To open a recruiting agency, rent a room, hire a psychologist, lawyer, marketer, managers. Not only the success of the enterprise, but also your reputation depends on how competent the employees are. If the specialists involved by you will totally not satisfy the customers - word of mouth will spread this information around the business community too quickly. Therefore, from the very beginning, be extremely responsible both to those whom you employ and to those for whom you are looking for workers.
It is necessary
- - premises;
- - staff;
- - recruiting technologies.
Instructions
Step 1
Write a business plan in which you need to describe the service that you are going to offer in as much detail as possible. Decide what kind of personnel you are going to select - management, technical, production, service. Each specialization has its own specifics in the selection itself, in the promotion of services, and in the search for customers. Do not strive to become a "multi-station" agency - vague specialization will not lead to anything good. This is due, first of all, to the competition existing in the recruiting market.
Step 2
Make a staffing table. It depends on the business model you have chosen for your project. As a rule, a recruiting agency should have three departments, the functionality of which can be very conditionally described as follows: attracting a customer, searching for an applicant, and finance. If you decide to charge money for employment (that is, from job seekers) - this is one model; for selection (that is, from the employer) - another. In either case, you must have at least 3-4 managers for each of the two departments, directly occupied by personnel, accounting, a lawyer who understands labor law, a psychologist, a marketing specialist and technical staff.
Step 3
Consider qualifications (or competency cards). They should indicate what kind of knowledge and skills your future employees should have. It is also necessary to reflect additional requirements (gender, age, education, etc.). On the basis of these documents, draw up job descriptions, which, when hiring employees, ask them to sign.
Step 4
Develop test batteries, as well as cases - if you are going to deal with the selection of management personnel. Provide general questions for projection or situational interviews. Clear criteria for evaluating the resume of applicants will not be superfluous. The more formalized the process of evaluating candidates, the higher the chances that the selection will be performed at a high technical level, and the so-called "human factor" - the personal sympathy or antipathy of the manager conducting the interview, will not interfere with the matter.
