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What is permanent recruitment?


A company is only as strong as its people. This means you always want to have the best people for a job.

A person’s career growth is often helped by the company they work for. This means you want to work for someone who actively invests in their peoples’ continued growth and development.

Searching for a new job or a new permanent employee can be overwhelming. A recruiter’s job is to find where a company’s needs meet a person’s aspirations and make a match. That is at the base of all permanent recruitment.

Here are 7 things to know about permanent recruitment to help inform your next move.

1. What is permanent recruitment?

Permanent recruitment is about supporting your company or your career in the long run. It involves hiring qualified people with the skills, talent, and experience that will positively impact a company’s success over time.

Permanent recruitment allows both the organisation and their employee to grow and build on the shared values that brought them together.

2. What’s the difference between permanent and contract work?

Permanent recruitment differs from contract recruitment in a couple of ways because the contract style means hiring for full-time instead of limited-time.

Permanent employees have a full-time contract. While contract workers have a limited time contract, usually time-based on project size, duration, or need for support.

Contract recruitment usually involves short-term projects with the contract worker able to pursue other opportunities when the job ends. While permanent employment sees a person working with a company for an open-ended amount of time, usually until they resign and move to another company.

Permanent employees generally enjoy benefits contract workers don’t. Like healthcare, paid time off, and sick leave – all provided by the company they work for.

3. What are the advantages of permanent recruitment?

Permanent recruitment is an excellent option for job seekers looking for stability and companies looking for a loyal team. When trying to decide whether to pursue a permanent or contract position, consider some of these advantages of permanent recruitment:


A permanent recruitment position gives job candidates the security of a continuous stream of income and the relief of not searching for a new role when the contract ends.


Permanent recruitment means a candidate stays in the same role and doesn’t have to move through contracts. This can support a permanent employee’s confidence and encourage them to feel motivated to perform at their best and contribute to a company’s success.

Workplace culture

Permanent employees can immerse themselves in the company culture and develop meaningful relationships with co-workers. Over time, these experiences can translate into company loyalty, which helps employers hold on to valuable team members for the long run.

Potential for advancement

Permanent recruitment opens the door for employees to invest in themselves and the company through training and advancement opportunities. As a result, permanent team members can advance their careers, and the company also benefits from new leadership and overall growth.

4. What is the permanent recruitment process?

While every company has different ways of working, the recruitment process with a recruiter typically follows these steps:

  1. An open position is communicated by the hiring manager, and a request for candidates to fill this role is made
  2. A job posting is published on the recruiter’s company website, relevant job boards, and social media
  3. Reviews of resumes received to identify promising candidates to be interviewed
  4. Promising candidates are pre-screened to make sure they will be a match and that the job is right for them before candidates are shortlisted
  5. Consultation with the hiring manager regarding the shortlisted candidates pending approval before reaching out for interviews
  6. Client interview stage in which the recruiter schedules client-candidate interviews that fit everyone’s schedules
  7. If successful, a job offer is extended to the candidate, and the recruiter manages any job/salary negotiations between both parties
  8. After the candidate has been hired, a recruiter will follow up with clients and candidates at various stages until the end of a probationary period

5. What questions should I ask as a hiring manager?

Before interviewing for a permanent recruitment position, a hiring manager needs to know precisely why they need someone for the role. These pre-job description questions will help you better define the role and make sure you are attracting the right candidates you need:

  • What is the reason for hiring for this job?
  • What are the actual day-to-day responsibilities they will need to do each day/week/month?
  • What do we want them to have achieved one year later?
  • Have we looked at an internal person to fill this role? Should we backfill their role with a more junior candidate if we can promote someone with talent instead?
  • Are these requirements actually necessary?
  • Is there a particular skill that would put a candidate at the top of our list?

It is essential to go through this process for each role before you start the permanent recruitment process. Otherwise, you will not attract the candidates you need for your open roles.

6. What questions should I ask as a job seeker?

Before pursuing a permanent recruitment position, it can be helpful to ask these questions to get a better idea of the role itself and what to expect:

  • What is the job description?
  • How long has the position been open?
  • What is the company’s reputation among past and present employees?
  • What are the skills and experience this company is looking for?
  • What is the salary for this position?

Asking the right questions before interviewing will help you better understand the requirements and expectations to determine whether you would be a good fit for the company itself.

In addition, the answers to these questions will support your career path professionally and financially while staying true to your personal values.

7. How can a recruitment agency help?

Searching for a new role or candidate to fill an open space can be time-consuming. A recruitment agency can help both job seekers and employers by relieving some of the stress of the process.

A recruiter’s business is to work for you. So whether tracking down ideal roles for your experience and skillset or finding the right people for your company, partnering with a recruitment agency is a smart choice.

As an employer, a recruiter will dip into their connections and pool of qualified candidates to support your needs, understand your goals, and provide a high level of service.

Recruitment agencies make the entire process of finding qualified candidates painless for organisations as they do all the screening and profiling, then supply a list of the best candidates.

A recruiter does a similar task for job seekers, compiling a list of potential openings that best suit the client’s professional skills.

As a job seeker, a recruiter will work to understand your career goals to ensure they are contacting you about permanent recruitment positions that match your needs.

Whether choosing permanent recruitment or contract workers to fill your company’s job openings – or a combination of both – a recruiter’s expertise is critical in identifying your company’s needs while helping to build your workforce.


Consider working with Energy Resourcing!

If you’re looking to partner with a recruitment agency for your personal job search or on behalf of your organisation, consider Energy Resourcing your trusted partner.

We connect the right candidate with the right job across a variety of industries, provide contract management services, and offer an unmatched level of knowledge and expertise in every interaction with our clients.

In short, a recruitment agency can help you choose the best course of action to achieve your goals, whether you’re a business looking to fill a role with a specific skill set or an individual wanting to make a career change.

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