ONLINE RECRUITMENT CONSULTING

Recruitment consultants are a strong ally for companies that are having trouble with recruiting activities. However, it seems that some hiring managers are hesitant to use the service because they are not sure about the actual service content. This time, Staffing Agency Monroe LA will explain from the basics of recruitment consultants to the merits and points of selection.

Occupations that support the resolution of issues related to recruitment:

A recruitment consultant is a job that helps a company solve problems related to recruitment. We provide various support to solve problems for companies that have problems related to hiring, such as lack of hiring know-how, no full-time hiring manager, not reaching the target number of hires, and many early turnovers. Recruiting professionals. Due to the effects of the declining birthrate and labor shortages in recent years, the number of companies suffering from recruitment activities is increasing, and the demand for recruitment consultants is also increasing accordingly.

Difference between recruitment consulting and recruitment agency :

Recruitment consulting and recruitment agency both refer to the services provided by recruitment consultants. Recruitment consulting mainly follows hiring activities and transfers hiring know-how to hiring managers of companies, and hiring agency takes charge of practical aspects of hiring activities on behalf of hiring managers of companies. Is the main. However, in some cases, recruitment consulting and recruitment agency are conducted in parallel, or recruitment agency is included as part of recruitment consulting.

Recruitment consulting flow :

1. Recruitment activity plan – 

First of all, in order to make a plan for recruitment activities, the recruitment consultant will interview the hiring manager of the company about the number of people to be hired and the hiring target. Based on the content of the hearing, we will schedule the entire recruitment activity and analyze the methods, necessary tools and events to increase the success rate.

2. Attracting customers using recruitment sites and information sessions – 

In order to form a population that is interested in your company’s recruitment, we will give lectures or act on your behalf from a professional perspective on how to create recruitment sites and recruitment pamphlets with a high rate of attracting customers, and how to hold company information sessions and employment seminars. It is also important how we can increase the proportion of recruitment targets in the population, rather than simply increasing the number of people in the population.

3. Interviewer training – 

We will provide training to recruiters of companies on interview methods that will fully convey the appeal of the company to applicants and prevent them from declining selection or job offer. In addition, we will transfer know-how for unifying pass / fail judgments among interviewers to improve the efficiency of recruitment activities. If the number of participants is large, such as in the first interview, or if the applicant lives far away, we may act as an interviewer.

4. Efforts to follow up on prospective employees.

In order to prevent the hiring target from declining the job offer, we will work on improving the internship system and planning and holding a social gathering for job offers. In addition, there are cases where training such as business etiquette, planning of group work, and implementation agency are performed, and after joining the company, we will support you so that you can play an active role immediately.

5. Creating a work environment that prevents early turnover- 

In order to prevent premature turnover, we will raise awareness for accepting new employees for existing employees, give lectures on OJT training, and review personnel systems and welfare programs aimed at improving workability.

Be aware that it is just support for recruitment activities- 

When using recruitment consulting, be aware that it is your company that conducts recruitment activities, and that recruitment consultants support it. Click here . If you throw it all at the hiring consultant, there is a high possibility that the hiring activity will proceed without knowing the details in-house, and there will be a recognition gap between the prospective candidate, the hiring consultant, and the hiring manager of the company. It can also occur. Therefore, it is important to firmly share information with recruitment consultants and take the initiative to accumulate the consulting content as in-house know-how.