The Role Played By The Permanent Recruitment Agency In Staff Management Procedures

Written by Adrianna Noton Sunday, 24 April 2011 04:35

The job market consists of two groups of individuals: those seeking jobs and employers looking to fill specific vacancies. Traditionally companies conduct advertising campaigns to indicate to job-seekers that a position has become available, in order for them to make application. However, a permanent recruitment agency performs the function of bridging the gap between these two groups.

The job market consists of two groups of individuals: those seeking jobs and employers looking to fill specific vacancies. Traditionally companies conduct advertising campaigns to indicate to job-seekers that a position has become available, in order for them to make application. However, a permanent recruitment agency performs the function of bridging the gap between these two groups.

Employment agencies are like proverbial match-makers: connecting job-seekers; who meet the requirements of the available position, have the necessary qualifications if any, and are able to perform the function of the job vacancy, with employers looking to fill empty desks and seats. The industry itself is multi-faceted, and branches off into temporary, contractual, permanent and even industry and job specific agencies who all have very specific criteria to follow in terms of gathering the credentials of job-seekers and meeting the needs of their clients.

From an employer's point of view, the most important document that has to be submitted to their chosen consultancy, is the job description of the vacancy they wish to fill. It should be brief but accurate and can be gauged by noting down the duties and responsibilities of employees who have previously held the position. However, every effort must be made to keep it as relevant and up to date as possible so that it reflects the current position of the company and its respective needs.

Job-seekers who apply to these employment consultancies are thoroughly screened. They are expected to produce a full resume with their employment history, qualifications if any, as well as any credentials which may influence their application for jobs. Agencies also conduct screening interviews and technical tests to ascertain a candidate's level of knowledge and practical skills with regards to typing, word-processing, literacy and numeracy.

The basic result is that companies seeking to fill vacancies and job-seekers alike, become members of the agency. Both their respective needs are therefore juxtaposed and analyzed in order for the correct matches to be made. With time, all the information gathered forms vast databases of companies and working individuals that can be used for present and future prospects.

Permanent employment agencies, as their name suggests, deal specifically with candidates and member companies in search of filling permanent job vacancies. Within the consultancy however, many subdivisions may result in order to produce accurate matches, such as divisions recruiting only mid-upper level executives. Others may specialize in a wide range of categories such as temp or contract jobs, although this is very rare due to the vast workload involved.

The recruiting process can be performed both internally and externally. According to a company's over all financial position and capacity as well as its available resources and other determining factors, some employ their own HR consultancy divisions. Others may outsource these tasks to external agencies who assist in filling vacancies for numerous companies at the same time.

Upon successful employment of a candidate, a fee is paid by the member company to the permanent recruitment agency for their consultancy, administrative tasks and screening duties, although compensation methods vary. Some operate according to retained compensation policies whereby payment occurs in predetermined stages, where placement agencies perform various relationship-building tasks to bridge the gap between the employer and their new employee.