Today we will try to understand the peculiarities of the work of a recruitment agency in order to understand whether the idea of opening own business in this niche is interesting. From the point of view of fulfilling their direct responsibilities taken on outsourcing at the customer's site, HR officers are constantly struggling to achieve maximum efficiency in searching for the best applicants. This is not an easy task and consists of several basic questions that we will look at today.
Where to find applicants
The first and most important issue for a recruitment agency is the field of choice. Where to look for candidates? The list of methods for searching for applicants is simple and is usually limited to the following list:
- own database (every good agency has one)
- scanning sites for job search
- social media
- headhunting – direct search for key specialists
- advertisements in print media
Of course, the greatest attention should be paid modern methods personnel search. This is primarily the use of an Internet resource and searching for candidates in the databases of large specialized sites. This practice carries some risks, so you need to be more careful while working. Modern platforms with resumes of applicants erase distances. There are many professionals online who are ready to move. So competition among them forces them to constantly work on improving the visual appeal of their resumes.
Behind a candidate's seemingly impeccable resume, a completely different figure may be hiding. Simply selecting people you like will not be enough. Already at the stage resume selection sensitive work is needed to recognize truly good specialists. It is simply impossible to invite everyone to an interview, especially from other regions. This is a huge amount of time that will be wasted. It is necessary to carefully select worthy candidates.
It is better to replace the first interview with phone conversation. It seems quite logical to conduct tests here. Tests are needed to assess the candidate's personality and intellectual capabilities. Even if this does not seem fair at first glance, the main goal is good results in the form of selection the best specialists. The ability to find the most worthy is what distinguishes a good recruitment agency.
Main stages of personnel selection
Practice shows that before inviting the best candidates for an interview with customer representatives, recruitment agency must carry out several main stages of personnel selection:
- screening of applicants' resumes
- tests to assess performance and personal qualities
- telephone interview
- 1-2 meetings with qualified candidates
A recruitment agency, having a list of people, passed all stages of selection, you can be confident that you are presenting worthy candidates to the strict judgment of your customers, for whom you will not have to receive criticism in the future and, perhaps, even lose the order. Identifying good applicants to meet with employers is the agency’s main trump card, its opportunity to prove its professionalism.
How to Interview Candidates
When interviewing a candidate, the main task of the HR manager is to identify degree of conformity candidate requirements of the employer. Of course, professional qualities alone are not enough.
Liberty modern specialists and the attitude towards work of the younger generation is associated with constantly changing jobs in search of best place. There is nothing wrong with this, and the quantity faithful people There are fewer and fewer people devoting many years to their enterprise. And the organizations themselves do not always have modern look on the working conditions for its employees, and therefore, acting in the format of “there are no irreplaceable people”, does not care about maintaining a constant composition of employees.
An interesting situation arises when a company, from which employees are running away, wants to find a specialist who has worked in one place for at least several years. This desire is understandable, but the real benefits expressed in many years useful work and achieving professional heights, receive from their employees those companies that try to create conditions for personal growth and development of its employees. There are not many of them, and those who want to join these ranks a bunch of. Having a huge choice, such organizations, realizing that mere compliance with professional skills is not enough, measure their candidates on all possible indicators. A detailed assessment of the qualities of applicants allows you to hire the most suitable employees, eliminating the risk of their subsequent departure and poor performance.
Taking into account the modern requirements of employers, recruitment agencies are forced to engage in detailed incrimination of data about candidates. Perhaps the unsuitable applicant will be of interest other employers, so collect full information we still need to talk about him, don’t drive him around again later. Built in this way, a fairly universal system for collecting information about the applicant allows us to say with confidence that every correctly conducted interview will contain questions that allow the HR manager to assess the following qualities of the candidate:
- professional knowledge and skills
- education and literacy levels
- level of interest in job search
- attitude to work
- willingness to move for a good job
- ability to develop and acquire new knowledge
- frequency of job changes
- psychological assessment
- communication skills
- stress resistance
- location, Family status, presence of children
The recruitment business is highly competitive, forcing specialists to constantly improve their professional skills. Understanding the work of companies, one comes to the understanding that working with people is always a big challenge. responsibility. A recruitment agency takes people's destinies into its own hands, guiding them into the future. This is an important role in modern society, the importance of which will only grow over time.
To make money even in times of crisis, you just need to figure out how to open a recruitment agency. The implementation of this startup will not cause any particular difficulties.
♦ Capital investments – 200–250,000 rubles.
♦ Payback – 6 months.
Today there is a paradoxical phenomenon: with such high level unemployment, large companies are experiencing a shortage of professionals who are willing to pay decent money.
Searching for specialists does not directly provide good results, so intermediaries come into play: recruitment agencies.
This business is incredibly promising today, and besides, it doesn’t require huge capital investments to start it.
To make money even in times of crisis, you just need to figure it out.
The implementation of this startup will not cause any particular difficulties for businessmen, so even beginners in business can cope with opening a recruitment agency.
Types of recruitment agencies that you can open
In the understanding of the majority, a recruitment agency can exist in a single version, as an intermediary between a job seeker and an employer.
However, this is far from the only option for a recruitment agency that a businessman can open, because there are:
- Recruitment agencies.
They live off the fees paid by job seekers.
This can be either a monthly fixed payment or a certain percentage of the first salary of the hired client. - Recruiting companies.
They work for employers who pay them.
The most popular payment system is the monthly salary of an employee found by a recruiting company. - A mixed type of recruitment agency, when the source of income is both employers and applicants.
- Headhunting companies.
They search for high-quality specialists - the best on the market, and do not even hesitate to lure them from other companies.
They live at the expense of their employers. - Highly specialized recruitment agencies, for example, those that are looking only for specialists for the tourism and entertainment sector, or finding jobs for applicants abroad, etc.
Why should you open a recruitment agency?
A business (recruitment agency) has many advantages over other startups, so it’s no coincidence that many new entrepreneurs choose just such a project.
To the main advantages of this business can be attributed:
- There is no need to obtain special work permits or licenses.
- The opportunity to work in a tiny office and even (at first) at home.
- Minimum staff.
- A small amount needed to launch a startup.
- No requirements for special equipment.
- Ease of doing business.
- The opportunity to save on many stages of opening and maintaining a recruitment agency.
But the main drawback of a business called a “recruitment agency” is only one – a lot of competition in the market.
However, if you can correctly form competitive advantages, actively advertise your recruitment agency and use all kinds of tools to find clients, you will quickly become a leader in companies that specialize in employment.
How to open a recruitment agency: advertising company and competitive advantages
« The right way start something: stop talking and doing.”
Walt Disney
There are two effective ways to earn client base for those who want to open a recruitment agency:
- Advertising.
- Formation of competitive advantages.
It is impossible to run a business related to employment without a full-fledged advertising campaign.
You should make your existence known immediately after you have implemented the How to Start a Recruitment Agency business plan.
To do this, you can publish your own newspaper, personally visit the offices of large employers, use the media in your city, Internet resources, visual campaigning (leaflets, banners, advertisements) and so on.
It is also very important to create competitive advantages, given the large number of recruitment agencies that operate in the market.
It could be:
- Convenient office location.
- Availability for clients 24 hours a day.
- Low cost of payment for intermediary services.
- An opportunity for clients to pay not with the first, but with the second salary.
- Promotions like “Bring a friend - get a discount”, etc.
But, of course, the most effective method expansion of the client base - high-quality performance of our work.
If you strictly fulfill the wishes of your clients (it doesn’t matter whether you represent the interests of employers or job seekers), then your business will develop at a rapid pace.
What does the work of a recruitment agency consist of?
The main function performed by a recruitment agency is to search for jobs for job seekers and search for employees to fill available vacancies in companies.
In order to quickly cope with the task at hand, you need to have a wide client base, then, having received an order from an employer, you can immediately provide him with several options from the applicants already in your database.
You can work on the same principle if a job seeker comes to you with a request to find a job for him.
After filling out all the forms, you can immediately offer him several options to choose from, if you have a fairly wide base of employers.
Otherwise, the applicant will have to wait until you find a suitable option for him.
And, if the waiting time drags on, then the applicant will go to another recruitment agency.
Those who are thinking about how to open a recruitment agency will have to work according to the following algorithm:
- Receiving an order from an employer.
- Finding out the requirements for a future employee.
- Studying the base for the subject suitable options among applicants.
- If you cannot immediately offer several options, then advertise in the newspaper and on the Internet.
- Selection of several worthy candidates.
- Organizing an interview for them with a future employer.
- Payment for your services is made by the employer after completion probationary period new employee.
The algorithm of actions of employment companies is similar, only in this case the order comes from the applicant, and not the employer. And the payment is made by the applicant after receiving the first salary.
How to open a recruitment agency: calendar plan
As already mentioned, one of the main advantages of opening a recruitment agency is the ease of implementing the plan.
If you collect a sufficient amount and quickly implement all stages of the business plan, then you will be able to open a recruitment agency within 3-4 months after the idea arises.
And if you are going to work right at home, then the time it takes to launch the project will be significantly reduced, because you will only need to wait until the end of the registration procedure and start working.
| Stage | Jan | Feb | Mar | Apr |
|---|---|---|---|---|
| Registration of individual entrepreneur | ||||
| Search for premises | ||||
| Purchase of equipment and furniture | ||||
| Finding a Helper | ||||
| Advertising | ||||
| Opening |
Phased opening of a recruitment agency
If you are thinking about how to open an employment agency, then do not start implementing the idea until you focus on specific numbers.
You can do business without having a lot of money.
The main thing is to choose the most profitable path for yourself.
After you have drawn up a business plan, found an open niche in the market and made sure that you have enough money to open a recruitment agency, proceed to register your business.
Then comes the turn of renting and equipping an office, finding an assistant, an advertising campaign and forming a client base.
You should approach the opening of an employment agency fully equipped to get involved in the work immediately after the opening.
Registration
Since at first your business will be very modest, in order to open a recruitment agency, register as an individual entrepreneur.
Your OKVE codes are 74.50.1 and 74.50.2. The type of taxation that is most convenient for launching a new startup within a small business is UTII.
After the registration procedure, registration with the Tax and Pension Funds, you need to prepare your office for operation in order to meet all the requirements of the Fire Service and SES.
In order not to waste extra time and money, rent a room in an office center, then all worries with government services will fall on the shoulders of the center owner.
Room
To run this business, you don’t need a huge office, so you shouldn’t rent a separate room, unless you want, for example, a training center or something else to operate on the basis of your agency.
If not, then one room of 20–25 square meters in an office center located in a prestigious part of your city with high traffic is enough.
Offices in such centers are rented in good condition, so you do not have to spend money on repairs, ventilation and lighting systems.
The only thing you have to worry about is purchasing office furniture and technology.
Equipment
You will need standard equipment for office space(computer, telephone, printer), as well as a minimum set of furniture: tables, computer chairs, chairs for visitors, filing cabinet, etc.
All this won't cost a fortune, especially if you look for used furniture that doesn't look too shabby.
In order to open a recruitment agency, you need to purchase the following set of furniture and equipment:
| Expense item | Qty | Cost (in rub.) | Total amount (in rub.) |
|---|---|---|---|
| Total: | 150,000 rub. | ||
| Tables | 2 000 | 5 000 | 10 000 |
| Work chairs | 2 000 | 3 000 | 6 000 |
| Chairs for clients | 4 000 | 1 500 | 6 000 |
| Filing cabinet | 1 000 | 20 000 | 20 000 |
| Air conditioner | 1 000 | 20 000 | 20 000 |
Cell phones  | 2 000 | 4 000 | 8 000 |
Scanner + printer + copier  | 1 000 | 20 000 | 20 000 |
Computers/laptops  | 2 000 | 20 000 | 40 000 |
| Other | 20 000 | 20 000 |
Staff
Many of those who are thinking about how to open a recruitment agency are convinced that they can handle the business on their own.
Indeed, you can perform the main part of the functions (searching for clients, administration, accounting) yourself, but you won’t be able to stay in the office all the time, so it’s better to hire an assistant.
If you rent a room in an office center, you can use the services of a cleaning lady, which keeps the neighboring offices clean.
Cleaning costs in this case will be small.
You can think about expanding your staff when your employment business begins to generate good income and with a small staff you can no longer cope with servicing all clients.
How much money do you need to open a recruitment agency?
A recruitment agency is one of the startups that can be launched without a lot of money.
If you think everything through, you can open a recruitment agency with only 100,000 rubles. Of course, this amount is enough only for residents of the provinces and taking into account strict savings, but in Moscow, St. Petersburg and other large cities the prices are completely different.
The optimal amount to open a recruitment agency in a small locality, is considered 200–250,000 rubles.
Your main expenses are equipment, furniture and advertising.
Don’t forget that in addition to the initial capital investment, you will have to pay mandatory monthly expenses for running a recruitment agency.
This amount will not be too much if you are not a resident large city, and will be about 50,000 rubles:
Why you should open a recruitment agency, its advantages
watch in the video:
How and how much do recruitment agencies earn?
Experts estimate the profitability of recruitment agencies at 20–25%, which indicates how profitable this business is for entrepreneurs.
You can earn money on:
- Applicants, concluding a contract with them to pay 50% of the first salary or a fixed amount, for example, 2,000 rubles.
- Employers who must pay the full amount of the first salary of the employee your agency found for them, or 50% of that.
- Partners in the form of non-state pension funds.
You enter into an agreement with the applicant that he transfers his pension savings to such a fund, and then the fund’s management pays you 2–3,000 rubles. - Conducting trainings.
You can ask from 2,000 rubles per person. - Assistance in writing a resume, translating it into foreign language, consulting services and more.
Owners of recruitment agencies claim that in the first year of work it is quite possible to earn 80–100,000 rubles per month; after two years of successful activity in the market, your income will easily increase to 150–250,000 rubles per month.
But even with minimal earnings, you can return your capital investment in six months of work.
Such indicators make many businessmen seriously think about how to open a recruitment agency.
Useful article? Don't miss new ones!
Enter your email and receive new articles by email
Empty space syndromeRecruiters constantly talked about the problems of staff shortages and lamented the excessive salary appetites of job seekers. But few of them are ready to admit: recruitment agencies themselves have ruined the market, especially in the segment of search and selection of middle and senior level personnel.
The services of recruitment companies that continue to multiply like mushrooms after rain are not cheap for their customers. In most cases, the client significantly overpays the agents without knowing it. The result is often disastrous.
There are often cases when the promised deadlines for closing a position are not met, and waiting for the necessary employee violates the company’s plans. Finally, after for a long time agencies still offer a candidate who, at best, meets the formal requirements, but does not meet the requirements at all strategic goals companies. Such candidates soon leave - or are simply kicked out, often before the end of the probationary period. Why? Everything is very simple. The agency’s work is carried out according to the principle “What we find on the market, we will deliver.” An ordinary Russian “maybe”...
Meanwhile, the official statistics declared by agencies are full of gloss. It turns out that only in isolated cases does it become necessary to replace the nominated candidate with a new one. It sounds optimistic, unless you know the real situation on the market. According to our estimates, every fourth candidate hired does not meet the client’s needs in terms of personal and professional qualities. However, the wages of such specialists are still higher than the market average. Paradox? Agencies try not to advertise such figures, and the customer is not immediately able to determine the real unpreparedness of the candidate. In addition, job seekers who already have experience hiring through agencies have long learned to show off. Meanwhile, employers do not want to make a fuss in the hope that the new employee will someday work hard and gain the necessary experience. Isn't the “school” too expensive? And isn’t it time to seriously look into the roots of these problems hidden in the work of recruitment agencies?
Form and content
A formal approach to describing a position and organizing the search for a candidate is completely insufficient to achieve the strategic goals of clients of recruitment companies. A good knowledge of the client's business, the market in which it operates, and all related issues is required. If the field of activity is new for a staffing company, an in-depth study of the customer company with elements of internal diagnostics can help. However, such work requires time, skills, effort and money. And not every recruiting agency can carry it out efficiently.
When declaring “industry specialization,” recruiters are often disingenuous. Specialization in such cases does not reflect the actual experience and competence of the recruitment agency, but only a list of areas in which the client is “fat.” Obviously: areas such as construction, oil and gas industry or finance, where staff salaries are obviously higher than the market average, promise very good rewards. In fact, agencies often have only a database of useful contacts of candidates and the most general information about potential clients, but certainly not an understanding of the industry, its specifics and development prospects. But the customer of such a recruitment agency does not know about this.
The client is shown a beautiful wrapper, a fabricated picture of a pseudo-industry specialization, in which he sees himself surrounded by the logos of famous companies. And after the recruiters promise to find “the one,” the best and much-needed candidate, the customer melts like a chocolate bar in his hands.
What's next? Using databases, candidates that are interesting from the agency's point of view are called and are offered an open position with the customer. In this case, most often we are talking about an attempt to outbid a specialist by raising the bar in terms of level wages. After all, such an offer looks much more attractive and convincing! As for the employer’s true plans and strategy, as a rule, they are not discussed at all. Agency employees simply cannot convey this information to the candidate correctly and clearly. Meanwhile, candidates to whom agencies make offers one after another quickly begin to believe that their value on the labor market is already very high, and most importantly, continues to grow rapidly.
This practice automatically affects the entire labor market, and not just the salary expectations of such candidates. The employee, inspired by such proposals, begins to actively act. For example, he demands that his current employer improve working conditions. And he, often in order to retain a valuable employee, goes to review the income level. Alas, this is not the ending at all, but only the beginning of the play. After all, headhunters continue to call an employee whose salary or bonuses have just been increased. As a result, the process continues ad infinitum.
Information about such proposals and negotiations is actively discussed by the employee with his colleagues. As a result, other employees begin to focus on this standard. The virus of rising wages is spreading faster than ripples on the water. As soon as a newcomer, who comes to the company with “big” money, starts working, he immediately arouses keen interest among the “old guys”, whose salary expectations immediately change. The process becomes uncontrollable and begins to develop into geometric progression. People are gripped by a thirst for money, which recruitment agencies take advantage of. After all, they sell “expensively”, candidates expect “a lot”, and everyone else also wants to be “like everyone else”.
Who suffers from this pandemonium? First of all, employers who overpay their staff, as well as those who are not interested in agents (which often has nothing to do with the real qualifications of candidates).
What to do
We are far from the idea of denigrating the decent work of true professionals working in the search and selection market. Moreover, we sincerely believe that outsourcing of personnel selection is a strategically correct path that allows the customer company to find truly valuable and promising personnel. Why then are we so critical of some of our neighbors? The time has come to help customers pay attention to some (very important!) aspects of relationships with recruitment agencies. Let us offer several recommendations that can significantly improve the quality of cooperation with recruitment agencies.
First of all, you need to realize: is there anyone better than you who can understand your business and do your job? It happens that as a result of long but unproductive communication with recruitment agencies, company managers come to the conclusion that they themselves can cope with the tasks of personnel selection much better and faster. If this is your case, there is every reason to make efforts to form and prepare your own personnel service.
If your resources for recruiting personnel are insufficient, and optimal solution If you still consider turning to the services of recruitment agencies, preference should be given to those who are able to exclusively represent your interests in the labor market. Often, a client turns to a large number of recruiters at the same time in a forgivable desire to reach the maximum number of potential candidates, and ideally to unleash competition between agencies (including on price). Believe me, this is a dangerous misconception. The market for professionals is actually quite narrow. This means that a situation is likely where a potential candidate will be closely covered by the attention of agencies competing for him, representing the interests of one company. And it is difficult to predict how such interaction will develop.
Another problem: agencies, when customers use such a “mass” interaction model, take on the selection process in the simple hope that everything will somehow work out. That is why it is better to give preference to one company after all, having received confirmation of its success and efficiency. Perhaps you should call other clients of the recruiting agency (not those who are recommended to you by the agency itself!), working in the same industry, to make inquiries.
Detailed and high quality Feedback between the agency and the client company is one of the components of successful candidate selection. Working with several companies at once will not allow you to achieve the necessary concentration.
Equally important is confirmation of the agency’s competence in the market that is the target market for the customer company. That's why Special attention You should pay attention to the actual industry specialization of the agency with which you plan to cooperate.
Another significant point is the agency’s practice of working on each project. If the project team is represented by a single manager focused on selecting specialists of a certain category, success is difficult to guarantee. It may happen that you, as a customer, will have to do the main work yourself: check the candidate’s professional competence, examine his level of knowledge about the market and industry. If the agency team has a specialist from a real business working in tandem with a selection manager, the effectiveness of such a combination turns out to be much higher. On the one hand, you gain the skills of searching for specialists and the ability to win people over, on the other, a guarantee of a professional assessment of the qualifications of each candidate, taking into account industry specifics.
It is also necessary to pay attention to the correspondence between the level of the seller and the performer. The specialist who sells the recruitment service and the actual service providers may turn out to be professionals of different levels. Alas, in the professional services market this is the most a big problem. Sales of services to clients are carried out by trained employees experienced in negotiations and persuasion. But the actual solution of the tasks assigned to recruitment agencies is often carried out by ordinary managers, or even “disposable” freelancers or student interns. Their interest is to quickly fill the vacancy and receive a bonus. It is clear that reputation and long-term contacts with the client are not in the first place for them.
Be wary of candidates who change jobs too often or spend too long “searching.” If you are offered people who have been employed through the same recruitment agency more than once or are selling themselves too actively, it’s time to think twice. You definitely shouldn’t hire such employees. There are enough “horses” on the market - candidates who are sold through agencies several times in a short period of time (one to two years), and each time with an increase in the level of remuneration. Are there any chances that the fourth time such an employee will come to his senses and stand on his own? long years one of your best “fighters”? Hardly.
AND last parting words. The choice of partners must be treated no less carefully than the choice of a personal doctor, on whom your health, and sometimes your life, depends. Take the time and effort to communicate with your HR consultant. Be open, trust your problems, strategic ideas, plans. In return, ask questions and demand clear, honest and professional answers. After all, you are the one paying for the service. This means you have every right to demand maximum quality.
Marina Kovalenko, Ivan Kalinin
Recruitment agency is a company specializing in the selection of qualified personnel for third-party enterprises for a fee. Recruitment may be carried out on a competitive basis.
IN modern world recruitment agency acts more as a “seller” of additional opportunities for job search and personnel selection.
What is " recruitment agency"and how it works recruitment agency?
When contacting recruitment agency the company fills out an application to select a specific candidate for an available vacancy. Each recruitment agency develops its own application form (although the content, as a rule, is not very different). But the information provided in the application recruitment agency I just have to clarify: find out all the aspects of working in this particular position in this particular company. How complete is the information that recruitment agency will receive during this analysis, the quality of the work depends recruitment agency, i.e. the result in the form of a candidate that fully meets the parameters of the customer company. The optimality and suitability of a candidate also depends on the extensiveness of the database of potential candidates maintained by the given recruitment agency, the wider and more real this base is, the faster and better quality recruitment agency will reach its main goal.
After receiving the application and preliminary analysis recruitment agency scans its database and filters questionnaires for compliance with stated requirements. Parallel recruitment agency may resort to such personnel search tools as publishing advertisements for vacancies in periodicals, on the Internet, inquiries can also be made about candidates’ work colleagues, etc.
Further recruitment agency invites interested candidates to an interview with a recruiter. Based on the results of interviews recruitment agency selects up to 5 candidates to present to the employer. At the same time, until the last moment, the recruitment agency, as a rule, does not disclose the company name of the employer, which ceases to be a secret for the applicant at the moment of meeting with the employer for an interview.
Then the most suitable candidate is determined (based on the results of the interview), as well as the second, third most important candidates who can be invited to work if the first candidate for some reason ceases to meet the employer’s requirements or refuses the proposed offer. vacancies.
Today almost any recruitment agency gives a guarantee for certain period(for example, a probationary period) in case of dismissal of the accepted candidate. Such a guarantee from a recruitment agency means replacing the candidate.
How does it work? recruitment agency with applicants?
Most self-respecting recruitment agencies have their own websites on the Internet, where they post information about open vacancies.
In addition to searching for available vacancies at recruitment agencies on their own, the applicant has the opportunity to send his resume to a recruitment agency for inclusion in the database, specifying his wishes for vacancies recruitment agency.
On many recruitment agency websites, when posting a resume, you have the opportunity to subscribe to the mailing list of suitable recruitment agency vacancies, which will allow you to constantly be aware of newly emerging recruitment agency vacancies.
All recruitment agencies conduct a preliminary interview with applicants (before the applicant is sent for an interview with the employer). Such a preliminary interview according to a certain vacancies The recruitment agency is a free training for the applicant, one might say, a test (exam) of his readiness to meet with the employer. This helps the candidate prepare for an interview on the employer’s premises and learn in the process of communicating with the recruiter about a certain vacancies recruitment agency: who will be interviewed at the company, what form will the interview take, what is the company’s dress code, communication style, etc.
Recruitment agency vacancies include not only vacancies, which are widely available (on the Internet, in the media, etc.), but also vacancies companies that, due to certain circumstances, recruit personnel exclusively through recruitment agencies, adding to the list of vacancies of recruitment agencies. Often these are serious, prestigious companies that do not disclose information about their vacancies.
If a candidate is looking for a job through recruitment agency, then the loss of his resume is excluded, and at each moment of time recruitment agency has information about what stage of consideration the candidate’s resume is at for this particular vacancies recruitment agency.
Besides, recruitment agency can orient the applicant in the labor market and provide the necessary advice: advice on salary adjustments, more effective resume writing, analytics on the current labor market situation, etc.
Read other useful news and articles on our website about work and vacancies in Ufa and other cities of the Republic of Bashkortostan www..site/arhiv.php.
More articles on the topic " Recruitment agencies":
- Recruitment agencies in Ufa. Recruitment agencies in Sterlitamak
Even if you, as a candidate, do not like CAs, it will be useful for you to learn about the principles of their work with candidates.
Recruitment agencies do not always enjoy a good reputation among job seekers. Sometimes it’s completely deserved, but often it’s because candidates have a poor understanding of how recruitment agencies operate. Rabota.ru asked experts to talk about the principles and structure of the work of KA: Elena Bulkina, director of the recruitment agency, and Sergei Podkolzin, deputy general director KA "".
The essence of the business of recruitment agencies is the selection of personnel for client companies in accordance with their requests. As a rule, the employer holds a tender among the KA and, based on its results, chooses a HR service provider (or several providers). An agreement is concluded with them to fill the company's vacancies throughout the year.
The services of recruitment agencies for candidates are free, unlike the services provided by employment agencies. The clients of the latter are applicants, from whom they take money (in fact, for writing a resume and distributing it to job sites).
| With a recruitment agency—frankly! |
| This is Elena Bulkina’s recommendation. And here's the story she shared: “Once upon a time, in another agency, we filled a vacancy for an office manager. The woman was almost an ideal candidate. But she needed a passport, she said that she only had a photocopy. We photocopied the photo, checked the date of birth - it turned out that she was 32 years old. We were surprised - she looked clearly older. Her relationship with the client company was excellent, and she went to work. There she had to show her passport. It turned out that she underestimated her age by five years. The company was very offended by the lady, and she was denied a place. “I hid my age because they usually hire people under 35,” she admitted to us later. And if she told us the truth, we ourselves would have figured out how to present this fact to the company.” |
Some recruitment agencies are specialized. For some, IT vacancies are a priority, others fill vacancies in the hotel and restaurant business, others in the oil industry, etc. But most agencies work with almost any position in many sectors of the market.
As a rule, recruitment agencies work with trusted clients. Some employer companies recruit staff exclusively through agencies, and vacancies cannot be found on their corporate websites.
Three ways to make contact with CA
- The specialist compiles an extended resume and posts it on employment sites. The recruiter looks through a variety of resumes in the site’s database, contacts candidates who are suitable for a specific position, and invites them for an interview.
- On these same recruiting sites, recruitment agencies post vacancies of client companies. You don’t have to wait for attention from the recruiter, but call the agency yourself and propose your candidacy for the vacancy you are interested in.
- You can simply call the recruitment agency and say that you are looking for a job and would like to send them your resume. It is not necessary to send a resume - you can come to the agency and fill out an application form for the applicant.
Competition for a vacancy
The first interview always takes place at a recruitment agency. CAs are interested in the best candidates to present to the client and carefully select from many, so the applicant may have from 5 to 15 competitors, depending on the complexity of the position.
If the requirements of the customer company - the skills, abilities, knowledge and experience of a specialist - coincide, the recruiter, based on the results of the interview, draws up a resume with his comments and sends it to the client. On average, companies submit five resumes per position to employers. But there may be more. For example, there is a known case when 30 candidates were eventually sent to the position of accountant. But these are extremes.
The resumes are reviewed, and the employer invites several interested candidates for an interview. The meetings are organized by a recruitment agency. Out of five people, two usually make it to the final round of the competition for a vacancy, and the client chooses which of them he will invite to work.
"Curator" - recruiter
Candidates who are interested in a client often have a “curator” - a recruiter or consultant from a recruitment agency. He guides the specialist from the moment he meets the employer until the end of the adaptation period in the new place. He calls the person, finds out whether he went to work, and how satisfied he is with everything there. If it suddenly turns out that a new employee, for example, has not yet been supplied with a computer or has not installed the necessary software, the curator will take all possible part in ensuring that the situation is corrected.
KA provides a guarantee for a free replacement of a candidate who could not cope with the job or quit. Depending on the level of the position, it ranges from 90 days to a year, and periodically agency employees are interested in the fate of an employed specialist in the company. In turn, he can call the agency himself at any time and tell about the difficulties or problems that have arisen in his new job.