Curriculumvitae

At their most basic, recruitment agencies act as a focal point, putting people in touch with each other. However, their role is far more diverse than just this. Constantly in contact with companies industry-wide, recruitment agencies can gain great insight into market trends, changes in technology, and in particular, shifts in skills shortages. Agency consultants can share this knowledge with their existing and potential clients for them to make better informed decisions about recruitment.

For companies, agencies generally have extensive databases of candidates, both permanent and contract. For all types of recruitment, agencies can advise as to current rates of pay and the availability or scarcity of likely candidates. Moreover, vacancies can be advertised free of charge to clients in agent's composite advertisements or special rates negotiated for one-offs. If the former route is chosen, companies incur no costs up-front and competitors are unaware of the vacancy.

Contract vacancies form a fluid work-force within the industry, adapting to changes in demand and technology. For these positions, agencies carry out the payroll function and any administrative costs are borne by the agency. Agencies can also arrange cover on a temporary basis while a permanent vacancy is filled.

For companies, there is a percentage mark-up cost to cover NI and tax deductions plus administrative costs which should be negotiated and agreed before the contractor starts work.

For permanent vacancies, agencies are geared up to receive CVs, screen, and then shortlist candidates, freeing up the time of line managers and human resources departments of client companies. Off-site interviewing facilities may also be available if necessary. Permanent vacancies incur a one-off fee which should be negotiated prior to the candidate starting work.

For individuals, an agency will match up their skills with the current vacancies, advise on job market conditions, current rates, and the latest technological skills employers might expect. Speculative approaches can then be made to client companies. And the cost? The price of sending in their CV.

Individuals, however, are aware that attractive but bogus vacancies have been advertised simply to lure suitable CVs onto agency books. But Redwood does not condone this and finds that even with the slow-down in the market, it has more vacancies coming in than it is able to advertise.

The alternative to agencies is the single recruitment advert placed by a company in selected media. But this costs thousands to companies, offers no discounts, and competitors are aware of staffing needs and losses. Then the company must screen and shortlist all the incoming CVs in-house.

By using an agency, if there is no placement there is no fee and the company has very little to lose. When a company places its own advertisement, cost is incurred irrespective of response rate or if the vacancy is filled.

Companies should ensure the agency is registered and regulated by FRES, the Federation of Recruitment and Employment Services (soon to merge with the IEC). It should have a `no-placement, no-fee' search and selection policy. Consultants should be knowledgeable and listen to your needs.

Individuals should also check that the agency is a member of FRES as it will have agreed to abide by measured standards of conduct - one important point being that it will never forward your CV or details to a company without first obtaining your consent. Agency staff should be clear what you are looking for - geographic location, salary, position, contract or permanent etc - as this will help them pinpoint your suitability for vacancies. PE