Personnel is a decisive factor for the operation of any enterprise, and most managers are aware of this. Therefore, recruitment agencies specializing in the search and selection of personnel are becoming increasingly popular. This business does not require large investments, but requires certain skills and knowledge. Consider how to open a recruitment agency.

Recruitment agency format

Recruitment agencies are the link between employers and their potential employees. There are two main types of recruitment agencies.

• The recruiting agency is engaged in the search and selection of personnel for employers.
• The Employment Agency helps job seekers find and get suitable jobs.

Some agencies combine both of these functions.

It would seem: why do you need a recruitment agency, because the employer himself can advertise in the media and select the right candidate. But not everything is so simple.

Firstly, a large number of applicants usually respond to an advertisement for a good job, a significant part of which are not suitable for this job, for one reason or another. Not every employer wants to go through a long and complicated selection process or hire a permanent employee for this purpose. It is easier and cheaper, if such a need arises, to contact a recruitment agency.

Secondly, if an employer needs a highly qualified specialist of a rare specialty, it is almost impossible to find such an ad. A recruitment agency can find him through their channels.

The same applies to applicants. Of course, they can also answer advertisements in the media themselves, send out resumes, visit the personnel departments of potential employers, and look for work through other channels. But the process is long and not always effective. A good recruitment agency with an extensive database can do this much faster and more efficiently.

State registration of an enterprise

A recruitment agency is possible, either. For a small agency with one owner, the IP form will be more convenient, for a larger one with several owners (co-founders) - LLC.

You can choose the form of taxation that you consider the most attractive. According to the recommendations of lawyers, and the option when the tax is paid on net profit.

Initial business investment

All you need to get your recruitment agency up and running is to register your business and find an office. You do not need a large room, an office consisting of one or two rooms with an area of ​​15 - 40 sq.m. is enough. It is desirable that the office is located in a place with high traffic, preferably in the city center. It's good to have parking next to it.

Let's make a rough estimate of the initial costs:

• Registration of an enterprise in the authorities and obtaining permits - 5,000 rubles.
• The cost of renting an office per month is 20,000.
• Equipment for work (computer, telephone, fax, printer) - 50,000.
• The salary of agency employees for the first month is 60,000.
• Transportation costs - 5,000.
• Total - 170,000 rubles.

These costs may differ from yours. For example, a small agency was taken, renting a room of 15 square meters and operating in a city with a population of 300,000 people.

Recruitment agency income

Income consists of percentages paid to the agency by clients. If the agency selects the right specialist for the enterprise, the enterprise pays the agency from 5 to 20% of the annual salary of the found specialist.

Let's take an example. The customer is a construction company. She needs a chief project engineer. Requirements: age from 35 to 45 years, higher education of the relevant profile, at least 10 years of experience in construction, and there must be at least one completed project similar to the customer's project. The customer offers the applicant a salary of 100,000 rubles per month. If your agency finds a suitable candidate, it will receive 10% of 1,200,000 - the annual income of a specialist, that is, 120,000 rubles.

When an agency is looking for a job and helps the applicant find a job, it usually receives a reward from him in the amount of a monthly salary.

It is traditionally believed that this type of business, with its successful and productive work, has a very high payback. According to some calculations - from three months to six months.

Agency staff

First of all, you will need recruitment managers. For this position, you need to take people with experience and relevant education, active, sociable, persistent and self-confident. Your income will depend on their professional abilities.

In addition, you will need an accountant to keep records. It is better to invite a freelancer for this position.

A system administrator is also a necessary employee who will ensure the flawless operation of your computer databases.

You may need an office manager to be permanently present in the office and communicate with clients over the phone and in person.

Database creation

The database is the main tool in the work of a recruitment agency, both a recruiting agency and an employment agency. Experienced HR experts estimate that it takes at least two years of work to create a large, extensive, and efficient database. Therefore, it is best to start thinking about creating a database even before opening a recruitment agency.

It makes no sense to open a recruitment agency as an empty-handed business, without experience, connections, best practices and contacts. In this case, the business will be unprofitable. If you are planning to open a recruitment agency, but do not have a clear idea of ​​​​its work, then it is vital for you to find good employees with their connections and best practices, which will become the basis of your database.

There is another option - buying a database. People who work in the employment industry and have a working database can sometimes put it up for sale. It doesn't happen often, but it does happen.

Interaction with the employer

The first step is finding a customer. It is necessary to find out which enterprises need qualified specialists and offer them cooperation. The work begins with the conclusion of the contract. Then you need to draw up a questionnaire to search for the required employees.

The application must be as detailed as possible and include:

• Applicant qualification.
• Education.
• Experience.
• Personal qualities.
• Age.
• Preferred gender.
• Additional requirements and wishes.

Usually, the application is made by the manager of the recruitment agency after a preliminary conversation with the customer. Then it is presented to the customer, if necessary, adjustments are made, the future remuneration to the agency and the terms for which the recruiting agency must find the applicant are determined. In addition, such points are stipulated as: resumes of how many candidates the customer is ready to consider personally, when, where and by whom the interview will be conducted with the selected applicants for the position.

• Through media ads. The agency advertises, then filters applicants, first by phone, then in person.
• Direct search. Candidates are sought in enterprises similar to the customer's enterprise. And they offer them a higher salary and better conditions. This is called headhunting or headhunting. This method is usually used when searching for rare specialists or highly qualified specialists.
• Search among graduates of higher educational institutions and refresher courses.
• Own database, connections and channels.
• In specialized online communities.
• Interaction with the applicant

In this case, customers come to the agency themselves, but in order for them to find out about the agency, it is necessary to advertise in the media and other sources.

The scheme of work with applicants is as follows:

1. The customer comes to the agency, explains where he would like to work and what salary to receive.
2. The agency manager helps to write a resume and asks to fill out a detailed questionnaire.
3. Next, the manager gives a rough estimate of the possible and actual wages that he can claim.
4. The next step is to find an employer and submit a resume and application form to him.
5. The last step is to interview the applicant with several potential employers and apply for a job.

At the beginning of their activity, many entrepreneurs try to find and occupy a profitable niche. The lack of investment at the start pushes you to look for such an idea for a business that will allow you to start earning with minimal investment.

And how about starting a recruitment agency from scratch and succeed in this direction? Many enterprises are puzzled by the search for qualified personnel. This is due to the fact that the success of their activities and the amount of profit depend on the professionalism and skills of employees. For this reason, the services of a recruitment agency will always be in high demand.

What are recruitment agencies and why are they needed?

If an entrepreneur decides to create a recruitment agency for staff recruitment and build a successful business in this field, you should understand its features in detail. What is the purpose of such companies and what do they represent?

There are several types of recruitment agencies that are engaged in the selection of employees for organizations that have left relevant applications. In addition, applicants can be sent for preliminary training, if such a clause is specified in the agreement between the employer and the recruiter. Often, factories and factories, private small and medium-sized enterprises, as well as manufacturing firms of various profiles, act as customers. It is known that it can take a lot of time to find good specialists. For this reason, organizations turn to recruitment agencies for help and impose a number of requirements on applicants, according to which the necessary employees are selected.

If a person has firmly decided to work for himself and organize his own recruitment agency, he should be aware of the features of this type of activity. As with any other type of business, there are pros and cons. The benefits of running a recruiting company include:

• high monthly income;
• the presence of a small starting capital for opening an agency;
• fast return on investment;
• lack of dependence on seasonality;
• the ability to create a large base of regular customers.

If the enterprise selects highly qualified specialists for the customer who fully meet his requirements, in the future partnerships are built between both organizations. This leads to the fact that they cooperate on an ongoing basis and mutually beneficial conditions. An entrepreneur has the opportunity to choose any format of a recruiting agency and develop in this direction. In addition, there are practically no serious obstacles to entering the market, therefore, with the right organization of activities, you can quickly occupy your niche and develop successfully.

Despite such a rich list of advantages, this business is not without drawbacks. First of all, you need to understand that not every employer is ready to direct their own funds to pay for the services of such agencies. In addition, a significant part of organizations prefer to cooperate with recruiters on an ongoing basis. For this reason, it will be quite difficult for a young company to find large customers at first, until it gains a certain authority. Also, entrepreneurs who want to develop their own recruitment agency, production, or, for example, open a self-service car wash, must remember the high level of competition.

Types of recruitment agencies for recruitment

Before opening a recruitment agency, an entrepreneur needs to decide on the direction of his activity. There are several types of such organizations, each of which has a specific specialization:

1. Classic staffing agency. They are often referred to as recruiting companies. This format will be the easiest to master for novice businessmen, since the demand for the services of recruitment agencies for recruiting is quite high and does not require special knowledge to start. The main task of such companies is to find the specialists needed by customers with further employment. KA are somewhat different from other recruiters in the way they receive remuneration for the work done. In the first case, the organization transfers money for each specialist brought in in the amount of his monthly salary, and in the second case, the customer pays a fixed amount for the services provided. Despite such an insignificant difference, the principle of their work is identical. These organizations act as intermediaries between job seekers and employers. Entrepreneurs are encouraged to actively work on creating a base of customers and people of various specialties who need to get vacancies. This will allow in the shortest possible time to acquire a valuable asset (personnel) and offer it to potential customers. For example, a company is in dire need of a chief engineer. If the CA presents the employer with several candidates to choose from within 20-30 minutes, the latter will see prospects for further cooperation with an unknown recruiting firm.
2. Staffing agencies of narrow specialization. From the name of such companies, it becomes clear that their main activity is the search for narrow-profile workers. For example, it can be hired staff for the home or specialists serving a large organization. Customers almost always make high demands on applicants. They want to know everything about the future employee: education, social status, character traits, health status, feedback on his activities, etc. Finding people who have a narrow specialization in a particular field almost always presents certain difficulties, because there is practically no information about them in the public domain. It is also quite difficult to obtain personal information from applicants to fill out personal data, because not every person will agree to disclose them. Nevertheless, as they say: the game is worth the candle, because when applying for a job, applicants receive a high and stable salary, and the agency receives a decent fee.
3. Headhunting agencies. The specialization of such companies is the search for professionals in a particular field of activity. For example, it can be TOP managers who large organizations want to see in their staff, and smart engineers or developers of innovative solutions. It is quite difficult to find a high-class specialist. It is not uncommon for organizations to offer high fees to headhunters if they find the right employee. In most cases, this can be extremely difficult to accomplish, since tough specialists are worth their weight in gold, and for them enterprises create all the conditions that allow them to live comfortably. Even high salaries, bonuses, social packages and other benefits are sometimes not of interest to professionals, so it is very difficult to lure them to the side of the customer. This is the main task of headhunters.
4. International CA. This type of enterprise specializes in providing job seekers with services for employment abroad. To organize such a company, an entrepreneur needs to find many foreign companies willing to cooperate and hire Russians. The vacancies of IT-specialists, engineers and medical workers who have their own scientific papers or technologies are in great demand.

Important: international CAs have the right to provide recruitment services only if they have the appropriate licenses. Getting foreign employers as business partners is extremely difficult. Entrepreneurs who want to try their hand at this niche should be aware of the high competition, as well as create a very profitable offer for potential partners.

Let's consider the main stages.

Business registration

A novice entrepreneur who wants to create his own recruitment agency or, for example, become a real estate appraiser, is required to register a business. To do this, you need to contact the tax office at the place of residence and register a limited liability company or individual entrepreneur. The second option would be preferable for a small agency: registration is fast, and the state duty is 800 rubles.

Registration of an LLC takes much longer, in addition, it will be mandatory to deposit the amount of 10 thousand rubles in the form of authorized capital. As a taxation system, you can choose UTII or STS. You also need to open a bank account, which is necessary for the receipt of funds and displaying the expenses of the enterprise.

During the registration of the agency, you will need to indicate the OKVED codes. To do this, select 74.50.1 Provision of recruitment services or 74.50.2 Provision of recruitment services. Upon completion of the registration procedure and obtaining the appropriate certificate, the entrepreneur can start doing business.

Premises selection

Specialists will work in the office of the recruitment agency, as well as receive visitors. For this reason, it is necessary to create comfortable conditions for the company's activities there. It is necessary to carry out repairs and ensure the uninterrupted operation of engineering communications (electricity, telephony, Internet, water supply). In addition, high-quality furniture should be installed inside the office. The room does not hurt to divide into several zones:

• reception;
• director's (administrator's) office;
• places for interviews and receptions;
• location of personnel workplaces;
• bathroom.

Of great importance is the location of the building with the office of the recruitment agency. The ideal option would be to find a room in the central part of the city or the business district of the village. If this is not possible, the office should be opened elsewhere, however, to attract customers, you will need to spend more money on advertising.

The building where the company will be located should be located near a major transport hub and have a car park. For the activities of a recruitment agency, it is enough to choose a room with an area of ​​​​50-60 m². The monthly rental price varies within 30 thousand rubles.

Important: if novice entrepreneurs have extraordinary ideas that will benefit the state and make good profits, they can turn to educational organizations such as business incubators. Participants of training programs are provided with assistance at all stages of the formation of a young organization up to the beginning of independent activity.

Purchase of equipment

After the repair work, the agency must be equipped with furniture and modern office equipment. This will create the necessary conditions for the operation of the enterprise. To equip a small company, you will need:

• laptop (4 pcs.) - 150 thousand rubles;
• router - 1 thousand rubles;
• landline phone (4 pcs.) - 4 thousand rubles;
• furniture (racks, wardrobe, tables, chairs) - 20 thousand rubles.

Thus, the cost of purchasing equipment and furniture will amount to 175 thousand rubles. You will also need to purchase stationery, office paper and leave some money for travel expenses. Total - the total amount of investments is 180 thousand rubles.

Personnel attraction

It is necessary to attract specialists to the staff of a recruitment agency who will perform certain functions. The administrator of the company must have the ability to negotiate with visitors and customers. In addition, his responsibilities include coordinating the work of all specialists. The administrator keeps order in the company, buys consumables and is responsible for managing the workflow.

HR managers must look for new clients of the agency, communicate with customers, be able to conclude contracts and organize meetings of applicants with company management. The recruiter enters data into the client base and also communicates with people about vacancies. He must be able to explain to a person how to behave at an interview and get the desired vacancy, for which they can be fired from work, what rights and obligations the applicant has, etc. The agency's psychologist conducts trainings for his colleagues, talks with clients and provides assistance in work situations.

The staff of a recruiting company might look like this:

• administrator - 25 thousand rubles;
• recruitment manager - 20 thousand rubles;
• HR specialist - 15 thousand rubles;
• psychologist - 15 thousand rubles.

Total - the cost of staff salaries will amount to 75 thousand rubles. In a small agency, the position of recruiter and manager can be combined by one employee, which will reduce the costs of the enterprise. For the same reason, the duties of an accountant should be outsourced, which will take about 8 thousand rubles a month.

Organization of promotions

First of all, even before the opening of the enterprise, it is necessary to create a business card website for the organization. This will allow a large number of people to learn about the activities of the company and promote the business through the Internet. On your own resource, you should place information about the location of the KA, indicate contact numbers, email address, regularly publish updates on existing vacancies and highlight the benefits of cooperation with your agency. Promotion of business in social networks will give good results - in groups you need to constantly post information about vacancies, the cost of services, and also fix a commercial offer for employers.

Advice: The Internet allows you to get any information in a matter of minutes (for example, quickly find information about banks that give loans with a bad credit history, information about competitors, etc.). According to statistics, 75-80% of clients apply to recruitment agencies using the Global Network.

Speaking of marketing tools, printed materials should be singled out. You need to turn to designers who will develop booklets and business cards for the company. Advertising in the media will cost about 50 thousand rubles. It should include the placement of advertisements on radio, municipal TV channels and in the press. Taking into account the creation of the website and its promotion, the cost of the advertising campaign will amount to 67 thousand rubles. In the future, this amount will be reduced to 20 thousand rubles for the promotion of the agency.

Recruitment agency business plan

To organize the work of the enterprise, it is necessary to draw up a business plan for a recruitment agency. It is a calculation that allows you to find out the amount of a one-time investment in a project, mandatory monthly costs and its profitability. So, for opening a company, one-time expenses will be:

• registration of the enterprise - 1 thousand rubles;
• rent of office premises - 30 thousand rubles;
• repair work, replacement of communications - 70 thousand rubles;
• purchase of equipment and furniture - 180 thousand rubles;
• advertising campaign - 67 thousand rubles;
• staff salary - 75 thousand rubles;
• the company's reserve is 10 thousand rubles.

Total - the amount of initial investment will be 433 thousand rubles. Now let's calculate the amount of mandatory monthly expenses, which include:

• rent - 30 thousand rubles;
• advertising campaign - 20 thousand rubles;
• taxes - 15 thousand rubles;
• utilities - 15 thousand rubles;
• staff salary - 75 thousand rubles.

The total amount of payments is 155 thousand rubles. As practice shows, after 2-3 months of work, a small recruitment agency can count on a profit of about 120 thousand rubles. Return on investment is possible after 6 months of active activity.

* Calculations use average data for Russia

1. PROJECT SUMMARY

The purpose of this project is to open a recruitment agency for the implementation of a range of recruiting services in a city with a population of more than 1 million people.

The Russian labor market is becoming more mature, and therefore the popularity of recruitment services is growing. Today, almost all companies that are looking for employees use the services of recruitment agencies. Recruitment agencies in the labor market act as intermediaries between employers and job seekers, providing the first with the selection of a candidate according to the stated requirements, and helping the second to find a job.

Thus, opening a recruitment agency is considered a promising line of business. The advantages include a relatively low initial investment, low operating costs, the possibility of doing business at home, and ease of organizing a business.

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For the implementation of the project, a room is rented in a business center. The office area is 12 sq.m., and the rental price is 15,000 rubles. The office is equipped with the necessary furniture, the use of which is included in the rent.

The initial investment is 480,000 rubles. Starting investments are aimed at purchasing office equipment, software, an annual subscription to a regional database of employers and job seekers, as well as the formation of a working capital fund until the project reaches payback. The main part of the required investments falls on the purchase of equipment, the share of which is 48%. Own funds will be used to implement the project.

The financial calculations of the recruitment agency take into account all the income and expenses of the project, the planning horizon is 3 years. It is anticipated that after this period, business expansion will be required. According to the calculations, the initial investment will pay off after 9 months of work. It is planned to reach the planned sales volume on the 10th month of work. In this case, the net profit will be 158,000 rubles / month, and the annual net profit for the first year of operation will be more than 893,000 rubles. Profitability of sales in the first year of work - 34%.

2. DESCRIPTION OF THE INDUSTRY AND COMPANY

The development of the Russian economy has led to the formation of a complex labor market system. The search for specialists has become an important task for many companies, which recruitment agencies help them to cope with. Acting as an intermediary between employers and applicants, recruitment agencies are engaged in the professional search for suitable employees for companies and employment. Currently, almost all companies interested in finding personnel use the services of recruitment agencies.

The Russian labor market is becoming more mature: the structure of HR services and the balance of supply and demand are changing. The popularity of services for the selection and provision of personnel is growing every year. At the end of 2016, the turnover of the recruitment services market amounted to 6.5 billion rubles. The total number of vacancies submitted to agencies decreased by 18%, while the average cost of services increased.

Today in Russia there are 1,200 recruitment agencies employing more than 15,000 people.

It should be noted that 2016 was not an easy year for the recruitment services market: the unstable economic situation had a negative impact on the industry, which provoked a slight decrease in the market volume (by 5.8%). Many companies have abandoned the services of recruitment agencies in order to optimize costs, while others have tightened the requirements for hiring staff, which has complicated the work of agencies.

The main trends in the recruitment services market:

Growth in the number of "difficult vacancies" with high requirements for experience, competence and narrow specialization;

The impact of globalization on the labor market - more and more employees are looking for not only in other cities, but also abroad;

Collaboration with freelancers and employees who can work remotely. The remote work market is actively developing in Russia. The number of vacancies offering such work is about 35% of the total share of advertisements;

Gradual automation of all HR processes. So far, this trend has not become widespread in Russia. According to statistics from the HeadHunter portal, today only 18% of companies invest in the development of this area. However, 50% of companies are ready to allocate a budget for the automation of HR processes.

High competition in the industry forces companies to narrow their specialization. The current market structure is:

recruiting agencies. They are looking for employees by order of enterprises and firms. Specialization can be narrowed down to providing services to employers from a specific business area;

specialized agencies. These are narrowly focused organizations that select workers of a specific specialization;

Job search agencies. This direction provides services to job seekers in the selection of work;

Headhunters are agencies that are looking for highly qualified employees.

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More than 80% of the total number of recruitment agencies is occupied by recruiting organizations. They work on the order of the employer and select personnel for a vacant position according to certain parameters. The employer pays the agency a remuneration, which is 10-20% of the candidate's annual salary.

When opening your own recruitment agency, you need to understand the structure of the market and decide on the specialization of your organization. To do this, you should know which industries most often use recruitment services. At the end of 2016, the most active clients of recruitment agencies were:

Retail, restaurants, hotels - 17%

Consumer goods - 16%

Industrial production (fuel and oil refining) - 15%

IT, telecom - 14%

Industrial production (everything except consumer goods) - 12%

Medicine - 11%

Finance, banks, investments, insurance - 10%

Transport and logistics - 8%

Consulting and service - 6%

Construction and real estate - 6%.

From these statistics, it can be seen that companies from a wide variety of industries resort to the services of recruitment agencies.

If you want to open a business with minimal investment, then a recruitment agency can be a suitable option. If desired, you can organize work at home, saving on office rent. In this regard, the amount of initial investment in a recruitment agency can vary from 250 to 500 thousand rubles. As practice shows, the average payback period for a recruitment agency is from 3 months to 1 year. However, despite the seeming simplicity of the business, there are certain difficulties. Firstly, the market is considered highly competitive: in order to win your consumer, you will need to work hard for results and credibility. Secondly, the income from recruitment services is rather unstable. Thirdly, there is a risk of unscrupulous employers or job seekers, as a result of which it is the recruitment agency that may suffer.

Table 1 summarizes the key advantages and disadvantages of a staffing agency to consider when planning a business.

Table 1. Advantages and disadvantages of opening a recruitment agency

Thus, we can talk about the attractiveness of this business. Recruitment agency is a specific business. It is not difficult to open such a business, it is much more difficult to turn it into a successful and stable income-generating enterprise. For a recruitment agency, the business qualities of an entrepreneur, his acumen and determination are important. Practice shows that profit can be achieved already in the second month of the agency's operation. If you want to open a business without investments and have sufficient organizational skills, then a recruitment agency will become an attractive business line for you.

3. DESCRIPTION OF THE SERVICES OF THE RECRUITMENT AGENCY

This business project involves the opening of a recruitment agency that provides recruiting services. For potential employers, the agency can provide the following services:

1) CV screening. It involves working with databases, during which applicants' resumes are selected mechanically with filtering by education, age, work experience and other parameters.

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2) Selection of a candidate for a position. A better approach to finding a candidate for a position that involves an interview.

3) Refresher courses for personnel.

4) Evaluation and testing of personnel. This procedure is of interest to companies that want to improve the efficiency of their staff and get a reference for each employee. Personnel assessment is an indispensable tool for managing a company's human resources, which allows you to assess the potential, motivation, professional suitability and other parameters of an employee.

5) Personnel leasing is a form of cooperation with employees when the company is not required to conclude an employment contract with an employee. In this case, the recruitment agency itself concludes a temporary contract with the employee.

6) Outstaffing - a process in which the agency does not select employees, but draws into its staff the already existing personnel of the client company.

7) Outsourcing - the transfer by a company of certain business processes or production functions to be serviced by another company on the basis of an agreement.

8) Headhunting is a type of service with the help of which the agency is engaged in the selection of highly qualified specialists and their luring to the customer company. At the same time, the main task of the agency is to find a way to build relationships with the candidate and create conditions under which he will be ready for an offer.

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9) Employment of personnel dismissed from the customer company - a service in which the agency conducts a procedure for the employment of personnel dismissed from the customer company within a certain period and under certain conditions.

The main function of a recruiting agency is to search for employees for vacancies in companies that are clients of the agency. The key tasks of a recruitment agency are to correctly assess the requirements of the customer company and promptly select suitable candidates for the vacancy. In order for the agency to work effectively, it is necessary to have a large client base. Then, having received an order, the agency will be able to quickly provide the employer with several options at once. If the waiting time is delayed, then the client will simply turn to another recruitment agency.

In general, the scheme of working with the agency's customer is as follows: the agency accepts an order from the employer to search for personnel, fill vacancies on time. If the specialists are approved by the employer, then after a probationary period of 1 month, the company pays the agency a remuneration, the amount of which is determined as a percentage of the annual salary of the hired specialist. Remuneration depends on the level of the vacancy.

The algorithm of the recruiting agency:

Receiving an order from the employer

Determination of requirements for a future employee

Work with the database and selection of suitable options among applicants

If there are no suitable options in the database, you should place ads on the Internet.

Selection of several worthy candidates. When evaluating candidates, the agency must verify the accuracy of the information they provide. Since there is a risk of receiving false information from the candidate, which entails losses

Organization of interviews for selected candidates with future employers

Receipt of payment for services after the expiration of the probationary period of the hired employee (1 month)

In the event that the selected candidate is dismissed during the probationary period at the initiative of the employer, the agency undertakes to provide a free one-time replacement of the employee.

This project involves the creation of a recruiting agency that provides the following range of services: screening, recruitment from the external market, mass recruiting, staff leasing, outstaffing, outsourcing.

In the future, it is possible to expand the range of services: organize a business school, provide consulting services, engage in personnel training.

4. SALES AND MARKETING OF THE STAFFING AGENCY

The target audience of the recruitment agency are companies that are interested in the selection of qualified employees.

Practice shows that the promotion of a recruitment agency is the most difficult stage in starting a business. The recruitment agency promotion strategy is quite specific, since direct advertising is ineffective in this case. Strong competition in the recruitment services market determines the important role of the reputation and advertising of a recruitment agency. Therefore, the basis of the marketing plan is a thorough study of the advertising campaign and methods of work.

It is impossible to engage in a business related to the selection of personnel without active, full-fledged advertising. At the first stage, promotional activities are aimed at informing potential customers about the opening of a recruitment agency. The main requirement for this promotion is target orientation at a minimum of costs. To determine the target audience, one should study the business environment of the city, identify the most promising industries and companies. Informing can be carried out through several channels: sending information to potential customers by e-mail, cold calls with offers of their own services, presenting their agency with a portfolio or advertising booklet, participating in various business events, promoting a website on the network.

In addition, an important stage of promotion is the formation of competitive advantages, because after receiving information about your services, the client must understand why it is worth choosing your agency. Competitive advantages may include:

Convenient office location;

Low cost of intermediary services;

Special conditions for regular customers;

Maximum operational efficiency;

Wide database.

Creating your own website. Many experts agree that the creation of a website and promotion through the Internet is the most effective tool for promoting recruitment agencies. Firstly, this tool simplifies the process of interaction with potential customers. Secondly, it enhances the business reputation of the organization. Thirdly, it facilitates the interaction of the recruitment agency with both parties: both with the customer company and with applicants. The website of the recruitment agency should indicate the list of services provided and their cost, working conditions, contacts. The cost of such a site will be about 30,000 rubles. In order for the site to be visited by a large number of users, it is necessary to bring it to the TOP of queries. For this, Internet tools such as SEO and SMM promotion are used. The cost of such services may vary, but the average is 15-20 thousand rubles.

- cold calls and mailings. You can independently select a database of potential customers to inform them about your services. In case of a positive reaction to the advertisement, it is necessary to conduct a presentation of the recruitment agency or provide advertising material that contains all the necessary information.

Posting ads and handing out flyers. This tool is aimed at attracting the attention of potential job seekers.

An indicative plan for the promotion of a recruitment agency is presented in Table 2. According to the calculations, it is planned to spend 75,000 rubles on the promotion of a recruitment agency. The main part of advertising activities is planned for the first months of the agency's opening. In this case, you can not save on advertising. Effective and competent promotion in the market is the key to the success of a recruitment agency.

An active marketing strategy allows you to accelerate the payback process of funds invested in opening a recruitment agency and provides the necessary level of sales. Usually, the agency has from 2 to 10 orders per month. The average income of a recruitment agency is 80-100 thousand rubles in the first months of work (if 3 orders are completed within a month). In the future, the profit is 100-200 thousand rubles. It is important to note that the first month of work passes with zero profit, since the customer pays for the services after the trial period.

5. PRODUCTION PLAN OF STAFFING AGENCY

How to open a recruitment agency from scratch? The algorithm for opening a project involves the following steps:

Register a business as an LLC or sole proprietorship.

Create a database

Find an office

Purchase the necessary equipment

Hire agency staff

Let's dwell on each point in more detail.

1) Formation of the database. This step is the most important and time-consuming step. The efficiency and quality of recruiting services depend on the vastness of the database. When creating a database of a recruitment agency, the following recommendations should be taken into account:

The database is accumulated by selecting the monitoring of various advertisement sites with the search for suitable resumes and vacancies and entering information into the program;

Use of software designed to work with databases of recruitment agencies. At the moment, there are many programs that allow you to work with such databases: E-Staff Recruiter, Experium, 1C: Recruitment Agency, EFSOL: Recruitment Agency, Asper, OrangeHRM and others;

You can purchase ready-made databases. It is possible to purchase access to the databases of employment sites (avito.ru, hh.ru, job.ru, work.ru) both in the format of an annual subscription at a cost and a monthly subscription, which will allow you to evaluate the effectiveness of the product. For example, the cost of an annual subscription to the HeadHunter database is 98,000 rubles in the Rostov region, and 583,000 rubles in Russia. Paid databases are constantly updated, so that the agency will always have up-to-date information.

It takes 2-3 years to form an extensive database.

Documentation is very important in the work of a recruitment agency, which also allows you to maintain a database. Table 3 shows the main documentation that is used in recruitment agencies.

Table 3. Basic documents of the recruitment agency

Maintaining this documentation will greatly simplify the work of the agency.

2) Office search. A recruitment agency does not need a large office - an area of ​​​​10-15 square meters will be enough. m. It is desirable that the office is located in a business center or in close proximity to it. Typically, offices in business centers are already equipped with furniture and all necessary communications, which reduces initial costs. It is better to locate the office in a busy area - ideally in the central part of the city.

Moreover, the work of the agency can be organized in the home office, thereby saving on renting a room.

For the implementation of the project, it is planned to rent an office space of 12 sq. m., located in the business center. The office is equipped with the necessary furniture. The rent is 15,000 rubles per month.

3) Purchase of equipment. To ensure the activities of a recruitment agency, it is necessary to purchase equipment. To equip the office, you will need a minimum set of furniture, computers, MFPs and telephones. To organize a small office where three people will work, you will need three computer tables, several office chairs, and a filing cabinet. The total cost of furniture will be 45,000 rubles. If you rent an office with furniture, this cost item can be excluded. The cost of office equipment will amount to 80,000 rubles. You can also save a little on technology by using your personal computer for work.

In addition, professional database compilation software must be installed on the computers. The cost of annual use of the software will be an average of 50,000 rubles.

4) Recruitment. At the initial stage of the business, for the functioning of a recruitment agency, it will be enough to have two employees on the staff. It is good if employees are generalists, because when working with personnel, you will need the professional qualities of a marketer, sales manager, sociologist, and psychologist. Their salary is 10-30% of the concluded deals, i.е. the average salary of a personnel manager is 25,000 rubles.

In large recruitment agencies, the staff also includes psychologists, lawyers, a system administrator, and an accountant. Some of these functions can be performed by a manager, some can be delegated to third-party specialists in the event of such a situation. In this project, the entrepreneur performs the functions of an accountant, system administrator and manager. Cleaning of the premises is the responsibility of the business center staff and is included in the rent, so there is no need to include a cleaning lady in the staff.

When choosing employees for a recruitment agency, one should be guided by the following requirements: higher education, developed sales skills, experience in working with an array of information, computer skills, knowledge of the basics of personnel selection, communication skills, competent oral and written speech, activity, initiative.

6. ORGANIZATIONAL PLAN OF THE RECRUITMENT AGENCY

When planning how to open a recruitment agency, it is necessary to take into account the legal norms of business legalization. Recently, the activities of recruitment agencies are not licensed.

The initial stage of opening a recruitment agency is registering a business with government agencies. To conduct commercial activities, an LLC is registered with a simplified taxation system (“income” at a rate of 6%). To register a legal entity, you must pay a state duty of 3,000 rubles. The costs of registering a business include the costs of printing and opening a bank account.

In addition to registering as a taxpayer, you must register with social funds. It is also necessary to open a bank account for mutual settlements with clients. It is recommended that you seek the services of a lawyer to draft a sample recruitment agency contract. The cost of legal services will be about 1-2 thousand rubles.

Types of activities according to OKVED-2:

74.50.1. "Employment Services"

74.50.2. "Recruitment Services"

The staff of the organization includes two managers-recruiters, whose duties include:

Selection of mass and line personnel;

Continuous monitoring and evaluation of the labor market. Maintaining a database;

Direct search for candidates;

Conducting interviews;

Questioning, assessment of personnel in terms of competencies and knowledge of the professional sphere;

Preparation of interviews with the management team, coordination of deadlines, organization of a meeting with the candidate;

Processing resumes and application forms of candidates.

The work schedule of the recruitment agency is from 9:00 to 18:00, days off Saturday, Sunday.

Table 4 shows the staffing and payroll of a recruitment agency. The total wage fund is 97,500 rubles.

Table 4. Staffing and payroll

7. FINANCIAL PLAN OF THE RECRUITMENT AGENCY

The financial plan takes into account all the income and expenses of the recruitment agency, the planning horizon is 3 years. It is assumed that after this period, business expansion will be required.

To launch the project, it is necessary to calculate the amount of start-up investments. To do this, you need to determine the cost of acquiring equipment and software, advertising and the formation of working capital to cover losses in the initial periods.

In accordance with financial calculations, the project requires the attraction of funds in the amount of 480,000 rubles. The main part of the required investments falls on the purchase of equipment - 48%, the share of expenses for the first month of rent - 3%, working capital - 31%, advertising - 16%, and other items of expenditure - 2%. The project is financed by equity. You should pay attention to the amount of working capital - this should be a sufficient amount, since the organization will receive the first income only from the second month of work.

The main investment cost items are shown in Table 5. The Equipment cost item includes office equipment, software and access to the regional database of applicants.

You can reduce the amount of initial investment by refusing to purchase a ready-made database and cutting advertising costs. In this case, the starting capital of a recruitment agency can range from 300 to 500 thousand rubles. However, it should be understood that by saving on advertising and the database, the agency complicates the work process and runs the risk of being left without sales in the first months. Therefore, it is recommended not to save on these items in order to ensure income from the start of the business.

Table 5. Investment costs

Expenses include rent, advertising, depreciation, payroll and other expenses (Table 6). The amount of depreciation is determined by the straight-line method, based on the useful life of fixed assets in 5 years. Fixed costs also include tax deductions, but they are not taken into account in the table, since their size is not fixed and depends on the amount of revenue.

Table 6. Fixed costs

Thus, fixed monthly expenses were determined in the amount of 129,300 rubles.

8. PERFORMANCE EVALUATION

The investment attractiveness of this project can be judged on the basis of simple and integral performance indicators. The change in the value of money over time is accounted for using the discounted cash flow method.

The payback period of a recruitment agency with an initial investment of 480,000 rubles is 9 months. The average sales volume per month is 7 orders. Based on this, the net monthly profit of the project upon reaching the planned sales volumes will be 158,000 rubles. It is planned to reach the planned sales volume for the tenth month of operation.

The annual volume of net profit for the first year of operation will be more than 893,000 rubles. Return on sales for the first year of operation is 34%. The return on investment is 28%, and the internal rate of return exceeds the discount rate and is equal to 15.6%. The net present value is positive and amounts to 995,546 rubles, which indicates the investment attractiveness of the project.

The recruitment agency's financial plan takes into account the optimistic sales forecast that can be expected due to access to the database and the high effectiveness of the advertising campaign.

9. RISKS AND WARRANTY

To assess the risk component of the project, it is necessary to conduct a risk analysis. The risks of a recruitment agency are quite specific and require the development of specific measures to prevent them.

High competition in the market. Customer companies prefer to turn to trusted agencies that have a certain weight in the market, since initially the customer and the agency treat each other with distrust. Thus, the presence on the market of stronger agencies that have managed to establish themselves is a negative factor for the new agency. At the same time, standard measures of competition will not always be effective - for example, reducing the cost of services. The customer will not save on a service that requires guarantees and high quality. This risk can be reduced by creating your own client base and creating competitive advantages: an extensive database, operational efficiency, convenient conditions for the customer and a loyalty program for regular customers.

An increase in the cost of rent, which will lead to an increase in fixed costs and may affect the financial condition. It is possible to reduce the likelihood of risk by concluding a long-term lease agreement and choosing a conscientious landlord.

Seasonality of sales. Seasonality in the work of recruitment agencies is not pronounced, however, it should be borne in mind that the less active months are December, April, July and August. This is due to the fact that during these months people are the least looking for work. This does not apply to employers' applications, but a decrease in the number of candidates complicates the work of the agency and carries the risk of non-fulfillment of the order. To minimize the risk of seasonality, it is necessary to actively work with databases.

information risks. The human factor has a huge impact on the work of the agency. In the process of work, the following problems may arise: the applicant provides false information about himself; the employer took the candidate on probation and then hired him informally, hiding this from the agent. In the first case, the agency must verify all information provided by the applicant. In the second case, the agency must execute all transactions in writing and within the framework of the law, carefully prescribing the client's obligation to pay, or requesting an advance payment for their services.

Business underfunding. The specifics of the activities of recruitment agencies is that the agencies plan their budgets based not on the absolute amount, but on the degree of probability of receiving it. To minimize the risks of underfunding, a recruitment agency needs to legally correctly draw up all contracts.

Delay in payment under contracts. This risk is quite serious and can lead to financial problems. To minimize this risk, it is recommended to clearly define the relationship of the parties and methods of dispute resolution. In particular, provide for sanctions against the customer in case of non-compliance with the terms of payment for services.

The risk of the theft of the "database" of employers and job seekers by the employees of the agency when they are dismissed. To minimize the risk of database theft, it is necessary to provide personalized access to the database (user identification when logging in, the use of a "electronic key"), as well as the use of reliable software when creating the database.

Housekeepers, governesses, chauffeurs, tutors - these specialists are becoming more and more in demand today. Where to look for such people? How can you be sure that they are professional?

These questions are of interest to many applicants. That is why the question of how to open a recruitment agency is becoming more and more relevant. After all, it can become a really interesting and profitable business.

What is such an agency? Basic principles of work

If you are interested in how to open a recruitment agency, then you are probably wondering how exactly such enterprises work. In fact, everything is quite simple. The clients of such agencies are employers - people who are looking for a particular specialist.

Since in most cases the company offers the services of domestic staff, then customers, respectively, are looking for nannies, governesses, tutors, gardeners, cleaners, cooks, etc. For example, if both parents are busy with work, then they need a person who will look after the child or keep the house clean, from time to time indulge in delicious home-cooked dishes.

Of course, you don’t want to take anyone into your house anyway - employers want to hire only really good people who can be trusted. The agency is an intermediary between the employer and the specialist of a particular case.

Where does the profit come from?

In fact, a domestic staffing firm can be a lucrative business. This business does not require a large start-up capital, but it takes a lot of time and effort to develop it. So where does the money come from?

Many agencies charge employers a small premium for finding the perfect employee. In addition, the money is paid by those people who are looking for work. Here you can already choose the system yourself. In some firms, employees immediately after registration pay a certain amount, and the agency guarantees them decent employment.

Some enterprises take 50-100% of the first salary of a hired specialist. On the other hand, you can charge a small monthly fee for having an employee or employer in your database. In any case, at the initial stages, it is best to establish a convenient and understandable payment scheme.

How to open a recruitment agency? Package of official documents

Of course, such activities are considered entrepreneurial. How to open a recruitment agency? First you need to register with the tax office.

In this case, the best option is to take shape as an individual entrepreneur. This will give you some additional benefits such as a simplified bookkeeping system, fewer paperwork required, etc. It is worth noting that individual entrepreneurship is opened, as a rule, already five or seven days after the submission of the necessary documents.

Where to rent an office space and how to arrange it?

If you are wondering how to open a domestic staff recruitment agency, then you should know that you will need to have your own office. Of course, it doesn't have to be big. However, remember that the atmosphere and atmosphere of your office will demonstrate the solidity and quality of your company's work - this is what clients will first of all pay attention to.

The location of the office is not so important here, but it is best to choose it somewhere in a busy part of the city, for example, in a central area or in a business center. On the other hand, if you do not have such an opportunity, then the office can be located somewhere on the periphery - in this case, you will need to spend more time and investment in advertising.

As for the office itself, it should be bright, clean, demonstrate success, responsibility and professionalism. There is no need for any sophisticated decorations - minimalism will be in place.

It is desirable that the office has at least three separate rooms. In the hallway, for example, you can place a secretary's table, arrange several comfortable chairs or sofas - here customers will be met. In addition, rooms for interviews are needed, as well as a place for working staff.

Naturally, you will need to purchase computer equipment, including a printer and scanner. Storing customer data on a computer system is much easier.

Selection of permanent employees

Of course, if you open a small agency, then at first you can do all the work yourself. However, this takes time. And as the company develops, you will need assistants, because a domestic recruitment agency must work smoothly.

To begin with, you need a secretary who will answer calls, meet clients, schedule and follow it. In addition, it is necessary to hire a specialist in personnel. He will conduct interviews with job seekers, help them fill out questionnaires, check data, etc.

It is possible that for interviews with employers, you will also need an additional employee who can figure out exactly what the client needs. Do not forget that someone will have to keep accounts, be responsible for advertising, conduct a regular search for new applicants, etc.

Some experts advise hiring a full-time psychologist who can assess some of the qualities of people looking for a job, as well as the characteristics and desires of clients offering a particular position. In any case, all employees of your company should be sociable, pleasant in communication, unobtrusive, diplomatic. Leadership qualities, the ability to clearly and clearly express thoughts, as well as persuasion, will also not interfere.

Where to find professional job seekers?

Of course, the selection of domestic staff is an extremely responsible matter, which must be approached seriously. After all, employers turn to you for help, completely relying on your opinion. You must provide them with professional employees who can be trusted.

Personnel business, according to experts, is quite specific. Therefore, the proverb applies to him: not knowing the ford, do not go into the water. You should open a recruiting agency with experience in this field. It is important to understand the internal business processes and features of the provision of services, because here everything can go according to an individual scenario, and you need to respond to changes in a timely manner. Depending on the characteristics of the vacancy, sources, tools and methods of search and selection are selected.

Where to begin?

Experts advise: you need to work in this area on a hired position. Because if you enter the market from the outside, you will definitely make a lot of mistakes. It is necessary to have a sufficiently deep understanding of the personnel market, the quantity and quality of candidates for a vacancy, monitoring salaries and other indicators, because the personnel business is a complex and long-term business. This is not a simple resale of goods, this is a project work: every employer, every vacancy is a project. Therefore, you should first work as an hr-manager or development manager in a serious recruiting company. You can participate both at the sales stage and at the stage of closing a vacancy.

So, you have gained experience in the field of recruiting. Now you need to understand What segment do you want to recruit for?. Medium and small businesses are one potential base. You can choose some narrow direction like IT, and this is a different base of employers. And other specifics of work. After all, for example, if you are conducting a mass selection, the main thing here is speed. The search for IT specialists is difficult, the search is not only in the region, but throughout the country, it is poaching people from other companies, long closing times, high price for closing an application, this is knowledge of technical nuances, terms, aspects. There are agencies that select everything for everyone. There are agencies that select only mass personnel. There are agencies that select only sales specialists. And the client base of recruiting companies is formed depending on the specifics.

Elvira Nurmieva

In our business, we need to react to the situation. It is necessary to approach the client outside the box, not according to the template. Therefore, in business you need to cook, have a large set of tools for selection. I will give an example of non-standard treatment. Commercial real estate agency is looking for an employee. It is engaged in the sale of large real estate, and rent, has a ready base, reputation. However, this is a very narrow segment. Experienced candidates on the market - 20 people per month. That is, the probability of closing a vacancy is low. You can search among the inexperienced - take any sales manager and refocus on commercial real estate. But there is a large percentage of discrepancies, misses, failures. At the same time, the employer wants to hold something like a competition, let a large number of applicants through himself, recruit a team of 3-5 people and leave one or two of them. We help develop an adaptation plan, give recommendations on how to properly introduce a newcomer to the position. We also provide screening services - that is, we call candidates and invite them to the employer, creating a constant flow of candidates. In this case, we approached the search sources in an unconventional way: we sent out a mailing list in social networks to candidates from the real estate sector.

As a rule, most companies turn to a recruiting agency when they need an employee yesterday or tomorrow.

work strategy should be built, immediately asking the client: does he have someone to replace the employee, is a new representative office opening in the region or have they been working here for a long time, is there already formed functionality or is this a new position, an employee is urgently needed or you can still think, etc. d. This preparatory work is often carried out by the agency free of charge before the conclusion of the contract in order to fully understand the request. Sometimes the employer himself does not know what kind of employee he needs. Suppose he hires the head of sales for the first time and does not know what salary, what functionality, and what requirements for the vacancy. Based on this, the profile of the candidate and the cost of his selection are formed. As a rule, clients need time to make a final decision on cooperation with the agency - on average, from one to ten business days.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

There are a wide variety of personnel assessment methods. And you can evaluate a candidate for hours. But there is no time for that. We have developed our own unique four-factor personnel assessment system: motivation, personal qualities and behavior patterns, professional knowledge, reliability of information and recommendations are assessed. It allows us to get the necessary information about the candidate in 40 minutes - an hour in order to understand whether it is necessary to refer him to the employer. We use the testing system only if these are professional tests, when you need to understand the competence of a narrow specialist. We also sometimes involve external experts who are already successfully working to evaluate the candidate.

Enterprises are ready to outsource recruitment to recruiting agencies in three cases.

If the company does not have full-time HR or if the company does not have a monthly turnover of two or three positions, it is cheaper for them to contact the agency. Or if the manager has no time to deal with this issue himself, because recruitment is, first of all, a waste of time searching, calling, inviting, interviewing, evaluating. Downtime of the workplace costs the company much more than the services of a recruiting agency. Employers who first try to recruit staff on their own very soon realize how difficult it is, and after a couple of unsuccessful attempts, they turn to a recruitment agency.

Investment size

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

To find funds to start you can apply for a grant, contact specialists who will help you to properly process the documents. You can look for investors, for example, among familiar businessmen. You can contact the business association - there may be people interested in your project. In the same place, by the way, you can find contacts of future potential customers. You can take a consumer loan - a lifting amount for two or more founders. The most important thing is to have an adequate business plan. It is sobering and helps to talk to the investor in the language of numbers. It is necessary to predict profitability, profitability for six months or a year.

Step-by-step instruction

Let's talk about the price for services. It is important to consider how much the employer is willing to pay for the search for one specialist. It depends on the complexity of the vacancy and the level of the specialist. For example, people of working specialties are constantly required - masons, welders, craftsmen, but the rate for finding such specialists will be several times less than the rate for finding middle and top-level personnel. Therefore, it is economically more profitable to engage in selection, starting from the middle link. Recruiting and the human resources market is highly responsive to economic changes. If the business in your city stagnates, the number of applications and vacancies will not grow, you need to either focus on other cities or other vacancies.

There are agencies that start low in order to be competitive. This technique should be used only at the start.

Experienced players do not recommend delaying this even for half a year, because there is a healthy payback and cost that has shaped the market, and a strong deviation in price towards discount is fraught with detrimental consequences for a startup. You still have to select high-quality staff (otherwise the client will not be satisfied), you still have to pay salaries and motivate employees. Project work assumes that you can close a position in one or two weeks, and in two or four. And some positions - as a leader, top manager, regional director - can be delayed for six to eight weeks, depending on the narrowness of the personnel market and the requirements of the employer. Understanding this, you need to lay an adequate price for your services.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

The amount of the agency's remuneration depends on whether it is classic recruiting or headhunting, regional or federal search, whether a narrow specialist or a simple one is required. On average, the selection of one specialist costs from 10 to 12% of his average annual income. It's from local agencies. Federal agencies - from 15 to 20%. Our fixed rate is 10-11% of the average annual income. The service includes a three-month free employee replacement guarantee. If the employer wants to get a big discount, then you can offer him to recruit staff without a guarantee with a 25% discount. You can also come up with various additional services for the client, the price of which varies from 5 to 15 thousand rubles.

How can you optimize current expenses? Transfer accountants, lawyers, cleaners, marketers to outsourcing. Distribute the functionality of the courier, office manager among the main employees. However, experts do not advise cutting the salaries of employees, because people need motivation. The office is the face of your company, and it should look decent. Normal communications and working equipment, databases from work sites are also needed. You can move to a home office, but this is no longer a business, but a freelance job. You can save money by buying real estate and reducing rental costs.

Now about that how to recruit employees for an agency. A good HR can be a graduate of the psychological, pedagogical faculties or personnel management. If the education is different, then you need to see if the person has a long-term personal motivation to work with the staff. Therefore, we need people who are interested in interacting with people, selecting, evaluating, organizing them. Any novice employee can engage in search, but only intellectuals with analytical abilities and a critical eye can engage in personnel assessment. A person must be psychologically balanced, be able to abstract. He must be able to listen, but at the same time isolate the necessary information from the point of view of its correspondence to the employer's map, that is, the portrait of the desired employee.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

There are agencies that only hire experienced HR. We most often take people with no experience or with minimal experience. It is easier for me with young and beginners, I myself create qualified specialists from them. It happens that people with experience also come, and if our assessment systems coincide, we work together. How do we attract to our agency? Training and the fact that we give the opportunity to gain serious experience in one or two years. After all, no one needs a personnel manager without experience in enterprises. In our company, managers become professionals in a short time - from six to 12 months of work.

Where is the best place to locate an office? recruiting agency? It is important to have parking and a separate entrance. As a rule, this is an office center or a separate building. The room should be from 20 sq.m. depending on the number of employees. It is advisable to have a separate room for interviews.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

Daylight, communication with the outside world, fresh air and air conditioning are important to me, because these are intellectual activities. Lighting should be normal so that the eyes do not get tired. Our ceilings are high - more than two and a half meters, do not press. The minimum area for 2-3 managers is 18-20 sq.m.