Marketing, contracts, goods, advanced
training, internal quality audit
not only recruiters, but also the customers acknowledge fallaciousness of the
practice, at which several agencies are to be fulfilled one and the same order.
In environment of the competitive fight the agency task is becoming not
revelation of the best nominee as a
result of painstaking search, detailed interviewing and verification of
recommendations, but the most prompt attempt to claim all formally acceptable nominees and presentation of their resumes
before competitors. This case has no place and time for the thought-out
strategy of the sourcing and application of various methods. As a consequence, the customer remains
dissatisfied by the service and appeals to the still greater circle of agencies
transforming the scheme into a circulars virtuoso [2, 13, 50 and 110].
Sometimes very opposite
recommendations could be met: "Very important decision at interaction with
recruiters is to select two-three agencies working in the desired area and say
them: ‘If you will be the first to find the required nominee for me, even at a
minimal prepayment, I will cooperate in future namely with you’ ” [12, 5].
Certainly, the words "the required nominee for me” may be read as "the most
suitable in terms of specification”, but all the same, the key words are "the
first to find”.
On the other
hand, the exclusiveness of an order provokes the agency "to sell an available
nominee only because there are no other nominees” (7).
Shekshnya  explains backbone of similar negative cases in such way: "At
present very many recruitment agencies exist, since this business does not
require large investments, and anyone can establish it. As a result, they are
not able to compete between each other professionally, and they start to
compete under use of underpricing, spreading of negative information on their
competitors and blackmailing of companies”.
And yet the
thinking on competition between the agencies would be better to close by the
following phrase of the recruiter from Sumy
: "for withstanding the competition within the local markets it is enough
not to kidat’ (cheat) anybody”.
To my opinion, the talking on direct
competition between the agencies is somewhat meaningless, since they close at
most 5% of the appearing vacancies; other 95% are being closed by
HR-departments of consumers, through acquaintances, media and other traditional
sourcing methods [32, 39, 56, 64 and 77].
The recruitment agencies shall fight namely for some parts of these 95%
captured by indirect competitors. In this situation the image of the recruitment
community as a whole is imperative : "at present the concern for image of
our professional community is much more beneficial for us than concern for
anybody’s own image. However, the situation is still such that the joint image
of the community is far beyond images of some of its members. But it should be quite
The search for
consumers is described with great fullness in : specialized, departmental
and business publications; advertisements in media on open vacancies; fair of
vacancies; advertisement of the agency in every place, to which the potential
clients are addressing ("yellow pages”, internet and reference books); direct
distribution; veiled marketing events like "Review of salaries”; search for
clients "under star”. However, the best means to attract new clients is a high
service provided to the clients and nominees.
preparation and package of the "goods” have been described many times,
carefully and with strong affection [13, 18, 21, 25, 26, 29, 31, 34, 35, 36,
41, 54, 55, 58, 62, 65, 70, 93, 101,
103]. And the affection is so strong that the longing desire to show all the
capabilities prevents the agency from hearing the client. For instance, the
client would like to be restricted only by the service on looking through the nominees
responding to a paper advertisement, but he is burdened by the whole cycle
recruitment [13,19 and 85]. As a problem, a different meaning of the "goods” is
described: what is the "goods” in a deal – service or human being (even if it
sounds cynically)? [7, 85].
decision on hiring is influenced not so much by the nominee per se, as by its
"package”, composition of which may be on client’s mind as follows :
1. Name of the
agency ("The good agency cannot send bad nominees”).
2. Personality of the consultant ("Such
competent and pleasant person cannot make an error”).
3. Accuracy of work ("You don’t
say so! – they promised to send at 12 and sent at 12!”).
4. Payment ("It cannot be bad
for such money”).
Detailed and transparent resume ("I read the resume and see the live person!”).
6. Good prepared interview of nominees ("This agency presents quite other peoples”).
business specificity forces to examine not only the "goods” but the
buyer-customer as well. It means comprehensive study of the company ,
participation in an interview at the customer , acquaintance with corporative
culture, future fellow-laborers and workplace of the nominee [2, 85].