For the present time many Ukrainian businessmen don't rely on their personal connections in questions of staff selection.
Very often it happens, that family and friendly connections, which are so necessary when the business is only in the stages of creation, turn out into the source of conflicts or just hinder the firm development.
In large cities of Russia, Kiev at the labour market one can observe the tendency to the growth of the number of agencies, which select the staff. On the other hand firms-employers successfully start to use such a service. So, the number of firms working at the labour market in Kiev shifted past 80. And still, in spite of the fact that in Kiev 56 % of companies turns for help to the agencies, it is very early to say about the fact that in our region such a kind of business became firmly on foot.
Partly the condition of such a labour market state is the lack of information about the agency types and kinds of services, they provide. With this publication we want to help the authority of the companies to have an idea about this kind of business, which is widely developed in the industrial countries.
Interviews, resumes (CV). A long-time work with candidates
Employer pay
From 1 month to 3 months. Adherence to the Recruiter's Code
Headhunting
Direct search only, personal contacts.
Recommendations check-up, some structured interviews.
Only an employer pay (30–35% from the annual salary of the candidate).
1-2 years, candidate "immunity"
At the present labour market 3 types of agencies work actively: the job placing agency, recruiting and hiring agencies. The difference of the recruiting and hiring agencies is caused first of all by its % correlation of the information about highly professional candidates and about candidates whose professional level is evaluated as middle. Besides, you should pay attention to the presence of the "advertisement bearer" in the structure in which the agency enters. As a rule, a candidate who has lost his job, firstly turns to periodicals, in which the advertisements about vacant job places are published. A part of newspapers, publishing the advertisements about job vacancies, work with personnel agencies as partners. On the one hand this helps an agency to conduct an active advertising work. On the other hand in the database the number percentage of candidates who do not have a job and often change it, slowly grows. It is reasonable from the side of the authority of the company to ask about the names of the firms, with which this agency works, and what vacancies were fulfilled during the previous year.
Typical advertisements about the presence of 3-7 thousands of application-forms and resumes in the agency database, must seem strange for a competent authority of the company. This is a beautiful database to hire personnel but not recruite. A qualified recruiter "keeps in his/her head" information about no more than 300 applicants. Once 6 months he/she must make "monitoring phone call" to his/her working candidate and must get some information about professional and career growth of the candidate.
In the next article we'll continue our conversation about the professional staff selection and we'll be able to answer your questions.
Makarenko S.I.
Director of the recruitment agency Zventa
