The criteria for evaluating the performance of the employment agency

Sooner or later, the employment problem is before any of us. And everyone decides its own way. The work can be searched with the help of relatives and friends of ads on poles and in various print media, through the Internet, by contacting the recruitment agency.

For the last option, many resorted to only in the last instance. One of the reasons for this phenomenon - it is very difficult to decide which of the recruitment agencies are really high quality services.

So, the main question that arises before the applicant: in which agency to contact? Thus, there is a real problem of search criteria for evaluating the quality of the employment agency.

Below we offer you the main points that you should pay attention when choosing a recruitment agency:

 Agency information - name, address, availability of licenses for the representation of employment services.

Work experience in the employment market. Of course, not every applicant wants to become "the first pancake," which may well leave "lumpy".

Efficient execution of orders. This means that the agency has a large base of potential employees and employers can quickly find the right person for the client company. In general, the order execution time depends on its complexity. If the Secretary is quite possible to pick up this week, then finding the middle and upper-level managers will take considerably more time. Accordingly, the applicant can draw conclusions, it really work or just take for a ride.

In the contract "warranty period" is provided between the agency and the employer. That is the time during which the hiring manager oversees your success (or failure) in his new role. In the case where the employee is not satisfied with the employer, the agency is obliged to return the money to the customer.

The quality of service provided. Such things as "promised to call and did not call" or "an appointment, but late" can thoroughly stained the reputation of the agency. And if the recruiter behaves in relation to the customer, what can we expect from it the applicant? Such fuzzy mediator forget to report that there was a long-awaited vacancy confuse the place and time of your interview.

Provision of personnel consulting. This requirement means that the company-customer can always rely on the provision of agency services further, for his help and support in solving various problems arising from staff, can not be solved by a simple firing / hiring.

Using computer processing. In today's world only computerization provides the necessary speed and completeness of the search of necessary information.

Provision of professional testing and helping to improve the skills. This kind of service allows today's unemployed expect a quick get a job, even if so far it does not have sufficient expertise - it will help him to acquire the necessary knowledge. Conducting psychological testing in the implementation of individual selection of professionals enables businesses-customers to be confident that the chosen specialist not only has a high professional level, but also psychologically inclined to perform work required character, without conflict fit into the existing team.