Traditional recruitment agency that are also known as employment agencies have historically had a physical location. A candidate comes to a local branch for a brief interview and an evaluation before being taken onto the agency’s books. Recruitment Consultants then endeavour to correspond their pool of candidates to their customers’ open positions. Appropriate candidates are with possible employers.
The recruitment industry has four major types of agencies. Their recruiters goal to channel candidates into the hiring application process.
The return for the agency’s services traditionally takes one of two forms:
A contingency fee paid by the organization when a recommended candidate gets a job with the client company (normally 20%-30% of the candidate’s starting salary), which typically has some form of guarantee, should the candidate not manage to perform and is completed within a set period of time.
An advance payment that acts as a retainer, also paid by the organization.
It may still be lawful for an employment agency to charge the candidate rather than the company, but in most places that experience is now illegal, due to past dishonest and deceptive practices.
As a rule, as soon as an employee informs his employer that he is leaving how should the company act? First of all they should discover the reason why the employee had resigned, whether there are any unsatisfactory conditions of working, problems in the team or anything that could be improved. Secondly the company should go in for internal promotion and establish whether there are any candidates to be promoted to the vacant position.
Ifthere are no internal candidates to be promoted the company should advertise the vacancy or turn to a recruitment agency. The next step would be examination of the applications, resumes and covering letters as well as combination of short-lists of preliminary selected candidates.