How to start your own recruiting agency. How to open an HR agency from scratch, where to start and how much you can earn. Building a customer base

* 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 former with the selection of a candidate according to the stated requirements, and helping the latter 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 forming a fund working capital until the project is paid off. 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 led to the formation complex system labor market. 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 professional search 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 is changing personnel services, the balance of supply and demand. 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 job seeker services;

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.

Discovering your 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 start a business with minimum investment, then a recruitment agency might be a good 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 applicants, 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 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. Important for a recruitment agency business qualities entrepreneur, his acumen and purposefulness. 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 temporary contract the recruitment agency concludes 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 in certain deadlines 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.

AT general view 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 trial 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 staff 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. Big competition in the market of recruitment services determines the important role of the reputation and advertising of the recruitment agency. Therefore, the basis marketing plan is a meticulous workmanship advertising campaign and working methods.

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. For determining target audience it is necessary to study the business environment of the city, to identify the most promising industries and companies. Informing can be carried out through several channels: sending information to email potential clients, "cold" calls with offers of their own services, presentation of their agency with the provision of a portfolio or advertising booklet, participation in various business events, website promotion on the network.

In addition, an important stage of promotion is the formation competitive advantage 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 promotion of recruitment agencies. Firstly, this tool simplifies the process of interaction with potential customers. Secondly, it increases business reputation organizations. 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. To visit the site a large number of users, you need to bring it to the TOP 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 advertising, it is necessary to conduct a presentation of the recruitment agency or provide advertising material, which 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 process of payback on 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. Average income 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

Buy 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

	Document	Characteristic
	Contract for the provision of recruitment services	The contract regulates the relationship between the agency and the customer. Separately, the issues of guarantees and liability, as well as confidentiality and dispute resolution, should be spelled out. The more detailed the procedure for the relationship of the parties, the less the risk of disputes. It is recommended to show the contract template to a lawyer to make sure that the document is drawn up correctly.
	Application for selection	This document describes the requirements of the customer to the candidate and general terms and Conditions his works. The application is the same full-fledged document that needs to be sealed and signed by the parties. It is more convenient to sign one contract, to which applications are then supported as annexes.
	Questionnaire for the applicant	In case the applicant does not have a resume, the agency should have a template application that the applicant can fill out. These questionnaires are processed and later entered into the database.
	Forms of reporting of managers of the recruitment agency	Managers' reporting allows you to track the structure of their work and evaluate the effectiveness of work on vacancies.
	Management reporting on the activities of the recruitment agency	Management reporting allows you to systematize the work and includes: monthly reporting of managers; monthly reporting on vacancies that are in work; monthly financial statements. Maintaining these reports will allow you to control all work processes
	Employment contract with a recruitment agency manager	Standard contract between employer and employee
	Job description recruitment manager	The instructions describe all the functions that employees perform
	Resume Standard	The agency must have a standard resume form that is sent to the client. Therefore, all CVs of suitable candidates must be re-formulated in accordance with this template and processed (in particular, the contact details of the applicant must be removed)
	The structure of the conclusion based on the results of the interview	Some customers request not only a resume of a candidate, but a resume with a detailed conclusion from a recruitment agency. The conclusion should state why the candidate is approved by the agency, why it recommends the candidate, etc. For such a conclusion, a template is also required.

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. Annual usage cost software will average 50,000 rubles.

4) Recruitment. On the initial stage business, for the functioning of a recruitment agency, it will be enough to have two employees on the staff. It’s good if employees are generalists, because when working with personnel, you will need professional quality marketer, sales manager, sociologist, psychologist. Them wage is 10-30% of the deals made, 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, you should focus on the following requirements: higher education, developed sales skills, experience in working with an array of information, confident computer skills, knowledge of the basics of personnel selection, communication skills, competent oral and written language 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 legislative 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 in government bodies. For reference commercial activities an LLC is registered with a simplified taxation system (“income” at a rate of 6%). For registration legal entity must pay a state duty of 3000 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. Price 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 funded 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, start-up capital recruitment agency can be 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

About 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 ROI is 28% and internal norm profit 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 negative factor for a 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 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 conduct active 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 hired the candidate probation, and then hired him informally, hiding it 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, personalized access to the database should be provided (user identification at login, use of " electronic key”), as well as the use of reliable software when creating a database.

Negligence of employees, leading to losses, lack of motivation, which leads to low work efficiency. Unsatisfactory performance of agency employees can lead to low sales and financial losses. To avoid this, systematic control, financial motivation, and standardization of personnel work are necessary. The easiest way to reduce this risk is at the recruitment stage. It is necessary to carefully select employees and offer them profitable terms jobs that can attract experienced employees.

Summarized data on the analysis of the risk component of the project are shown in Table 7. Thanks to the quantitative risk assessment, it is possible to establish what managers should focus on and what measures should be taken to minimize losses.

Table 7. Quantitative Risk Analysis

Name of risk (risk groups)	Probability of occurrence (0-1)	The significance of the risk for the activities of the enterprise (0-10 points)	Risk assessment (item 2*item 3)
Reaction of competitors
Problems with rent
Seasonality of sales
Information risks
Business underfunding
Delay in payment under contracts
Risk of database theft
Staff problems

In accordance with the above calculations, the most serious risks are the risk of the reaction of competitors and information risk. In the first direction, it is necessary to pay Special attention the formation of competitive advantages, and in the second - carefully check the information about each customer and candidate.

Thus, in the work of a recruitment agency, a well-functioning system for searching and recruiting personnel, a system for attracting customers, the ability to quickly respond to changes, know the trends in demanded positions and carry out high-quality work on the formation of a database are important.

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In this article, we will tell you how to open a recruitment agency from scratch step by step and how promising this business is. Recruitment agencies are specialized organizations that provide services for finding employees or jobs. That is, they help organizations to recruit staff, and citizens - suitable vacancies. The development of the labor market has reached a point where it is difficult for employers to recruit staff on their own - there are too many offers. Therefore, they turn to professionals.

Types of recruitment agencies

A good idea for a service industry business is to open your own recruitment agency. These organizations specialize in recruiting employees for employers and finding current vacancies for job seekers. The demand for such services is gradually growing, although it cannot be called high yet. The point is that most companies have personnel manager tasked with recruiting staff. It is often difficult to prove the need to attract specialists from a recruitment agency.

To successfully promote such a business, you will have to actively advertise yourself and present services. Forte recruitment companies in that they solve the problem of staffing, think through all the organizational issues and do it more professionally than the business itself could.

Recruitment agencies are divided into 4 types:

• recruiting - specialists of a wide profile, help to select any employees for any organizations;
• for the selection of employees - similar to recruiting, but most often they specialize in a particular industry or provide turnkey services, that is, they complete the staff from and to;
• job search - help job seekers to find a job, select vacant positions, register for interviews, and also conduct trainings;
• headhunters - find and "poach" new job specific professionals.

Recruitment Agencies Help Organizations Recruit Professionals

recruiting agencies

The most common type of recruitment agency is recruiting firms. They provide a wide range of services: from finding a specialist for a specific position to assistance in compiling staffing and staffing on a turnkey basis. From the point of view of profit and competitiveness, this is the most profitable way of working: the more services, the more customers.

To increase income, such companies in most cases work on two sides at once: they help employers and look for vacancies for individuals. The income of recruiting firms is the reward that clients will pay them after a successful search. With employers, the amounts are usually contractual and depend on the rarity of the specialist. For private clients, a fixed amount is usually determined.

Recruitment Agencies

Another option is to open a recruitment agency for recruiting personnel with specialization. For example, look for employees for trade, medicine, education, or any other industry. This approach greatly narrows the number of potential customers, but allows you to focus on the quality of the search. Specialized recruiting companies can not only search for them, but also conduct interviews, tests and other checks.

The responsibility of such agencies will be much higher together, fortunately, with an average check from a client. They are responsible for each brought employee, guarantee his professionalism, because they conducted an interview and tested. In the staff of such an agency, it is desirable to find a "recruiter" responsible for specialization. Requirements for him - specialized education and work experience in the profession. This specialist will be responsible for checking candidates for the position, the criteria for their selection.

job search agencies

The help of recruitment agencies is needed not only by employers, but also by people looking for a job. Despite the abundance of online resources with vacancies, very often people cannot find Good work independently and prefer to use the help of professionals. The applicant fills out a questionnaire, tells the agency about his wishes for work and salary. Specialists study available vacancies, make a list, record the candidate for interviews and accompany until the conclusion of an employment contract.

In addition to directly searching for vacancies, such agencies provide training: trainings, master classes and even courses for job seekers. They are taught to successfully pass interviews, write a resume, conclude employment contracts. This direction can also bring good income, as people are more and more interested in self-development.

Some agencies even conduct interviews and tests for potential candidates themselves.

Headhunters

Headhunters are specialists in finding specific employees for a specific position. As a rule, they work with highly qualified employees: they “poach” them from one company to another. Such services require special skills, this is a delicate and difficult work.

Headhunting is a task that only experienced and advanced personnel officers can do, it will not work to create such an agency from scratch. Yes, and the demand will be uneven, since it is impossible to directly write in advertising that the agency helps to take employees from one organization to another.

International Agencies

Another popular area of ​​work is employment abroad. It is also possible in two directions: helping Russians find work abroad and helping foreigners get permission and settle in Russia. International Agencies are engaged not only in search, but also take on a significant part of the document flow.

Due to the specifics, the services of such companies are more expensive: more difficult to search, more risks, more documents. However, without experience, from scratch, as in the case of headhunting, it is better not to start in this area. This is a niche for those who have already worked for international market labor and studied its specifics. In addition, the fines for violating immigration laws are so high that they can put the existence of a business in jeopardy. Yes and dissatisfied customers may sue for damages.

Pros and cons of recruitment agencies

We examined what a recruitment agency is and what types of such a business are. But how promising is this? We will try to evaluate what prevails in recruitment agencies: pros or cons.

The advantages include the ability to receive high income without the cost of raw materials, equipment and other costs associated with most industries. These are intangible services, the quality of which depends on professionalism, and not on investment. The initial investment will be modest, which also attracts start-up entrepreneurs. Another advantage - growing demand. The demand for recruitment agencies is growing because it is profitable for companies to save on their own HR manager. From their point of view, it is better to pay professionals once than to keep a specialist on staff, whose services are needed from time to time.

As for the minuses, but this can include the non-obviousness of demand. This is especially true for recruitment companies that specialize in finding vacancies. It's not about high competition, it's just that most job seekers are used to looking at vacancies on their own and are not ready / cannot spend extra money. The work of a novice recruitment agency will be associated not only with the main profile, but also with its own advertising, promotion in social networks.

Recruitment agencies can help not only employers, but also people looking for a job

How to start your own recruitment agency

Opening your own recruitment agency is quite a feasible task even for a start-up business. In short, this is due to simple registration, the ability to quickly open an agency and make a profit.

As for any startup, you first need to draw up a business plan, where to calculate all the costs, potential profit, determine the type of future agency. Practice shows that recruiting firms are the most successful in commercial terms. A wide range of services, work in several profiles increases the number of clients, and hence profits.

List of documents

The work of recruitment agencies is not licensed and is generally poorly controlled by law. Only official registration and timely payment of taxes are required. Such a business can be conducted in the format of an individual entrepreneur or LLC. It is faster to register an individual entrepreneur, but an LLC does not provide for personal liability.

Thus, to start a company, you will need:

• registration certificate;
• bank account.

Premises selection

You can open a recruitment agency at home or online, but such a company will be less credible than an organization with its own premises. Therefore, it is worth thinking about a small office with jobs. It is desirable to locate it in the central part of the city or in a large office center. The point is to be in front of potential customers. Another option is to open near the tax office, bank branch or any government agency where employers often visit.

Personnel business - modern direction in the service sector. Therefore, the office must be modern. Pay attention to design and decoration, select fashionable furniture sets, create an atmosphere of trust, mutual benefit. Of course, the agency will ultimately be judged by its deeds, but the office is the first impression.

The income of a recruitment agency directly depends on its efficiency and professionalism.

Necessary equipment

Staffing agency equipment computers and internet. Nothing else will be required. Managers work exclusively there: they look through the database of vacancies, correspond with employers, and study resumes of applicants. Each manager should have his own computer and phone.

In addition, you will need:

• telephones;
• office equipment (printers and scanners);
• furniture (tables, chairs, cabinets, racks);
• stationery.

Everything optional equipment you can buy gradually, enough tables with computers and good internet. During the first year of work, you need to prepare your site: this will business card a company that will help you a lot in attracting customers.

Business plan with calculations

Let's summarize the costs of launching a recruitment agency in the form of a list of costs:

• state registration - 800–4,000 rubles;
• rent of premises - from 30,000 rubles per month;
• purchase of computers and furniture - 100,000 rubles;
• website - from 10,000 rubles;
• advertising - from 15,000 rubles.

That is, the opening can be laid in 200 thousand rubles. This is a relatively small amount. But the risk is that it is almost impossible to calculate how quickly the investments will pay off. The success of the company, that is, the number of customers and revenue, directly depends on the efforts of the company. Advertising, social networks, direct appeals to firms through letters and cold calls help to accelerate the exit to net profit.

Conclusion

Recruitment as a business - promising direction in the service sector. The clients of such agencies are employers and individuals, job seekers. The range of services of personnel companies is wide: from finding a job for a specific person to drawing up a staffing table and staffing on a turnkey basis. As an additional source of income, they use assistance in compiling a resume, trainings, and courses. Volume seed investment- 200 thousand rubles.

Sometimes very hard to find interesting work with decent salary, then the employer is unreliable, then the salary is too low. But for employers, the search for worthy candidates for a position is no less a hassle. Sometimes a small business or firm does not have a human resources department. Therefore, they do not have people with the necessary skills to select qualified personnel. Therefore, a business that allows you to bring the employer and employee together will be quite in demand.

How to open a recruitment agency

Today there are several types of recruitment agencies.

Recruitment Agencies

Such agencies are busy looking for employees commissioned by enterprises and firms. Accordingly, the employer pays. This form is convenient for both employers and job seekers. By submitting an application to a recruiting agency, the employer expects a competent selection of suitable personnel.

job search agencies

As a rule, the unemployed apply to such offices so that the agency finds them a suitable vacancy. Services are paid by the applicant.

Combining the search for employees and the search for vacancies

This type is the most common. In such a company, a database of job seekers and employers is created. They can work both at the request of the employee and at the request of employers.

Headhunters

These are special agencies involved in luring highly paid employees from one company to another. The provision of such services is associated with certain difficulties. The search for highly qualified employees is complicated by the fact that they, as a rule, already have a job, there are not many of them, and it takes a lot of effort to get them to change it.

What is needed to open

Consider what needs to be done to open a recruitment agency step by step. Here are the main steps to go through before starting a business:

• draw up documents for the right of ownership;
• choose a room;
• purchase equipment;
• draw up a business plan.

The documents

First you need to register with the tax office. Registration can be done as individual entrepreneur(IP), or you can register a company with limited liability(OOO). To become an individual entrepreneur and pay a single tax, you need to select codes of the all-Russian classifier species economic activity(OKVED).

Below are OKVED codes, which must be registered to open a recruitment agency:

• provision of labor recruitment services 74.50.1;
• provision of recruitment services 74.50.2.

The paradox of today's labor market is that, on the one hand, in many regions there is unemployment, an excess of specialists in some areas, and, on the other, a shortage of skilled labor. This happens because the employee simply does not correspond to the place of his work. It is the recruitment agency that is designed to effectively recruit staff, ultimately satisfying the needs of the employer and the interests of the employee.

What in a recruitment agency, as a business, attracts newcomers: firstly, it is a low-budget start, secondly, relatively weak legal control, and, thirdly, the apparent simplicity of earning. In fact, while the first two statements are quite legitimate, the third is completely wrong. Income from this type of business is unstable, moreover, it comes with a delay. The search for personnel can be carried out for weeks, but they will pay for high-quality selection a little later, after employment, or even a trial period.

In addition, a recruitment agency is multifaceted and can perform a number of functions. Often this is a field for the work of scammers who resell vacancies several times, or distribute non-existent or outdated vacancies at all, at worst, they engage in absolutely illegal actions. But with such a reputation you won’t go far, so let’s look at how to organize the right recruitment agency.

Before we start

A recruitment agency may specialize in certain types of activities.

employment agency. The main task is to select an extensive database of vacancies. Income consists of the payment of applicants for the information provided: either for several specific vacancies, or full access to the database for a while. Payment is withdrawn either before the provision of services or after employment. In the second case, the agency takes a certain risk.

Recruiting agency. Carries out purposeful selection of personnel for specific requests of the employer. Works for the result, since the fee is paid only after the registration of the employee. In addition, in this case, employers most often pay in the amount of 10-20% of the annual salary. A narrow focus of a recruiting agency may be specialization in certain industries. In this case, the manager has certain specific knowledge, and can better select narrow profile staff. These include also recruitment agencies for work abroad.

Headhunting agency - aerobatics recruiting. His circle of interests includes only high-class specialists, the number of which is very limited. To do this, the agency uses various methods, including the poaching of already employed specialists.

You can expand the scope of your activities by combining several areas in one recruitment agency, or open a deeply specialized agency and become the best in your field.

Main risks: it is very difficult to “promote” a business. A lot of time is spent on creating a database of vacancies and applicants. Failure to comply with the terms of the contract is possible both on the part of employers and applicants. Both parties do not always provide truthful information, as a result, all claims are sent to the recruitment agency. In addition, they often try to evade payment for agency services.

“Step-by-step instructions on how to open a recruitment agency”

Location

The location of the office in this business is very important. The more respectable impression you want to make, the better place to choose. The courtyard is not the best location.

So, focus on a good transport interchange, the best location in the city center, for example, in a business center. The area of ​​the room itself can be small - 15-20 m2. But a pleasant environment should inspire confidence. It would be nice to divide it into 2 zones: a waiting room and an interview room.

Equipment

The list of equipment is quite narrow: furniture, computers and office equipment. If you have chosen a certain corporate style for yourself, then you need to make the appropriate repairs and purchase furniture in a suitable color scheme. Make sure the client is comfortable. Be sure to purchase a cooler, a coffee maker, so that it is always possible to offer a cup of tea or coffee.

We can say that the main means of labor for a recruiter is data. Therefore, initially you will have to invest in the right to access closed employment databases, create your own, secure database. In addition, develop profiles for candidates, they should be unique for your agency. Additionally, a psychologist can order a test to identify certain abilities of the candidate, his hidden motives and characteristics.

You should have up-to-date information about the city's business environment, salary levels, labor market conditions, and the latest requirements for key specialists for your agency. Developed trainings, advanced training courses can become your intellectual property, but, as a rule, already developed recruitment agencies are engaged in such activities.

Personnel

You yourself can become the main employee in your agency. In the most minimal set, you will need a secretary who will receive and make calls, search for information on the Internet, and replenish your database. You can also conduct an interview directly.

At the second stage, most likely, you will want to expand your business and hire a good recruiter. This should be a specialist who will understand legal framework in the world of work, have skills in personnel management and, of course, be able to balance between the requirements of employers and job seekers. In the future, a psychologist can be invited to the staff, who will compile individual questionnaires for each request of the employer, test some personnel (whose work, for example, is associated with a high level of nervous tension).

The earnings of hiring managers, as a rule, depend on the number of transactions carried out and range from 10 to 30% of the fee. At first, an accountant, a system administrator can be invited.

Documents and licenses

This type of activity does not require a license, registration takes place in the general manner, as an individual entrepreneur or LLC. But at the initial stage, it is not recommended to register a legal entity, for this you will have to spend money on the state duty when opening it, issue the appropriate account at the bank, make a contribution of 50% of authorized capital and payment of a number of additional taxes. IP in this sense is much simpler.

Take care, however, of the legally high-quality execution of the cooperation agreement. It is necessary to prescribe all the nuances, obligations and rights of the parties, which will warn you against problems during work.

Marketing

The employer must be approached from the side of specialized magazines, outdoor advertising and direct contact. It means the direct calling of companies and enterprises of the city with the offer of their services. This may take a lot of time and effort, but small towns gives good results.

Suitable contextual advertising and teasers on employment sites, as well as universities, training and retraining centers. After working out a certain portfolio, you need to open your website, where both employers and job seekers can leave applications online, fill out a questionnaire or make an appointment with a recruiter.

Summary

At the initial stage, a recruitment agency requires such investments in rubles:

Furniture and equipment - 80-100 thousand rubles
-Repair - 200 thousand rubles
-Internet, phone and software - 20-45 thousand rubles.
- Rent of premises and utility bills - 15-25 thousand rubles.
-Advertising - 4-6 thousand rubles
- Additional expenses - 5 thousand rubles.
- Registration - 40 thousand rubles.

The income of the agency is curled from the salary of those specialists whose selection you are engaged in. You can count on profit only by 2-3 months of work. Closing several applications at the initial stage will bring no more than 60 thousand rubles. A small agency, after it "gets on its feet", brings 100-200 thousand rubles a month. Thus, the payback is predicted by experts in about 3-4 years, since the profitability of activities is low - 10-20%.

Opening a recruitment agency is not difficult and costly. If you wish, you can start to conduct it even from your own apartment. Drawing up a business plan with a preliminary detailed market analysis will reveal all the benefits and risks this project.

Labor market analysis

Recruitment agencies are intermediaries between the employee and the employer. There can be many options for work, but there are only two main ones:

• You are approached by an employee for help in finding a job;
• You are looking for an employee for an employer.

At the initial stage of creating a business, engage in both types of activities. To understand what type of agency is best suited for this type of activity, it is worth conducting a market analysis.

It makes sense to open a recruitment agency in a city that has a sufficient number of residents and businesses. In small towns, as a rule, people get by with the recommendations of relatives and acquaintances when applying for a job, moreover needed help provided by the employment service. The larger the city, the easier it will be to develop - there are more applicants and employers, and it is impossible to track all the vacancies.

Choice of agency activities

After analyzing the market and competitors, you can choose the main direction of your agency at your discretion. Of course, you can combine several activities.

Work with applicants - employment on applications

In this case, a job is selected for the applied specialist. In addition to direct employment, you can offer interview preparation services, help in writing a resume. Most often, the employment process does not occur after visiting one employer. In this case, if the candidate has paid a certain amount, he is offered other options for his employment. If the candidate goes to a certain position, then the contract states that payment for employment will be made after the payment of his salary. As a rule, such workers are valuable specialists with a high level of payment.

Work with employers - selection of the right employees

The employer receives an application to search for the specialist he needs. In such an application, all the requirements for the candidate are set - education, work experience, length of service, etc. If the agency has a suitable candidate in its database, it calls him for an interview, after which he sends him to the employer. If not, advertisements are given in the media, on Internet sites, television.

Payment here can be made in different ways. Best Option- conclude an agreement with the company that has applied for the selection of an employee. Employers are not very willing to do this, but it still happens. In this case, when finding a specialist, the company will pay you the amount laid down in the contract. It can be a percentage of his salary or a specific amount. It is very important to draw up a contract correctly, in which all these conditions will be spelled out, signed by both parties and sealed.

Mass employment

The application is made for a whole team of employees. This is practiced when the regions include "networkers", that is, enterprises whose head office is located in large cities - Moscow, St. Petersburg and others. These applications are very profitable. To participate in such a project, you need to be quite famous in your city, have an impeccable reputation, as well as a staff that can cope with such a task.

Building a customer base

You should start building lists of potential customers even before the moment of registration, in order to get started faster. You can form such a base from your own home. If you worked in Human Resources or Human Resources prior to starting your business, this process will go faster for you. As a rule, former "personnel officers" already have potential clients, and there are connections with colleagues from other enterprises. Can be taken to work former employee personnel department.