FirstlyHigh professionalism of personnel consultants. They usually have specialized education (psychology, personnel management), daily during the working day are searching for, the selection of personnel at the request of its customers, that is the source of their income. The bulk of the earnings recruiter - a percentage of the transaction. Piecework wage form in contrast to the stable fixed salary stimulates the manager and to the quality and timeliness. Under this system, of course, that the passive, pessimistic and not just located in the personnel working people eliminated very quickly. Remain recruiters by vocation, reaching in his case considerable heights of professionalism. Consequently, for each job a team of true professionals also extremely interested in the soonest settlement of specific personnel problems.
Secondly, Using the services of professional recruiters can significantly expand the scope of search specialists. All agency database, formed over the years, in fact placed at the disposal of the customer. Thus, the search for the desired employee is conducted not only among the currently active job seekers, but also among the employed professionals, not browsing specialized websites and the press, but nevertheless represents an important potential for the enterprise-customer.
ThirdlyWork with the agency allows the company to significantly reduce the organizational costs of the search process, the selection of personnel. In modern conditions the head is necessary to carefully weigh all the articles on recruitment costs, before deciding on an independent search specialists. Often there is an appeal to the agency is the most profitable and the best way to solve the personnel problem. Indeed, at first glance it may seem that a separate search for cheaper, because the expenses are distributed over time and is not as obvious as one-time payment of agency services.
However, the detailed calculation of the cost of recruitment of new staff often tells a different story. The salary of the employee, directly carrying out the initial selection of candidates, and therefore taxes on additional staff, floor space rental, which conducts interviews with candidates, telephone lines, dedicated to the needs of the Agency, workplace equipment of the personnel, supplies and other costs actually make up the cost of the process . It is also important to note that the above costs are constant, therefore, the longer the applicants are seeking, the more they cost, while virtually all agencies, financial calculations carried out after execution of the order, regardless of the time spent.
A fourth advantage is the speed of execution of the order. If the agency considers the received applications in a profile, the customer is already on the same day often gets a summary of the first candidates. For substitution burning position, this advantage may be a key.
An important function of the employment agency is its role as a mediator, capable to solve most of the difficulties overlapping and misunderstandings that arise between the applicant and the employer at the stage of initial introduction and employment. Practice shows that when meeting a potential employer and the employee raises a lot of incidents that are otherwise difficult to describe how stupid. For example, the personnel department the phone is busy, and a good specialist is simply not get through; He appointed head of the interview, but did not come at the appointed time - the applicant was offended; the applicant was not able to find a company to the address and ashamed to ask again; the employer and the job seeker waiting for a call from each other, but one does not want to call the first ... Such moments are not just once or twice have been the reason that the company has missed a valuable candidate, in search of which have been spent a lot of time, effort and money. Moreover, the fact that employment specialist does not exclude the possibility that any misunderstanding will not affect his decision to stay in the organization.
Recruitment agency, taking over mediation, not only to settle conflicts between the parties concerned, but also often prevents them. For example, the applicant prudently silent in the employer's office, but at the same time willing to share their anxieties and concerns with agency manager in charge of his position. Information received in time to neutralize or minimize the looming conflict.
Thus, the high quality of work, personal interest of recruitment consultants, moderate level of cost, speed of order execution, directed the transaction approval - all this is not an exhaustive list of the factors that determine the economic benefits of treatment in recruitment agencies.
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