Technical Recruitment vs. Bench Sales: Understanding the Key Differences

As the tech industry continues to grow, companies face the challenge of recruiting and retaining top tech talent. Two common methods for sourcing tech talent are technical recruitment and bench sales. While both methods aim to address staffing needs, they differ significantly in their approach and effectiveness. In this article, we’ll explore the key differences between technical recruitment and bench sales and the pros and cons of each.

Table of Contents

• Introduction
• What is Technical Recruitment?
• What is Bench Sales?
• Differences between Technical Recruitment and Bench Sales
  • Approach
  • Cost
  • Control
  • Quality of Hires
  • Risk Management
• Pros and Cons of Technical Recruitment
• Pros and Cons of Bench Sales
• Which Method is Best for Your Company?
• Conclusion
• FAQs

Introduction

Recruiting top tech talent is critical for any tech company’s success. Finding the right candidate who possesses the necessary skills, experience, and cultural fit can be challenging. Technical recruitment and bench sales are two methods that companies use to address their staffing needs.

Technical recruitment involves the process of finding and hiring candidates who meet the job requirements through various methods such as job boards, social media, referrals, and recruiting events. Bench sales, on the other hand, is a staffing model where consulting firms or staffing agencies employ candidates on their bench (who are not currently on a project) and market their services to clients.

Technical Recruitment	Bench Sales
Recruitment process involves sourcing candidates who meet job requirements through various methods such as job boards, social media, referrals, and recruiting events.	Staffing model where consulting firms or staffing agencies employ candidates on their bench who are not currently on a project and market their services to clients.
Hiring company has complete control over the recruitment process, including identifying job requirements, screening candidates, and making the final hiring decision.	Staffing agency or consulting firm has control over the recruitment process, including screening and selecting candidates, negotiating rates, and billing the client.
Higher costs involved, such as advertising job postings, screening resumes, and conducting interviews.	Lower costs involved as candidates are already employed by the staffing agency or consulting firm and are not paid until they are placed on a project.
Focuses on finding the best candidate who possesses the necessary skills, experience, and cultural fit.	Focuses on placing pre-screened and qualified candidates who have specific technical skills and experience.
Hiring company has a greater level of control over the quality of hires, as they are able to thoroughly screen and assess candidates.	Staffing agency or consulting firm has a lower level of control over the quality of hires, as they may not be able to fully assess candidates’ skills and cultural fit.

What is Technical Recruitment?

Technical recruitment involves sourcing and hiring candidates with specific technical skills and experience required for a job. The recruitment process starts with identifying the job requirements, creating a job description, and advertising the position through job boards, social media, referrals, and recruiting events.

The recruitment team then screens the resumes and applications to shortlist the candidates who meet the job requirements. The next step involves interviewing the shortlisted candidates to assess their technical skills, cultural fit, and experience. Finally, the recruitment team selects the best candidate and extends a job offer.

What is Bench Sales?

Bench sales is a staffing model where consulting firms or staffing agencies employ candidates on their bench who are not currently on a project and market their services to clients. The firms or agencies make money by billing the client for the candidate’s services and paying the candidate a salary.

Bench sales is popular in the tech industry as it enables firms to quickly fill their staffing needs with pre-screened and qualified candidates. Candidates on the bench are typically experienced and have specific technical skills, which makes them a valuable resource for clients.

Differences between Technical Recruitment and Bench Sales

Approach

Technical recruitment involves identifying candidates who meet the job requirements through various methods such as job boards, social media, referrals, and recruiting events. The recruitment team screens the resumes and applications, conducts interviews, and selects the best candidate.

Bench sales, on the other hand, involves consulting firms or staffing agencies employing candidates on their bench and marketing their services to clients. Clients select the candidates based on their skillset and experience.

Cost

Technical recruitment involves costs such as advertising job postings, screening resumes, and conducting interviews. The recruitment team must also invest time and effort in sourcing and evaluating candidates.

Bench sales, on the other hand, involves lower costs as consulting firms or staffing agencies employ candidates on their bench, and they are not paid until they are placed on a project.

Control

Technical recruitment gives the hiring company complete control over the recruitment process, including identifying job requirements, screening candidates, and making the final hiring decision.

Bench sales, on the other hand, gives the staffing agency or consulting firm control over the recruitment process, including screening and selecting candidates, negotiating rates, and billing the client.

Difference between Technical recruitment and Bench sales

Technical Recruitment:

• Recruitment process can be time-consuming and costly for the hiring company, but it ensures that the company has complete control over the hiring process and can make the final hiring decision.
• Recruitment agencies may also be involved in technical recruitment, where they assist in sourcing and screening candidates for specific technical roles.
• Technical recruitment may involve additional steps such as technical assessments, coding challenges, or practical exercises to evaluate candidates’ technical skills.
• The hiring company may also consider factors such as company culture, team fit, and soft skills when assessing candidates.
• Technical recruitment is typically used for full-time positions, but can also be used for contract or freelance positions.

Bench Sales:

• Staffing agencies or consulting firms employ candidates on their bench who are not currently on a project and market their services to clients.
• Bench sales can be a cost-effective solution for companies looking for short-term or contract employees, as the staffing agency takes care of recruitment and HR-related tasks.
• The staffing agency may also provide training and support to the candidate to ensure that they are qualified and ready for client projects.
• Bench sales candidates are typically paid on an hourly or project basis, and the staffing agency negotiates the rates with the client.
• Bench sales is a popular model in the IT industry, where companies may need to quickly ramp up their workforce for specific projects.

It’s important to note that both technical recruitment and bench sales have their advantages and disadvantages, and companies should choose the model that best suits their specific needs and goals.

Which is the best for you Technical recruitment or Bench Sales , Pros and Cons
what is technical recruiting : what is technical recruiting and How the all process and flow with the help of recruiter is going to take place what is the responsibilities of the recruiter in the current scenario, clients could be your any employer would be a consulting company via Tier one client for your business who gets you the requirement and you as a recruiter who’s required to find resumes using job Boards on those US jobs and positions and submit profiles to your manager and your manager is responsible to check and analyse the resume before send to the end client.

Candidate and placement of that candidate to the job by minimizing the bench time and maximizing the profit revenues on that particular candidate based on the skills and demand so a bench salesperson is required to have skills about marketing then of those people on the jobs that has been posted on different job sites and so his Oprah would be preparing the resume prevents Consulting’s and then applying on the jobs available in the market in the contracting space as you know these veins as professionals who market the consultants cannot work on fulltime jobs so the building happens not contracting and that is how the employer makes money so for our Bench sales is day-to-day responsibility is preparing the resume and then applying the resume of that consultant to the jobs posted on various job portals and placing that candidate so this distinguishes between the difference in the job in the US staffing sector of technical recruitment professional versus
pencils let’s try first understand the distinction between these rules and the responsibilities and then you will be yourself be able to understand
which would be the best role for you if you are trying to get into the staffing business and deciding whether to recruiter or become a Bench Sales
professional so first let us understand the role and responsibilities of a recruiter in an organization so a recruiter in an organization will be taught about recruitment process immigration process then will be taught about different type of US
tax terms, US geography and will be required to have technical understanding about different roles responsibilities and domain .

Bench Sales professional is required to have knowledgeable marketing of professionals to different platform job aggregators and you know different resources so here the the process that when salesperson goes so is more towards Immigration Department more towards paperwork more to words you know employer specific marketing you know let’s say if the employer has consultant in qab and project manager the bench salesperson required to have skills
development in that particular area of domain not needed to have all of the skills which is required to have by a recruiter when they are into recruitment industry because this professional will be working and developing the same talent in the QA project management space so this professional mentioned professional needs to have experience and knowledge about the be a QA and project management and need to know where these four opportunities comes from with your board each platform and how do you know immediately place your consultant whenever there is a job publish on those platforms the inserts needs to have so tomorrow you let’s say you decided to move to some other country or place in this scenario your pencil experience will not be able to help because they’re in other countries there will be no Bench Sales or bench marketing kind of US jobs available but for professionals they would only have to learn the immigration of that particular contrary let’s
say visas and all of those stuffs and they can you don’t be a recruitment consultant or recruitment manager in other countries as well for a Bench Sales profession of those recruitment of those bench opportunities are limited to United States .

India and the USA is very dependent upon the bench list of the company versus the the talent that you have in that particular area for domain of expertise so it is very
you know subjective to which type of opportunity you will like to obey for recruitment professionals they can also go for freelancing to different platforms faith and they can make money by for finding resumes and uploading those resumes on platform those are for travel to take new platforms and Bench Sales talent cannot be used you know as a freelance there might be some platforms available but I am Not sure today whether they are legit or you are seriously able to make money there are a lot of Recruiters Google Groups and recruiter linkdin group .

There are a lot of Recruiters Facebook groups varying you know these profiles are sent over to place candidate but not really comes back to the mainstays professional to make profit the employer get benefited if the candidate get place and not something this would be freelance as I said so these are all the opportunities recruitment professional gets not the men’s of professional Bench Sales profession has his own benefits he is able to understand the Immigration
Department more well then the recruitment professional because he deals with the Immigration Department h1B by finding h-1b transfers purchase orders PO you know contracting agreement hourly billing and all of those things and it is true that contractors make more money than four timers and types of professionals knows this very well so if your goal is to be in United States and settle down in the longer future you can offer this role because this will actually give you long term career growth.

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