When you work in HR, there is seldom time to do proper recruitment. There are too many steps to the ideal process and too many authorisations to obtain. Then there is the advertising and screening process that can be very long and time consuming.

1. Staffing Agency: No more Personnel Stress
When you work in HR, there is seldom time to do proper recruitment.
There are too many steps to the ideal process and too many
authorisations to obtain. Then there is the advertising and
screening process that can be very long and time consuming.
This is why many HR professionals – even in small
companies – revert to appointing recruitment agencies to
deal with the more tedious parts of the recruitment
process. The recruitment agency is paid either a retainer or
a placement fee for every successful placement of a suitable
candidate. Placement fees take the risk of making a placement
off the shoulders of the employer. Instead it ensures that the
recruitment agency does thorough screening and interviewing before
presenting candidates for the available position. It also means
that should the candidate leave the company within a certain
period of time, the company has a replacement guarantee.
Why our clients rely on our Hiring Process
The process of hiring a staffing agency is fairly simple. Just like any other service provider, the
agency needs to present the company with their terms and conditions. Once these have been
signed, the company can allow ‘job specs’ to be forwarded to the agency. ‘Job specs’ contain the
requirements for the position, as well as the characteristics and qualifications of the ‘ideal’
candidate.
It is standard practice for the staffing agency to have a ready database of candidates that may be
suitable for the position. If they don’t, they will advertise in the most applicable forums (e.g.
newspaper, websites etc.) detailing the position and what is expected from them. Usually the agency
will collect about ten applicable CVs and hold screening interviews. From these interviews the agent
in charge of the ‘job spec’ will choose a maximum of three suitable candidates to present to the
client for consideration.
Our Team - industry’s Experienced HR Professionals
Here the HR of the company steps in again. The shortlist of candidates provides the HR professional
with just enough choice to make a decision and not too much information to waste time. S/he will
interview the candidates and if one of them is the ‘ideal’ candidate, they will let the agency know
that they would like to make an offer. If none of the candidates are suitable, the agency has to start
the process again.
Throughout the process, the agency is required to keep its client informed of the progress being
made and the quality of candidates applying for the position. If there seems to be a problem with
either the ‘job spec’ or the candidate quality, the agency and the client can work together to address
the situation.

2. Once a placement is made, the agency will facilitate the negotiations as well as the settling in period
for both the new employee and the client. This is one of the ways that the recruitment agency can
monitor the progress of the new employee and start preparing for a situation where they will need
to recruit a replacement.
If the client and the recruitment agency work well together, it usually means that there is a stress
free recruitment process.