The debate on internal recruitment versus recruitment consultants continues to rage with supporters of each concept putting forth their irrefutable views and logic.
Identify the right and most appropriate recruitment consultant can be a somewhat daunting task as making a wrong selection can have some disastrous results. It’s something like hiring the wrong interior designer for your home and ending up in a royal mess. What is it then that you need to consider when you hire a recruitment agency that will definitely add value to your organizational manpower through the introduction of the best candidates and thereby, enhance your business’s brand image and performance. So, as you go agency hunting, first consider the consultant’s reputation, practices, policies and fees involved. This also applies to job hunters, when they select their employment agencies and which understand their special skills and proactively promote them.
It goes without saying that a recruitment consultant’s principal job is to identify the right talent for any job opening, permanent or temporary. Alternatively, he may even focus on a particular industry niche like nurse or executive recruitment only. However, any consultant who starts his own recruiting agency needs to evolve a proper business model or plan first before he embarks on the man hunting process. The business model is an inextricable part of his operations as it is on this that he will base his future recruitment strategies, growth and expansion procedures as also his marketing plan to gain clients. A basic business model for any recruitment consultant involves the following: