisition goals,” Henry says. “Especially when they need help with the people they can’t find through ads alone.”
Explore our full guide: What Is Talent Acquisition?
3. What Is Talent Sourcing?
Before recruiters can reach out to candidates, someone needs to find them. That’s the role of talent sourcing. This proactive research process identifies individuals who meet specific job criteria—even if they haven’t applied for a role or seen a job posting.
Good sourcing helps organizations build a steady talent pipeline, reach high-quality prospects, and minimize delays in the hiring process.
“We call it candidate research, but most people know it as sourcing,” says Henry. “It’s how you find the right people to talk to—before you talk to them.”
Learn how sourcing fits into recruitment: What Is Talent Sourcing?
“Internal vs. external recruitment” can refer to two important distinctions in the hiring process:
- Candidate source – Are you promoting from within or hiring someone new to the organization?
- Recruitment method – Is the search handled by your in-house HR team, or by an external recruiter or headhunter?
Internal recruitment is efficient and cost effective, using internal resources depending on the skill level and resources available to the internal recruiters.External recruitment, on the other hand, allows companies to have a more urgent, focused recruiting effort that can better access hard to find talent as well as conduct confidential or discreet searches.
“A lot of companies have strong internal teams,” says Henry Goldbeck. “But when things get complex—or you’ve hit a wall—external support makes a lot of sense.”
Compare your options: Internal vs. External Recruitment
5. Why Recruitment Strategy Matters
Too often, recruitment is treated as a one-off task. In reality, it’s one of the most influential drivers of business performance. When you hire the right people—those with the skills, mindset, and experience to grow with your company—you create a lasting advantage.
A strong recruitment strategy reduces hiring risks, minimizes delays, and helps you adapt to changing workforce needs.
“You have to understand what your client really wants—even when they’re not sure themselves,” says Henry. “That’s where strategy, experience, and judgment come into play.”
If your current hiring approach isn’t yielding the results you need, it may be time to revisit your overall recruitment strategy. That could mean strengthening internal capabilities, building your employer brand, or engaging external support for high-priority roles.
FAQs About Recruitment
Is recruiting the same as talent acquisition?
Not quite. Recruiting fills immediate needs, while talent acquisition is more strategic and long-term, focused on building a strong talent pipeline.
When should a company use an external recruiter?
External recruiters are especially helpful for tough-to-fill roles, confidential searches, executive hiring, and expansion into new markets.
What is the difference between sourcing and headhunting?
Sourcing is about identifying potential candidates; headhunting is about contacting and engaging them—often as part of the same process.
What makes a recruitment strategy effective?
A good strategy is proactive, aligned with business goals, and tailored to the talent market. It should include a clear process for sourcing, outreach, and assessment.
Final Thoughts
Recruitment isn’t one-size-fits-all. It’s a dynamic process shaped by company culture, market conditions, role complexity, and growth goals. Whether you’re posting a job, building a talent pipeline, or searching for your next executive hire, choosing the right method—and the right partner—can make all the difference.
Looking to strengthen your recruitment strategy? Our experienced team specializes in finding qualified candidates across industries and seniority levels. Let’s talk.
