Recruitment agencies are readily growing, presumably due to the elevating trend of employers delegating tasks and employees finding convenient job opportunities. The major mutual reason is the fact that such an agency saves both the parties their time as well as their money. They simply match the CV of the job-seeker with the criteria of the employer, thus making a healthy bond.
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Recruitment agencies are now working in separate sectors, for instance, marketing. This way, companies can be assured that an agency is proficient in a particular niche and can provide the required level of service. While some recruitment agencies only charge the employer, larger ones that handle campaigns for multinationals tend to charge a small fee to the employee, as well. Because charging the employee is a normal practice, you must look for other helpful factors that can help you choose the perfect agency and to avoid scams as far as possible.
Recruitment agencies have a lot to offer; while they can save your drowning business, they can also provide a fresh start to a new business. These, however, are not the only reasons businesses hire recruitment agencies. Several factors contribute to this:
· The company might not want to publicize their job requirements.
· The company may be too small to have a separate recruitment department and, thus, to conduct proper interviews,
· The company might not approve of the idea of advertisements.
· Past experiences with advertisements may have been disappointing.
· The company might want employees for a specific department with a particular skill.
Whatever the reason may be, the fact that does not change is that a recruitment agency brings with it numerable benefits. For one, your time is saved as no time is spent in creating a detailed job description, viewing applications, short-listing candidates, interviewing them and finally hiring some. The hassle is taken care of by the agency. All you have to do is to pay an affordable amount of money and you can let the experts take care of the rest!
Another benefit is the fact that the agency will probably get hundreds of applications and thus choose the best candidate possible. You can also benefit from the various deals offered, considering your requirements. Also, a recruitment agency poses lesser of a risk, because even if you are unsure about replacing your workforce, you can get it done temporarily and see how it works. On the part of employees, going for a recruitment agency is highly beneficial since several large firms now prefer hiring workers through the web. You would not want to miss out on the opportunity!
The Conduct of Employment Agencies and Employment Business Regulations 2003 states that neither an agency nor an employment business may introduce or supply a work seeker to a hirer unless it has obtained confirmation -
a) of the identity of the work-seeker
b) that the work-seeker has the experience, training, qualifications and any authorisation that which the hirer considers are necessary, or which are required by law or by any professional body, to work in the position which the hirer seeks to fill; and
c) that the work-seeker is willing to work in the position which the hirer seeks to fill
Despite this, it is becoming prevalent for reputable legal recruitment consultants and candidates to fall victims of underhand tactics deployed by some legal recruitment agencies. And, of course, this issue has only been augmented by a tough legal recruitment market and heightening competition between legal recruitment agencies.
When a candidate has submitted their CV to a legal recruitment agency, it is usually for a specific legal job that they have seen advertised. However, the issue of less reputable agencies sending candidate's CVs to vacancies other than the one that the candidate had originally applied for (without consent), is becoming more and more widespread. In some cases, legal recruitment agencies in question may have even sent the candidate's CV to law firms on a speculative basis, despite the firm not actually having a legal job opening.
Unfortunately, there are two people who suffer from this devious approach; the candidate, and reputable legal recruitment agencies that abide by the law. If an employer receives an application more than once, a conflict of trust arises between the legal recruitment agency and the client, the agency and the candidate, and most regrettably, the candidate and the prospective employer. One of the most upsetting consequences could be that the client rejects a candidate who is perfectly suited to the role. Often legal recruitment agencies playing by the rules will miss out on a fee, as in the time that they have been waiting to obtain a candidate's permission, another agency has already submitted the candidate's CV to the firm without consent.
Many law firms and legal departments operate a PSL (preferred suppliers list), in order ROV Supervisor jobs to cut down on the number of legal recruitment agencies that they use. Unfortunately, many blindly trust that the agencies are following the law and have the interests of all parties in mind, which is not always the case. The best method for combating cow-boy recruiters is for law firms and legal departments to use legal recruitment agencies with a good and trustworthy reputation.
It is always advisable for candidates to call the agency before submitting their CV - reputable legal recruitment agencies will be delighted to discuss the candidate's requirements and advice of their policies about sending out CVs. It is not recommended to use more than one agency, as a well-reputed legal recruitment agency will have a thorough knowledge of all the available legal jobs on the market, and will be able to apply on a candidate's behalf to any that are suitable. This will help the candidate to keep track of where the CV has been sent, and will help avoid duplicate applications.