When a position opens up, a company basically has two paths. The first is to post the job ad and run the process with its own team. The second is to hire someone to carry out the recruitment and selection. In the Grupo Select ecosystem, both paths exist: the company can post jobs for free on Select360 Talentos or hire Select to run the recruitment and selection process.
This article explains what each option includes, what it does not include and how to choose.
Posting a job for free does not mean having recruitment carried out for free. When you post a job, your own company runs the process. Recruitment and selection carried out by Select is a separately contracted service, with its own proposal and fee.
Path 1: post the job on Select360 Talentos
Select360 Talentos is Grupo Select's jobs and talent platform. The company creates the job opening with no posting fee, and interested candidates apply. From then on, the entire process is in the company's hands.
What the company is responsible for
- Defining the profile and writing the job description.
- Reviewing the applications received and screening them.
- Running assessments, if any, and scheduling and conducting interviews.
- Deciding who will be hired and making the offer.
- Giving feedback to unsuccessful candidates.
- Handling onboarding.
When it usually makes sense
- The company has someone with the time and experience to conduct interviews.
- The profile is well known and has been hired before.
- Hiring volume is low and there is no extreme urgency.
- The recruitment budget is limited.
The point of attention is internal time. Reading résumés, calling candidates and interviewing take up hours of managers who also have other responsibilities. For positions with many applications, screening alone can take days.
Path 2: hire Select to run the recruitment
In this case, Select carries out the operational steps of the process: aligning the profile with the manager, writing and advertising the job, screening, assessments, interviews and presenting a shortlist of candidates with written assessments. The company takes part in the alignment and the final interviews, and makes the decision.
What changes for the company
- Internal time is concentrated on the initial alignment and the final interviews.
- Screening and first-round interviews are handled by dedicated recruiters.
- Advertising can go beyond a single channel, depending on the profile.
- The process follows defined, documented steps.
- There is a fee for the service, defined in a commercial proposal.
When it usually makes sense
- The company does not have a structured HR team, or HR is overloaded.
- The profile is hard to find or requires active sourcing.
- Several positions are open at the same time.
- A previous hire for the same role did not work out.
Even when hiring the service, the final decision remains with the company. No selection process, whether in-house or outsourced, can guarantee that the person hired will stay or reach the expected performance. What a structured process does is reduce the risk of error, with clear criteria and consistent assessment.
Side-by-side comparison
| Criterion | Post on Select360 Talentos | Hire Select's recruitment service |
|---|---|---|
| Posting cost | Free | Included in the contracted service |
| Who runs the process | The company itself | Select, with the company's involvement |
| Résumé screening | Company | Select |
| Assessments and first-round interviews | Company | Select |
| Final interview | Company | Company |
| Hiring decision | Company | Company |
| Feedback to candidates | Company | Select |
| Internal time required | Higher | Lower, concentrated at the beginning and end |
| Service fee | None | As per commercial proposal |
How to choose: quick questions
- How many hours can my team dedicate to this position over the next few weeks?
- Have I hired this profile before, and do I know what to assess?
- How much does it cost the operation if the position stays open longer?
- How much would a wrong hire cost, considering training, termination and a new search?
- Do I have more than one position open at the same time?
If the answers point to little available time, a new profile or a high cost of error, hiring out the execution tends to pay off. If the team has time and knows the profile well, posting and running the process in-house may be enough.
If you run it in-house: basic precautions
- Define mandatory and desirable requirements before posting, so screening is objective.
- Block fixed time slots in your calendar to review applications, instead of waiting for spare time.
- Use the same set of questions for every interviewee, to compare answers fairly.
- Agree in advance who takes part in the final interview and who decides.
- Give feedback to every candidate who took part in the process, including those not selected.
If you hire out the execution: what to ask for in the proposal
- Which steps are included and which remain with the company.
- How the profile alignment will be done and who takes part in it.
- Which channels the position will be advertised on.
- How many candidates will be presented on the shortlist and with what kind of written assessment.
- Estimated timelines for each step, understood as estimates and not guarantees.
- Fee, payment terms and what happens if the position is cancelled or the new hire leaves shortly afterward.
The paths can be combined
You do not have to choose a single model forever. Many companies post recurring operational positions on their own and hire out the execution only for strategic or hard-to-fill positions. It is also possible to start by posting and, if the process does not move forward, discuss hiring the service.
Next step
If you want to run the process in-house, you can post your job on Select360 Talentos. If you prefer Select to carry out the recruitment, request a proposal and the team will understand the position before presenting the scope and fee.
