Recruitment Agencies
Recruitment agencies recruit qualified personnel for their clients. Like so many other things in life, hiring either requires a go-between or proceeds more smoothly with the help of one. One key reason for their usefulness is that they enjoy the advantages, expertise and efficiency of specialization. Another is their reach and access to networks.
Most importantly, recruitment agencies free up time and energy for companies that may not have enough of either to spare for the purpose of soliciting and screening job applications.
In selecting an agency, it is important to have the mind set and priorities of a great agency in its screening of job candidates: Look for reliability, integrity, reputation, solid performance history, affordability, efficiency and effectiveness.
Most importantly, recruitment agencies free up time and energy for companies that may not have enough of either to spare for the purpose of soliciting and screening job applications.
In selecting an agency, it is important to have the mind set and priorities of a great agency in its screening of job candidates: Look for reliability, integrity, reputation, solid performance history, affordability, efficiency and effectiveness.
RELATED ARTICLES
Create a job alert today and stay on top of new opportunities in your area. Recruiter looks at 6 million jobs daily, and sends you only the ones you care about.
The terms "recruitment agencies" and "employment agencies" are usually synonymous. Historically, at least until the advent of the internet, such an agency would have a physical location with branch offices that the job seeker would visit. Now, while most employment agencies still have physical offices, they also perform much of their recruiting through the Internet as well.
These agencies may recruit permanent full-time employees, permanent part-time employees or temporary or contract employees. The agencies are paid in a number of ways, ranging from a retainer to a contingency fee to hourly compensation when temporary or contract workers are involved. A recruitment agency should not have the job-seeker to pay for his or her final placement with a company, although it is acceptable for them to charge the job-seeker for other services, such as helping him or her write a curriculum vitae (also known as a resume) or administering personality or psychological tests such as the Myers-Briggs personality evaluation.
Recruiting agencies often have access to jobs not available from traditional sources, such as papers or job search websites, so it is worthwhile for a job-seeker to work with them. If an agency specializes in a particular field, such as banking, technology, accounting, or marketing, it may also be able to provide the job-seeker with career advice about that field or profession.
When working with a recruitment agency, the potential employee should be sure to provide them with a copy of his or resume, directed specifically towards the field and position he or she is seeking. The job-seeker also should be sure to let the agency know about specific requirements he or she may have regarding a potential job, such as geographical location or work environment.
In addition, the job-seeker needs to remember to tell the agency about any companies that he or she does not wish to receive the resume, such as the potential employee's current employer. Candidates should also inform their recruiters about the general private nature of their job search, particularly if they are currently employed.
These agencies may recruit permanent full-time employees, permanent part-time employees or temporary or contract employees. The agencies are paid in a number of ways, ranging from a retainer to a contingency fee to hourly compensation when temporary or contract workers are involved. A recruitment agency should not have the job-seeker to pay for his or her final placement with a company, although it is acceptable for them to charge the job-seeker for other services, such as helping him or her write a curriculum vitae (also known as a resume) or administering personality or psychological tests such as the Myers-Briggs personality evaluation.
Recruiting agencies often have access to jobs not available from traditional sources, such as papers or job search websites, so it is worthwhile for a job-seeker to work with them. If an agency specializes in a particular field, such as banking, technology, accounting, or marketing, it may also be able to provide the job-seeker with career advice about that field or profession.
When working with a recruitment agency, the potential employee should be sure to provide them with a copy of his or resume, directed specifically towards the field and position he or she is seeking. The job-seeker also should be sure to let the agency know about specific requirements he or she may have regarding a potential job, such as geographical location or work environment.
In addition, the job-seeker needs to remember to tell the agency about any companies that he or she does not wish to receive the resume, such as the potential employee's current employer. Candidates should also inform their recruiters about the general private nature of their job search, particularly if they are currently employed.
