Should I trust recruitment agencies

Recruiting: the direct route to the job?

In order to find suitable and qualified employees despite a shortage of skilled workers, companies are increasingly turning to one Recruitment. This should help to bring together vacant positions and suitable candidates. Personnel placement is a popular option, especially for management positions and specialists. In the best case scenario, the process from search to hiring runs faster and brings about the right employees. In addition, a recruitment agency can be interesting from the perspective of applicants. We explain what a recruitment agency does and what advantages and disadvantages are associated with it ...

➠ Content: This is what awaits you

➠ Content: This is what awaits you

Definition: what is a recruitment agency?

Since the mid-1990s there have been recruitment agencies in Germany that bring together applicants from all professions and employers. That was before that monopoly for this at the employment agency. Recruiters (also called headhunters or recruiters) acquire positions to be filled at companies.

Then the so-called follows Profiling, in which the recruitment agency tries to find out what requirements are placed on the applicants for these positions and compares this with their interested parties. For this purpose, recruitment agencies fall back on a self-constructed applicant database, from which they select the right applicant for a company.

In addition, a recruitment agency places job advertisements in print and online media on behalf of the searching company. Ideally, it comes to one Conclusion of contract between an employer and a candidate proposed by the recruitment agency.

The recruitment agency then receives a commission for this brokerage activity, which is why recruitment agencies too assigned to brokerage law become.

Differences: recruitment, recruitment and temporary employment agencies

Often recruitment agencies, headhunters and temporary employment agencies are mentioned in the same breath and equated - there are quite a few overlapsso that the transitions are fluid. However, some differences remain. These are what you should look for in order to know what kind of mediation or advice you are dealing with.

A headhunter or HR consultant is primarily concerned with finding an employee for his client. Often times these are companies that need Specialists or executives that are rather difficult to find using the classic search on the job market.

Hence the common notion of headhunters who poach specialists from other companies. The May occurbut doesn't have to. Personnel consultants are remunerated based on performance, regardless of success, not based on success.

So-called Resume dealer on the other hand, usually act without a specific mandate from companies. They send profiles and résumés of potential employees to companies and charge a commission when employers want to get in closer contact with applicants or hire them. This requires a large pool of candidates, which is built up in different ways:

  • By direct contact on the phone or by email
  • By professional networks like Xing or Linkedin
  • Through job and CV databases
  • Through contacts Trade fairs or events

Such resume dealers are sometimes criticized because applicants' expectations can fall by the wayside. In order to increase the likelihood of a placement, profiles are sent to many companies - so your documents end up with employers and positions that do not suit you and your ideas.

A temporary employment agency is also looking for staff for a company, but this is then made available "on a rental basis" because the employees remain employed at the temporary employment agency.

This is partly about To cover order peaks, The placement of management positions is not necessarily part of the core business.

A recruitment agency is very broad and covers all career levels from warehouse clerk to engineer. The main difference to the temporary employment agency for the employee is that he directly with the company under contract stands in which he works. You will be placed in a new job and will usually work full-time for the new employer.

There are also recruitment agencies that do Temporary employment in management positions initiate, this is the case with interim managers, for example.

Recruitment from an applicant's perspective

Recruitment agencies can be interesting not only for companies, but also for applicants. Since not only top positions are filled for a long time, a recruitment agency provides for young professionals a good way to be selected for jobs that would otherwise be hidden from you.

Depending on the situation, a recruitment agency offers Help with the application processby optimizing the application documents. It is interesting for specialists from:

  • Financial sector
  • Invoicing industry
  • Banking
  • commercial area
  • IT sector
  • Controlling
  • distribution
  • marketing
  • construction

Depending on which industries a recruitment agency and what qualifications an applicant is equipped with, there are further possibilities. For example, some service providers mediate from the trades.

The procedure is, however quite differentTherefore, both applicants and companies should take a good look at recruitment agencies: For some, the work is essentially limited to presenting the company with a selection of more or less suitable candidates.

Others manage the entire selection process, conduct job interviews with the candidates or even make a selection via an assessment center.

Tips: This is what you should look out for when recruiting

Most recruitment agencies work seriously and should not be placed under general suspicion. As in every industry, there are unfortunately some black sheep. To make sure you are working with an intermediary who values ​​your interests, there are a few things to look out for:

  • Ask if concrete searches are available from companies or whether the documents are being sent without an order.
  • Let yourself Company and position details give. Employers often provide consultants and recruitment agencies with a dossier that contains all the important information.
  • Ask how your Applicant data used and to whom they are sent. Agree that your documents may only be forwarded to a potential employer with your consent.
  • Let yourself be kept informed about the inform the entire process of recruiting. So you are always in the picture when your application documents are sent and you can also find out how companies react to them.

Advantages and disadvantages of recruiting

Anyone who uses a recruitment agency should clarify certain aspects in advance, because there are advantages and disadvantages for both the employee and the employer:

Pros and cons for employees

  • Time saving

    The employee contacts the recruitment agency, which adds him to an applicant database, and the rest is basically done alone. As a service provider, she is now trying to refer the applicant to a company that has vacant positions.

  • Job pool

    A recruitment agency is usually specialized in certain industries and thus has an overview of the job situation on the labor market. Often you have insider knowledge of positions that companies have not advertised publicly and that remained hidden to you as an applicant.

  • service

    Because recruitment agencies work on a success basis, they have an interest in successfully placing their applicants. Ideally, the applicant will be looked after throughout the application process, his documents optimized and regularly informed about the job situation.

  • network

    Often, recruitment agencies can draw on a large network in a number of industries. Your contacts help applicants and companies to match. Large recruitment agencies also have locations all over Germany, so that applicants can more easily set their regional focus.

  • Matching

    Since the recruitment agency analyzes the applicants' strengths and weaknesses precisely during profiling, precisely fitting positions can be determined. The more this is guaranteed, the more likely the placement will be successful.

But there is also Disadvantages for employees:

  • selection

    The requirements that companies place on an applicant are sometimes very strict. It can therefore happen that a recruitment agency withholds certain positions from its candidate. There is also the possibility that a consultant may incorrectly assess the skills and experience of an applicant due to his or her personal focus.

  • bait

    A recruitment agency earns money if it is successful In order to make a certain candidate particularly attractive to the searching company, other, less suitable applicants may also be suggested. If you are unlucky, you are one of those decoys whose job it is to better highlight someone else's qualifications. Unfortunately, the job market is not always honest. HR managers also put positions in the best light and make false promises. We have some of them in this one PDF compiled.

Pros and cons for employers

  • expenditure

    When a company turns on a recruiting agency, it means first and foremost that a time-consuming and costly search is superfluous: Complex recruiting processes are carried out by the recruiting agency. This can be of interest to small and medium-sized companies if they do not have an appropriately equipped HR department to handle lengthy selection processes themselves.

  • Matching

    With large recruitment agencies, the employer often benefits from a global network. He thus reaches interested parties who would otherwise remain hidden from him and receives precisely tailored applicants.

  • requirement

    Recruitment agencies are also an option if an employee is only needed for a limited period of time. Once the project has ended or the peak order has subsided, the company no longer needs the employee's services. A recruiter can provide suitable workers for such short periods of time.

However, they are also for businesses some drawbacks connected to a recruitment agency:

  • control

    As a company, you are relinquishing control. All you have to do is wait and see which applicants the recruitment agency will propose to you.

  • costs

    The costs may be higher than if the company had advertised the position in the traditional way and allowed for some time.

  • Internals

    Depending on qualifications and seriousness, it can happen that trade secrets are revealed. This is because terms like recruiter and recruiter are not protected job titles. Companies should therefore thoroughly check recruitment agencies for experience and references before hiring them.

Cost: How expensive is a recruitment agency?

Whether there are costs for the employee depends on the initial situation. Some determine the seriousness of a recruitment agency by the fact that they free of charge for the applicant is and many personnel service providers advertise exactly with it.

However, anyone who is registered as a job seeker at the employment agency or the job center may have Entitlement to a placement voucher. A new regulation of Section 296 of the Social Code (SGB) III allows employees to be charged a fee.

This must not exceed 2,000 euros (including statutory sales tax) and must be in one written agency contract be regulated.

Otherwise, a recruitment agency is often paid on the so-called contingency basis. When an employment relationship comes about, the recruiter receives a previously agreed fee, which is usually around 20 to 30 percent of the first annual salary that the placed applicant receives in the new job.

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