inside the Agency
Usually the recruitment
agencies are rather small, and their
employees are numbered within a range from 4 to 60 persons . However, the recruitment
agency’s size per se is not the quality
index: the small-size agencies of national scale are known, as well as local
multi-office agencies .
A lot of questions is closed on the director and solved directly with
him. Some authors see any advantages in such style, for instance, responsiveness
(49), personal and business links in the branch [38,112]. However, others approve,
not unfounded, the merger and structuring of agencies, as well as their specialization,
when any professional group exceeds 25-30% of the total number of orders
[5, 7, 23, 46, 64, 65, 70, 72, 78, 102]. Absence
of specialists in any required business area shall be compensated by
availability of specialized companies-partners capable to render professional
consultation and/or assessment of nominees .
Some sources indicate consumers’ tendency to work with a concrete recruitment
agency’s consultant, the most pleasant one for
them : "the company’s personnel manager hands over his work to the recruitment
agency’s consultant, but he remains in
charge of the final result. And he would like to look in eyes of the man,
responsibility for activity of which he has undertaken”. As to the agency,
there is a direct danger for it to lose the operating quality at possible
resignation of this "irreplaceable” employee . "Therefore many agencies develop
their planes of succession…, involving all the key employees. In this case the
knowledge and properties are being identified to be possessed by the successor,
and possible candidates of required or expected qualification are being reserved”.
The recruitment agency shall not receive a great shock at opening that a new arrived employee
has his "own” consumers and may depart also with them. As one of the possible
options according to , the newly hired employee should compose a list of
his "own” consumers, whom he has right to "take away”. Besides, the employee
and recruitment agency’s manager should sign
an agreement on mutual obligations to keep the confidential information
including obligation of the employee not to "take away” any recruitment
Majority of recruitment
agencies has hierarchical organizational structure of two or (rarely) three
levels. In small agencies the director is not only manager, but also "playing
coach”, PR-responsible and marketer. The recruitment
agency staff is divided usually along three ways: companies, nominees
and development of technologies . No other models of internal interrelations
were found within a framework of this review (not speaking on their analysis).
The theme of recruitment agency employees’
motivation is considered probably uninteresting or confidential. In any case
only some traces [22, 85] were found on this subject at composing the review.
to be continued...