How Online Recruitment Agencies Can Help Employers

online-recruitmen- agencies

Talking about the traditional Online recruitment Job Portal it has always been a lengthy and time-consuming procedure. Placing ads in various media like newspapers and magazines was the first step for recruitment procedure. After that wait for the applications, Once the interested candidates have applied, organizing the received applications was the tedious and time consuming job to do. This extended procedure demanded lot of time and money.

On the other hand, online recruitment agency prepares and manages the well-organized database of the candidates and refers it to the employers. Employers always get a refined list of eligible candidates; this way they have to shortlist the candidates from smaller yet competent set. This saves a lot of time and effort. Sourcing candidates from networking, advertising or other methods is a method of an online recruitment agency. They have the expertise to comprehend a candidate’s skills and competency. One of the important aspects of  Job Portal is their evaluation process for the search for a perfect fit. This attribute of online recruitment agencies makes them very useful for the employers. Some online recruitment agencies assist the employers in preparing their ad campaigns. After the employer hires an online recruitment agency their ads are visible in all major job portals. This is an as effective promotional tool for the employer besides being an easy way for the selection of candidates. Online recruitment agencies are capable of providing the employers with a required number of candidates in case of bulk recruitment. Some of the online recruitment agencies offer such services at a flat fee which saves a lot of money. Many industry commentators have long been forecasting the decline of agencies, in the face of growing competition from job boards, internal recruitment teams, and social networking, but the industry continues to grow, and offer an important route for sourcing the best talent. Newer sources of recruitment may seem to preclude the third party recruiter, whilst client and candidate expectations change and evolve in line with technology, but there remains a core need for recruiting specialists to find talent for companies, and to help that talent become hirable. The best recruiters will have their finger on the pulse of their specialist markets and can give the hiring team insight into what is happening. They should know the available talent, where they are and how to reach out to them, salary rates, career expectations, available skill-sets, and current hiring complexities. If other businesses are struggling to find the same people like you they should be able to advise on alternative solutions. The best will act as partners and collaborators, and should still be your eyes and ears in the market. Some candidates are hard to find. They may be passive or they may be selective. If they aren’t responding to job advertisements, don’t see themselves as part of your ‘talent pool’ and are too busy to search full time then the chances are that they may have relationships with trusted specialist recruiters in your sector. Even if they aren’t currently active, there’s a strong chance that a good recruiter will know who they are and how to reach them. Agencies have many networks – each consultant, candidate, client or collaborator has the potential to leverage their networks to help connect you to people with a range of skills and experiences, many of who would be off the radar of an in-house team or hiring manager. A lot of talent attraction is aimed at attracting applicants, whether they are responding to an advert, applying on spec, or through your website. A lot of these people may not be good matches for the role hence a lot of time will be invested in filtering, assessing, matching and communicating with them. When we talk of a bad candidate experience it’s normally an application experience that we are referring to. Time and resource-poor recruitment teams may not be able to run a thorough matching process. Using a recruitment agency should mean that you see only candidates – job seekers who have been pre-selected to match all the criteria that you are looking for and who are worthy of consideration and interview. Large companies invest a lot of time and money in developing and marketing their employer brand, but many SME and smaller businesses don’t have the same resources. If you choose your agency wisely then they can give potential candidates a real insight into your business – what it’s like to work there, benefits and career openings available, and a feel for the culture.

Why WE?

Once you choose Career Planet Infotech as your personal career agent, you will have options, support, and guidance every step of the way. Whether you desire contract, contract-to-hire, or direct-hire placement, we will connect you to your ideal job with competitive pay and perks.

Related Posts