| Every business beyond the smallest start-up or | | | | industry: the recruitment agency. |
| family-run company has to deal with the staffing | | | | These businesses are based upon a model where |
| process. Successful recruitment of qualified people to | | | | they provide a candidate, or a pool of pre-screened |
| suitable jobs doesn't happen automatically; candidates | | | | candidates, to a client company seeking to make a |
| have to be attracted to apply, screened for suitability | | | | new hiring in return for a price. Some agencies are |
| and then the most qualified person selected from the | | | | paid only if the candidates stay beyond a |
| remaining pool of applicants. | | | | probationary period; others are paid on a retainer to |
| As staffing demands are fluid, flexible and dependent | | | | focus on the client's recruitment needs, then paid a |
| upon an organisations current skill levels, workloads | | | | percentage of the candidates salary over time if |
| and financial health, few companies have any call for | | | | they stay beyond the probationary period. Often, |
| a permanent, ongoing recruitment division. Instead, by | | | | such as in the case of agencies which serve workers |
| and large this process or some aspects of it at the | | | | to temporary contracts (Temp Agencies) payment is |
| very least are outsourced to a different company | | | | given when a certain goal - such as the end of the |
| within what's known as the recruitment industry. | | | | contract or other such factors - is reached by the |
| The simplest and most traditional type of recruitment | | | | candidate for the client. |
| services company is the job board. Today, these are | | | | Another major section of the recruitment and |
| often found online but to a great extent even these | | | | staffing industry is the Headhunter. These are |
| sites are simply a more complex version of the | | | | generally exclusively employed to find highly |
| traditional classified ad. Member companies pay a small | | | | experienced and highly qualified candidates for |
| fee to have job vacancies listed on the sites, which | | | | executive level employment - or for workers who |
| jobseekers can search for and often apply to | | | | are in short supply and high demand. A more |
| through the website. One significant improvement | | | | aggressive style of recruitment, this type of agency |
| though is that with an online job board, potential | | | | will often directly approach candidates and encourage |
| applicants can put their resumes or CVs online - | | | | them to attend interviews with their clients or even |
| changing the dynamic to one where the potential | | | | in some cases conduct such interviews themselves. |
| employer can contact the jobseeker with an offer if | | | | This method works well in top-level recruitment in |
| they see a resume they like. | | | | specialised fields, as a one-by-one approach can be |
| Beyond this method of recruitment - mainly based | | | | much more effective in reaching a small number of |
| upon the concept of "sourcing" vacancies to a | | | | people than a general advertisement - and particularly |
| potential audience of jobseekers - there's the type | | | | when those individuals may not be actively looking |
| of service that forms the core of the recruitment | | | | for employment opportunities. |