HR recruitment agencies working process

1. HR recruitment agencies working process Getting the right people hired for the right job is not an easy chore. There is a lot of technicality and complexity involved, and you never know whether the results will be to your liking or otherwise. It precisely is the reason behind more and more companies relying on contract recruitment agencies to find a suitable match to the job from a pool of unorganized and scuttled bunch of job seekers. The dependence is justified in view of the fact that these agencies are technically trained and specialized in the recruitment domain. As such, there is little scope of any blunder being committed on part of the employer. The work of executive recruiting firms commences as soon as it comes into existence. The assessment of potential clients and building up of relationships consumes a lot of time and requires a lot of patience. After this task gains some momentum, the time begins for the real action. The primary motto of the recruitment firms being the satisfaction of both the parties, an HR agency uses several means to hunt for the right candidates and sent them to befitting positions as sought by their clients. The first phase of their work plan is involved with the search and invitation of the applicants in response to the positions advertised by their clients. Earlier, the traditional media like newspaper and postings on the local employment offices used to form the core competence weapons for these agencies. With the advent of multimedia and social sites the recruitment pattern changed a lot. Now, the social sites such as Facebook and twitter are used extensively, and LinkedIn and online job portals have become paramount to an open and fair recruitment drive. The recruitment firms discuss and channelize the job-seekers and call them for the interview which is the next stage of their work. The contract recruitment agencies mediate between the employer and the applicant to arrive at the optimum salary package and perks after they are satiated verifying the suitability of the candidate for the specified vacancy. An HR agency not only sends the candidate for the interview, it can also work upon the salary structure, and work profile of the employee. Sometimes, companies prefer to pay their employees by a mediator HR agency which safeguards them against the implications of labor laws. Whatever be the task, the HR firms are apt to complete it scot-free. The HR recruitment agencies always have to be impartial in performance of their duties. Hence, it is more risky than any other task of the same tedium. The recent few years have experienced a steep rise in the scope and viability of recruitment firms in deciding the right fit for a job. Yet the future of this fast expanding industry has much to unleash itself in the coming years.