RECRUITMENT AND SELECTION
Recruitment and selection for construction, engineering and industry
Voltys helps employers in construction, engineering, and industry find commercial, technical, management, and executive professionals. With specialized market knowledge, active search, and personal selection, we also reach professionals who are not actively seeking jobs.
Recruitment and selection for vacancies that require targeted market approach
Recruitment and selection is the entire process of analyzing a vacancy, reaching out to and approaching professionals, selecting suitable candidates, and guiding the employer and candidate towards a sustainable placement.
A specialized recruitment agency looks beyond just a job title, education, or number of years of work experience. Market knowledge, technical affinity, commercial results, personality, ambitions, and company culture also determine whether a professional is a true fit.
Voltys supports employers in the recruitment and selection of commercial, technical, operational, management, and executive professionals within construction, engineering, energy, industry, Life Sciences, and other specialized B2B markets.
We assess not only whether someone can perform the role, but also whether the market, organization, manager, and long-term ambitions align with the candidate.
Targeted recruitment
The relevant candidate market is actively mapped out and approached personally.
Content selection
Experience, market knowledge, motivation, and personal fit are carefully assessed.
Personal supervision
The employer and candidate receive clear guidance throughout the entire selection process.
When is recruitment and selection the right approach?
Recruitment and selection is suitable when an organization is seeking a professional for a permanent position and fails to reach sufficient suitable candidates through its own vacancy channels or existing network.
Especially for commercial, technical, operational, and managerial positions, a specialized recruiter can help approach the relevant labor market actively and substantively.
The vacancy requires specialist market knowledge.
General recruitment experience is not always sufficient. The recruiter must understand which products, customers, sales channels, and technical applications are relevant.
- Technical and commercial niche markets
- Specific product or industry knowledge
Insufficient suitable responses are being received
A vacancy is viewed, but the responses do not sufficiently match the desired experience, seniority, market knowledge, or personality.
- Many comments but little quality
- Too few relevant candidates
Suitable professionals are not actively looking.
Many experienced account managers, product managers, and executives do not respond to public vacancies. They must be approached personally and on a substantive level.
- Reaching latent talent
- Personal approach to candidates
The organization has limited recruitment capacity.
Internal HR and recruitment teams do not always have sufficient time, network, or specialized market knowledge to conduct a full search.
- Extra capacity for an important vacancy
- Support for HR and management
Growth requires team expansion
Due to market growth, internationalization, or professionalization, multiple commercial, technical, or operational positions sometimes need to be filled in a short period of time.
- Building new teams
- Expansion of sales and management
A wrong assumption has major consequences.
For key positions, professional knowledge is not the only important factor. Leadership, culture, ambitions, and collaboration must also be carefully assessed.
- Careful content selection
- Attention to sustainable connection
- It concerns a permanent position;
- the target group must be actively approached;
- market knowledge is important for the selection;
- quality is more important than the number of CVs;
- The employer and candidate must be carefully guided.
Recruitment and selection for specialists, managers and directors
Voltys supports employers in the recruitment and selection of commercial, technical, product-oriented, operational, and managerial professionals.
The emphasis is on positions in which market knowledge, technical affinity, commercial responsibility, or leadership play an important role.
Recruitment and selection for account managers and sales professionals
Voltys recruits commercial professionals who advise clients, develop relationships, open new markets, and realize revenue growth within technical B2B markets.
- Account manager
- Key Account Manager
- Strategic Account Manager
- Business Development Manager
- Sales Manager
- Commercial manager
- Sales Director
Recruitment and selection for product management and marketing
For product and marketing roles, we are looking for professionals who can connect technical knowledge with customer needs, market positioning, and commercial strategy.
- Product manager
- Senior Product Manager
- Category Manager
- Marketing manager
- Channel Manager
- Market Development Manager
- Technical Product Specialist
Recruitment and selection for operations and supply chain
Voltys supports organizations in finding professionals who improve processes, suppliers, logistics, procurement, and operational results.
- Operations Manager
- Supply Chain Manager
- Purchasing Manager
- Procurement Manager
- Logistics manager
- Regional manager
- Operations Director
Recruitment and selection for management and executive positions
For leadership and strategic key positions, we are seeking experienced professionals who can help organizations grow, professionalize, or transform.
- Business unit manager
- General Manager
- Managing Director
- Commercial Director
- Managing Director
- Country Manager
- CEO and COO
Also for technical, advisory, and project-oriented positions
Depending on the specialization, Voltys also provides support for roles at the intersection of technology, consultancy, engineering, service, and project management.
Recruitment and selection within technical niche markets
An account manager, product manager, or director in building materials requires different market knowledge than the same position in energy technology, laboratory technology, or HVAC.
That is why every Voltys recruiter works within specific markets. This way, we understand not only the role, but also the products, customers, competitors, sales channels, and developments that candidates and employers have to deal with.
Recruitment and Selection Building Materials & Construction Technology
For manufacturers, suppliers, importers, wholesalers, and distributors within the professional construction sector.
- Sales and business development
- Product management and marketing
- Operations, management and executive board
Recruitment and Selection Security & Access Control
For organizations in electronic security, access control, fire safety, perimeter security, and intelligent security solutions.
- Account management and technical sales
- Product and market development
- Management and board
Recruitment and Selection HVAC & Installation Technology
For manufacturers, suppliers, and technical service providers in heating, ventilation, climate control, and building installations.
- Commercial and advisory roles
- Project and service management
- Management and operational leadership
Recruitment and Selection Lighting Technology & Smart Buildings
For organizations within professional lighting, lighting control, lighting design, electronics, and intelligent building technology.
- Sales and lighting advice
- Product management and marketing
- Commercial management and executive board
Recruitment and selection Life Sciences & Laboratories
For laboratories, manufacturers, and suppliers in analytical instrumentation, diagnostics, pharmaceuticals, chemistry, and Lab Automation.
- Application and product specialists
- Service, sales and technical support
- Lab management and operations
Recruitment and Selection Industry & Engineering
For industrial organizations, machine builders, engineering companies, automation specialists, and technical suppliers.
- Technical and commercial positions
- Engineering and project management
- Operations, management and executive board
Recruitment and Selection Design & Interior Construction
For organizations in architecture, project furnishing, interior concepts, high-quality finishing, and professional design solutions.
- Commercial and project advice
- Design and product management
- Project leadership and management
Recruitment and Selection Supply Chain & Logistics
For organizations seeking professionals in procurement, supply chain, logistics, operations, and technical-commercial distribution chains.
- Purchasing and procurement
- Supply chain and logistics
- Operations and management positions
Recruitment and selection Energy Engineering & Energy Infrastructure
For manufacturers, technical suppliers, and project organizations within energy supply, electrical engineering, and grid infrastructure.
- Sales and business development
- Operations and business unit management
- Commercial and General Management
The same job title requires different experience per market.
Understanding which products, systems, applications, and technical issues are at play within the market.
Knowing how manufacturers, distributors, installers, consultants, and professional end-users collaborate.
Recognize at which organizations relevant professionals work and which experience is transferable.
Recruitment and selection, headhunting or executive search?
Recruitment and selection, headhunting, and executive search share the same goal: finding the right professional. However, the way the candidate market is approached differs depending on the position, seniority, and scarcity.
Voltys determines together with the client which approach best suits the vacancy, target group, confidentiality, and available labor market.
Recruitment and selection
A complete recruitment process for finding, approaching, assessing, and guiding professionals for a permanent position.
- Suitable for
- Specialist, commercial, technical, operational, and managerial positions.
- Target audience
- Actively searching and latently interested professionals.
- Method
- Vacancy positioning, network approach, active search, selection and guidance.
- Examples
- Account Manager, Product Manager, Sales Manager, Operations Manager and Business Unit Manager.
Headhunting
A targeted approach to professionals who align professionally but usually do not actively respond to vacancies.
- Suitable for
- Scarce positions for which there are few immediately available candidates.
- Target audience
- Professionals who are successful at their current employer and are not actively looking.
- Method
- Market analysis, longlist, direct approach, and personal substantive discussions.
- Examples
- Key Account Manager, Business Development Manager, Sales Director and specialist managers.
executive search
A discreet and in-depth search for board members, senior managers, and other key strategic positions.
- Suitable for
- Senior management, executive, and executive positions.
- Target audience
- Experienced leaders with relevant market knowledge, results, and strategic responsibility.
- Method
- Confidential market analysis, direct approach, leadership assessment, and intensive guidance.
- Examples
- Managing Director, Commercial Director, General Manager, Country Manager, and CEO.
What is the difference between recruitment and selection and headhunting?
In recruitment and selection, a broad combination of vacancy positioning, networking, and active search is employed. Headhunting focuses more strongly on directly approaching pre-identified professionals. Executive search is the most in-depth and discreet form and is primarily used for senior management and the board of directors.
Recruitment and selection for a comprehensive and active recruitment approach.
Headhunting for scarce professionals who are not actively applying.
executive search for senior leaders and strategic key positions.
The right form of recruitment depends on more than the job title.
During an initial meeting, we assess the seniority, scarcity, market, urgency, and confidentiality of the vacancy. Based on this, we advise on the most realistic and effective approach.
This is how a professional proceeds recruitment and selection process
A successful recruitment and selection process does not begin with publishing a vacancy, but with a clear understanding of the position, the organization, and the available candidate market.
Therefore, Voltys works with a structured approach: from job analysis and active search to selection, candidate introduction, and guidance during the further application process.
Function and organizational analysis
We discuss why the vacancy has arisen, what results are expected of the new employee, and what experience is truly necessary.
- Responsibilities and objectives
- Desired experience and competencies
- Team, manager and company culture
- Employment conditions and development opportunities
Mapping the target group and candidate market
Next, we investigate where professionals with the desired experience are working and which related backgrounds may also be relevant.
- Relevant companies and market segments
- Similar positions and job titles
- Availability and scarcity in the market
- Possible alternative candidate profiles
Determining the job description and search strategy
A suitable candidate must not only be found but also be substantively interested. That is why we translate the recruitment request into a clear and convincing story.
- Clearly position the function and organization
- Identify distinguishing aspects
- Determine suitable search channels
- Tailoring the approach to the target group
Reaching active and latently interested professionals
Voltys combines visible recruitment with active search and a personal approach to candidates. As a result, we also reach professionals who do not actively respond to vacancies.
- Own specialist network
- Direct search within relevant organizations
- Personal approach to latent talent
- Targeted online job positioning
Interviews and substantive candidate assessment
Candidates are interviewed personally and assessed on more than just their CV. We discuss their results, motivation, market knowledge, ambitions, and expectations.
- Career and relevant achievements
- Professional and commercial experience
- Motivation and career goals
- Personal and cultural connection
Proposing candidates and guiding the follow-up process
Suitable candidates are introduced with supporting evidence. Subsequently, we facilitate the communication, interviews, and alignment between employer and candidate.
- Clear candidate presentation
- Preparation and evaluation of conversations
- Alignment of expectations
- Guidance towards the program and the start
What makes a strong recruitment and selection process?
Clarity regarding what is necessary and where there is room for transferable experience.
Understanding which experience is relevant and at which organizations suitable professionals work.
Clear expectations and personal guidance for both client and candidate.
Why Voltys as specialized recruitment and selection agency?
Good recruitment and selection requires more than access to job sites and candidate profiles. The recruiter must understand which experience is relevant, where suitable professionals work, and what is needed to spark their substantive interest.
Voltys combines specialist market knowledge with active search, personal selection, and guidance throughout the entire recruitment process.
Recruiters who understand the market behind the vacancy
Every recruiter works within specific markets. This allows us to assess in detail which experience is relevant and which professionals from related organizations or segments might be a good fit.
- Knowledge of products and applications
- Insight into customers and sales channels
- Familiar with relevant employers and candidates
Also reach suitable professionals who do not apply
The best candidate is by no means always actively looking for a new position. That is why Voltys combines visible recruitment with active search and a personal approach to candidates.
- Targeted search within relevant organizations
- Approaching latently interested candidates
- Use of a long-established network
Not a CV forwarder, but a well-founded selection
Candidates are spoken to personally about their careers, results, motivation, market knowledge, ambitions, and expectations. Only relevant professionals are introduced to the client.
- Personal interviews with candidates
- Assessment of experience and achieved results
- Attention to personality and company culture
One recruitment partner throughout the entire process
From the initial job analysis to interviews, the offer, and the start, we guide both the employer and the candidate. This ensures expectations remain clear and allows both parties to make a well-informed decision.
- Direct contact with the responsible recruiter
- Feedback during every process phase
- Guidance from introduction to completion
Long-term focus on specialist B2B markets.
From building materials and HVAC to energy and Life Sciences.
Also search specifically outside the group of active applicants.
Every candidate is interviewed and assessed on their merits.
What makes Voltys different from a general recruitment agency?
Voltys focuses on commercial, technical, operational, management, and executive positions within specialist markets. Each recruiter specializes in a limited number of industries and builds long-term knowledge and a relevant network there.
This enables Voltys to search more specifically, assess candidates on a more substantive level, and advise clients on the job profile, the candidate market, and a realistic recruitment approach.
What clients say about our recruitment and selection
The quality of a recruitment partner is evident not only from a working method on paper, but above all from the experience of employers who have actually worked with Voltys.
Clients mention, among other things, market knowledge, personal communication, and professional guidance throughout the entire selection process.
Realizing that scouting talent is a profession, I didn't hesitate for a moment to call Niels...
The recommendation underscores the importance of a specialized recruiter when an organization wants to find and approach targeted talent.
I have been working with Voltys for years. Their professionalism and market knowledge make them a great extension of the organization.
Recruitment as a professional extension of the organization
Recruiters who understand the role, the candidate market, and the technical B2B environment.
Direct communication with the recruiter responsible for the assignment.
Candidates are assessed on their content before being presented to the employer.
Everything about recruitment and selection
Employers often have questions about the approach, costs, turnaround time, and the difference between recruitment and selection, recruitment, headhunting, and executive search.
Below, we answer the most important questions about engaging a specialized recruitment and selection agency.
Discuss the vacancy, candidate market, and desired recruitment approach directly with a recruiter from Voltys.
Ask your question01 What is recruitment and selection?
Recruitment and selection is the entire process of analyzing a vacancy, reaching out to and approaching professionals, assessing candidates, and guiding the employer and candidate toward a potential permanent position.
This involves looking not only at the CV, but also at relevant market knowledge, results, motivation, ambitions, personality, and fit with the organization.
02 What does a recruitment and selection agency do?
A recruitment and selection agency supports an employer in drafting the job profile, analyzing the candidate market, positioning the vacancy, actively searching for professionals, and conducting the initial selection.
Additionally, a specialized agency like Voltys brings market knowledge and an existing network within specific technical and commercial sectors.
03 What is the difference between recruitment and staff selection?
Recruitment is a broad umbrella term for attracting and selecting employees. Recruitment and selection is a specific form of recruitment in which an external recruiter or agency seeks professionals for a permanent position with the client.
The process may consist of vacancy acquisition, networking, active search, interviews, candidate selection, and guidance during the application process.
04 What is the difference between recruitment and selection and headhunting?
In recruitment and selection, a combination of vacancy positioning, network approach, active search, and candidate selection is often used.
Headhunting focuses more strongly on directly approaching pre-identified professionals who typically do not actively seek jobs. For senior management and executive positions, executive search can be the most appropriate approach.
View the comparison of recruitment methods05 Does Voltys also reach professionals who are not actively applying?
Yes. Many experienced account managers, product managers, technical specialists, managers, and directors are successful at their current employer and do not actively respond to public vacancies.
Therefore, Voltys combines visible vacancy acquisition with its own network approach, active search, and a personal approach to passively interested professionals.
06 For which positions can Voltys handle recruitment and selection?
Voltys focuses on commercial, technical, product-oriented, operational, management, and executive positions within specialized B2B markets.
Examples are Account Manager, Key Account Manager, Business Development Manager, Sales Manager, Product Manager, Marketing Manager, Operations Manager, Business Unit Manager, Managing Director, Commercial Director, and General Manager.
View all job groups07 In which markets is Voltys active?
Voltys operates within specialist markets such as building materials, construction engineering, security, access control, HVAC, installation technology, lighting technology, Smart Buildings, Life Sciences, laboratories, industry, design, interior construction, supply chain, logistics, and energy technology.
For each market, Voltys works with recruiters who know the relevant products, organizations, customers, sales channels, and candidate profiles.
View the specialist markets08 How long does a recruitment and selection process take?
The lead time varies per vacancy and depends on, among other things, seniority, scarcity, desired market knowledge, location, employment conditions, and the availability of suitable professionals.
During the intake, Voltys discusses the feasibility of the profile and determines a realistic approach for the relevant candidate market.
09 How much does recruitment and selection cost?
The costs of recruitment and selection depend on the vacancy, seniority, the required search approach, and agreements regarding the collaboration.
Before the start of an assignment, the working method, responsibilities, and commercial terms are clearly discussed with the client.
10 Does Voltys work exclusively on recruitment and selection assignments?
The most suitable form of collaboration is discussed on a case-by-case basis. This takes into account the role, scarcity, urgency, required market approach, and the responsibilities of both parties.
Clear agreements help to position the vacancy consistently and approach the candidate market professionally.
11 Can Voltys also fill management and executive positions?
Yes. Voltys also supports employers with the recruitment, headhunting, and executive search of senior managers, business unit managers, commercial directors, managing directors, general managers, and other strategic key positions.
For these positions, particular attention is paid to leadership, achieved results, market knowledge, strategic capability, and alignment with the organization.
12 How does a partnership with Voltys start?
A collaboration begins with an introduction and a substantive discussion of the vacancy, organization, candidate market, and desired experience.
Based on this, Voltys advises on the profile, feasibility, and recruitment approach that best suits the assignment.
Schedule an initial meetingA specialist, manager, or director needed for your organization?
Discuss your vacancy with Voltys. We look at the position, desired experience, candidate market, and recruitment approach needed to reach suitable professionals.
You will be in direct contact with a recruiter who knows the relevant market and can provide substantive input regarding the profile, feasibility, and positioning of the vacancy.
We will discuss the position, organization, responsibilities, and desired experience.
We determine where relevant professionals work and how they can best be reached.
You receive clear advice regarding the profile, the search, and the appropriate form of collaboration.