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The Importance of a Strong Recruitment Process & Using a Reputable Recruitment Agency

the importance of a strong recruitment process

Successful recruitment is a direct reflection of the validity and professionalism of your business. Employing the right people for your business is the most important part of your organization. It is essential to have a good recruitment process to attract the right kind of employees for your business needs. Your recruitment process should be cost effective as well as time effective. Recruiting and training can be expensive and time consuming so when you are recruiting, make sure that you are making the right choices. 

A good recruitment process can minimize the time involved in the searching, interviewing, hiring and training. It can streamline these processes and make your search for viable candidates much more efficient. It is very important to build a positive image to your customers, peers and competitors.

It is essential to list the skills your new hire will need to fulfill his/her duties. To get better and successful results in your recruitment process, promote specific criteria that are relevant to the job. Always evaluate your candidates skills thoroughly for the position that you are hiring for Knowledge, Skills, Ability and Others “KSAOs”, this is a great evaluative tool for hiring the right candidate for your business. Obviously, there is no guarantee that your selection will be correct, but you can do all that you can to reduce your risks and maximize your potential to hire the right candidate.

You can find good, qualified, reliable employees for your company if you have a successful hiring process. Make sure to follow an organized recruitment path and you will find candidates that will prove to be great assets to your business.

the importance of using a reputable recruitment agency

Iris Fischer, founder of FP Recruitment Agency & Executive Search has more than 15 years of experience in the Office & Commercial recruitment sector within Thailand. She is dedicated to placing the best candidates in many of the best companies and organizations in Thailand and has a growing reputation for a high level of service from both clients and job seekers. Here are the reasons she believes it is so important for companies looking for new recruits to ensure they go through a reputable recruitment company.

Safety in your search

Job scams are on the rise in Thailand, so ensure you are using an agency who is a member of an Industry Association which means an extra layer of checks and high levels of vigilance. This gives extra reassurance to companies, and also job seekers that they are dealing with a reputable company. Companies who are a member of an Industry Association will be working hard to protect their own reputations and will, therefore, have standards in place to prevent job scams and meet legislative standards. This means recruiters will take extra steps to ensure jobs, companies, and information is genuine and correct.

A process managed from start to finish

Requirements for a new position are sometimes required to be very specific and this means, as an employer, it’s invaluable to have a specialist on hand who understands and has access to a database of candidates in your niche area. Sourcing, profiling and screening candidates may not be within the skills of your in-house team. Good recruitment companies use traditional, people-focused recruitment strategy for candidate selection and campaign management, this also allows you to dedicate much less time and internal resources to recruitment and concentrate instead on driving their business forward.

Find the best

A reputable professional agency will be in a position to access a range of quality active and passive candidates, not to mention their wide network of contacts collected over their years in the business. They will also be optimizing their job adverts to rank highly in candidate’s job searches. Candidates that are actively looking for work are much more likely to register with a recruitment agency that has a high reputation through word of mouth. More importantly through their interview skills both over the phone and also face to face they are more likely to find you the right fit not just in skills but also in culture and values.

Setting salary expectations

A reputable recruitment agency will be able to give you accurate benchmarking of roles through their knowledge of the current marketplace and what salaries are in demand for each position not to mention what your competitors are paying. Using salary data and local market knowledge they should be able to advise you on what the correct salary is for each different role that you are recruiting for and offer advice and guidance on rare skill sets when needed.

Flexibility

Staff Outsourcing is a practice that many companies around the world are adopting for to achieve greater organizational flexibility, improved efficiency, reduced overheads and a hassle free HR management. Fischer & Partners Staff Outsourcing Division was formed to cater to a growing need of businesses to reap the economic and operational benefits offered by outsourcing. Using an agency allows companies fast access to candidates without the hassle of managing the process themselves.

If you are a business looking for the new talent we can work with you to source the best candidates to help drive your business forward. Contact us today to discuss your requirements.

5 Reasons Why You Should Use a Recruitment Agency

How Using A Recruitment Company Can Help Your Business

5. Extended Reach For The Best Talent

A recruitment agency will have access to the best talent available; this includes access to candidates that are actively seeking work, as well as talent that is currently employed elsewhere.

If you use a recruitment agency, you’re statistically more likely to access the best job-seekers on the market; candidates who are actively looking for a new job position are more likely to register with a recruitment agency due to their efficiency. Most agencies will position job vacancy adverts on a range of job boards, understanding the logistics and marketing value behind using each one – invaluable knowledge that can only be accessed from working in the recruitment sector.

Finding the right candidates can sometimes be difficult, simply because they can be hard to find. If candidates don’t position themselves as ‘actively seeking a job’ then they are most likely to have a trusted, specialist recruiter who commits to job applications on their behalf – that’s access to a ‘talent pool’ that may be unreachable otherwise.

Recruitment agencies have many networks – each consultant has the potential to leverage their networks to help connect you to the right people.

4. Saves Time

It’s common knowledge that in business, time is money; however, if you use a recruitment agency, you are saving time. Recruitment agencies save your business time because they take care of the initial steps in the hiring process. No more sifting through applications and CV’s, a recruitment agency will ensure that the time you spend in the application process is spent wisely on viewing those worth considering.

However, it doesn’t end there; a recruitment agency will then schedule interviews and prepare the candidates with all the information they need – all you have to do is prepare and turn up!

Recruitment agencies deal with all of the administration issues such as: communications with successful candidates and unsuccessful applications, as well as verifying candidate information like qualifications and references.

If a business chooses to use a recruitment agency then they will reduce the time and in-house resources needed for recruitment dedication; this can lead to a quicker turnaround in filling vacancies and an increase in the efficiency of the organisation.

3. Additional Services

Recruitment agencies conduct background checks on candidates, which is essential when considering potential employees; this can be really time consuming as it involves following up on references, conducting preliminary interviews and making sure the candidate matches what they promise on their CV. Another reason as to why you should use a recruitment agency is because a business can feel assured that any candidate you meet has already passed the provisional tests as part of the additional services.

It’s important to consider the additional services provided by a recruitment agency when choosing which to go with, for example: psychometric tests, contract and permanent recruitment, executive search, project support and managed services are all beneficial facilities provided by the best recruitment agencies.

VHR offers online aviation training services for candidates, find out more here.

If your business has a job position available with an uncertain salary, a recruitment agency is ideally placed to give you an accurate market rate using salary data and local market knowledge. Most recruitment agencies will use website’s such as Glassdoor and Indeed to benchmark salaries and expected candidate rates.

Find out about VHR’s beneficial, additional services here.

2. Expertise: Market Knowledge

Often, your candidate requirements may be specific and difficult to find; this is where a recruiter’s industry expertise and market knowledge proves to be priceless. For example, if you are hiring a manager then you may need an expert opinion and knowledge of current recruitment legislation – the agency should know all the relevant requirements and legalities applicable.

Once you have developed a relationship with a recruitment agency that you trust, your future hiring’s will be easier as the agency will be aware of the qualities that are needed to make the right fit within your business. The best recruitment agencies will act as partners and collaborators, and will be your eyes and ears in the market.

Recruiters are industry specialists in their markets, and can give the hiring team regular insight in to what is happening. These recruiters will know: how to reach out to the best available talent, salary rates, career expectations, current hiring complexities, available skill-sets and shortages. For example, if there is a struggle to find the same quality of candidates in other relevant businesses, then expert recruiters will be able to advise on alternative solutions.

1. Short-term And Long-term Cost Savings

Recruitment agencies will have allocations on the all the top job boards, so you can ensure that your business’s job advert is in the correct place – posting single one-off jobs with advertising agencies can be expensive.

The cost of sifting through CVs and conducting initial conversations adds up, however if business’s use a recruitment agency then not only is that cost reduced, but there is also the ability for the recruiter to help negotiate the best salary (giving both guidance and advice on what is fair pay) resulting a greater chance in hiring the top candidate.

Short term costs saved:

. Posting job adverts – cost removed

. In-house staff can perform their other duties

. Reduces potential overtime costs (temporary hire/overtime periods)

. Reduces the likelihood and cost of hiring a candidate unfit for the role

Long term costs saved:

. Reduces training costs (some recruitment agencies offer candidates the chance to learn field-specific regulations whilst searching for a job)

. Future hiring costs are reduced due to trustworthy relationship with recruitment agent

Find out more about recruitment expertise and award winning recruitment services, or learn about the importance of ethical recruitment.

Step-by-Step Guide for How to Start a Recruitment Agency

This is a good time to start in the recruiting business. After all, placements in the Top Echelon recruiting network are up nearly 20% from this time last year. In addition, a total of 22 recruitment agencies joined the Network last month. But should you start a recruitment agency?

If you’re just starting out as a recruiter or if you’re only contemplating starting a recruiting business, there’s a lot to think about. It’s not like you can wake up tomorrow morning, drink an exceptionally strong cup of coffee, and say, “I think I’ll start being a recruiter today!”

Kick-start your recruitment agency!

No, there’s a bit more to it than that. In fact, there are a ton of steps involved in starting your own recruitment agency. Well, perhaps “a ton” is a bit of an exaggeration. At the very least, there are these 15 crucial steps for starting your own recruiting agency:

#1—Determine if recruiting fits your personality

Maybe you’ve done some recruiting before. Maybe you haven’t, and you’re trying to figure out how to start a recruiting business from scratch. If you have, then you probably have some sort of idea of whether or not it’s a fit for you. If you haven’t, a word of warning: recruiting is NOT for everybody. The profession is filled with peaks and valleys and ups and downs. In fact, it’s often referred to as a “roller coaster.” If you like a steady paycheck every two weeks more than you like recruiting, then starting a recruitment agency is probably not for you.

#2—Examine your recruiting (and business) experience

Once again, if you don’t have any, then there’s not much to examine. However, if you do have experience, reflect on that experience and extrapolate it. Remember, a recruiting firm owner has many more responsibilities than an agency recruiter working for that firm. If you’ve never run your own business before, that is going to increase the degree of difficulty involved. That’s because as an owner, you’ll have to be a recruiter and also run a business.

#3—Strengthen your recruiting (and business) skills

Okay, so now that you’ve completed your self-examination and assessment, now it’s time for improvement. If you’ve already worked as a recruiter for an agency, then you have a foundation of experience. Will you know how to train recruiters if you haven’t been trained as a recruiter yourself? If you haven’t worked for a recruitment agency before, you might want to work for a recruitment firm before starting your own agency. Regardless, there are plenty of recruiting webinars, training materials, and recruiter training videos available for those who are interested.

#4—Determine the services you’ll provide

There are many different types of recruiting firms. If you already have experience in the industry, then you probably have an idea of what kind of agency you’d like to start. Below are examples:

  • Firms that only place candidates on a direct hire employment (full-time) basis
  • Firms that only place candidates on a contract (part-time or temporary) basis
  • Firms that place candidates on both a direct hire and contract basis

There many other services you can provide as a recruiting agency. Study other firms and conduct additional research to determine which ones appeal to you.

#5—Identify both your industry and niche

The most successful recruiters and recruiting firm owners are the ones who work within a niche that has a great demand. In other words, a niche containing employers that are having difficulty finding highly sought-after candidates. Basically, you want a niche where there are only so many candidates who can do what employers want. As a result, they are more than willing to pay you a recruiting fee to recruit them away from their competition.

#6—Assess the competition

Okay, so you have a great niche, one with plenty of demand. How many other recruiting firms are working in that niche already? That’s the second part of the equation. Sure, the niche might be promising, but if it’s already overflowing with firms and agencies, then it will be more difficult for you to carve out a space in that niche.

#7—Calculate start-up costs

Okay, now we’ve reached the business portion of this whole endeavor. Starting a recruiting agency costs money. It costs money to start and it costs money to operate. Here are some examples of things that will cost money:

  • Staff members (if you have any to start)
  • Insurance
  • Marketing
  • Office space (if applicable)
  • The usual expenses associated with a business of any type

If you don’t already have the funds to get this party started, then you might consider a small business loan or even small business grants, if you can secure them.

#8—Select a physical location for your recruiting business

Will you be working out of your house? In an office setting outside of your home? In which town or city? How much space will you need? Will you be able to claim any small business tax deductions while starting out? What would be the best and most economical choice? A lot of questions, to be sure, but they must all be answered.

#9—Select a geographic area for your services

There are many different types of recruiting agencies in this regard. Some are only regional, say in one state or a cluster of states. Some operate all across the United States. Some operate in both the U.S. and Canada. And some are world-wide. The physical location of your recruiting office might be in downtown Cleveland, but you could place candidates at employers all throughout the country.

#10—Research applicable laws and regulations

We’re talking not only about laws and regulations concerning your business, but laws and regulations about a recruiting business in particular. They aren’t one and the same. If you’re based in Cleveland, what are the laws for Cleveland? If you’re based in Cleveland, but you place candidates at employers in multiple other states, what are those implications? Here are some other things to consider:

  • A business license
  • Equal Opportunity Employment laws
  • Laws regarding various types of insurance, especially if you have employees
  • Laws related to business taxes

Once you’ve done your research, map out how these various laws, rules, and regulations will affect you.

#11—Research available tools

There are many tools available to those who are opening a recruitment agency. Here are some of the tools that you should consider:

Recruitment website design—A website is essential for recruiting firms these days. You lose credibility without one. When you get one, be sure to include a recruitment job board, which allows you to advertise your jobs on your site.

Posting boardsSpeaking of which, if you have open job orders, you’ll want to give them as much exposure as possible. In addition to posting your jobs on your website, you can also utilize select job posting services to get them in front of qualified candidates.

Recruitment softwareAnd how will you keep track of all your job orders, candidates, and contacts? With an applicant tracking system for recruiters, of course! You’ll want to select one that is not only online, but is also simple yet powerful. You don’t have time to be mired in minutiae.

Recruiting networkSometimes you need help filling job orders with qualified candidates. Or maybe you have qualified candidates, and you need job orders instead. Whichever the case might be, a split placement network can cure what ails your recruiting desk.

Contract staffing services—To truly maximize that desk and bill more, you should consider making contract placements. It’s easy to do, even as a one-person operation, if you use a contract staffing back-office. The back-office will take care of all the tedious details associated with making contract placements.

#12—Create a business model

Now that you have all of your pieces, parts, and tools together, and know how to start a recruitment agency, you must decide on a business model. In short, you must decide how you will make money. All of the research you’ve conducted regarding the services you plan to provide, the niche in which you plan to work, and the tools you choose to use will help. It’s important to identify all of the piece involved in the process and map out how your model will produce the kind of income you seek.

As part of your business model, you will also have to decide on the structure of your business. Will you be a sole proprietor? A limited liability corporation (LLC)? An S-Corp? If you don’t know what the heck I’m talking about, then research is in order. And don’t forget to research the local, state, and national rules and regulations regarding each (#10).

#13—Create a marketing plan

There are three parts to this step:

  1. The companies to which you will market: You’ll have to research these companies, or if you’ve already been in the recruiting business, then you already have an idea of who they are. You might even have a list of who they are.
  2. The candidates to which you will market: If you don’t have a database of qualified candidates, then you will have to assemble one. You can’t market your jobs to them if you don’t have them in the first place.
  3. The method in which you will market to those companies: These days, the methods are nearly endless. The Internet has opened up a whole new world, and leveraging the power of your recruiting website (see #11) is a good place to start. But it’s just the beginning. There’s email marketing, cold calling, recruitment agency introduction letter to client via “snail mail,” and online advertisements.

#14—Assemble corresponding marketing materials

Now that you have your plan, you can carry it out with the necessary materials. In addition to a website, your firm will need a logo. That logo should be placed on all marketing materials and correspondence. And let’s not forget business cards. These days, an email newsletter for clients, candidates, or both is nearly essential.

#15—Hire staff (if you plan to have staff)

Hiring staff is an optional step. There are many different types of personnel that you can bring on board. They include the following:

  • Administration staff
  • Researchers
  • Marketing staff
  • Other recruiters

Different owners choose different avenues with staff, depending upon their business model and the niche in which they work. Some owners are “solo operators,” which means they basically do everything. Other owners hire a number of staff and set themselves up as the “rainmaker,” or the person who is responsible for making placements and closing deals. Of course, growth is a factor. You could start out small as a one-person operation and then grow to the point where you have a full staff.

Other tips for starting a recruiting agency

Okay, you’ve got the steps. Now what about other tips? Any endeavor as complex as starting a recruiting agency is going to be wrought with tiny nuances and unforeseen considerations. Some of those considerations are listed below:

Social media—Sure, you have personal accounts on LinkedIn, Facebook, etc. But now you need company accounts for all of them. In fact, you might need to set up accounts on social media platforms with which you’re not even that familiar. Social media is a growing part of recruitment, and it would be a mistake to ignore the role that it plays within the profession.

Hiring outside vendors and/or contractors—You’re a recruiter and a business owner, but are you also an accountant? A lawyer? Probably not. What does this mean? It means you must hire an accountant and a lawyer, plus every other person in a professional capacity that has the knowledge necessary to help you run your firm.

Banking—Choosing the correct bank can make or break you, especially during the early stages of your business launch. Research banks carefully, but even better, get recommendations from others who work in the recruiting business. You usually can’t go wrong with referrals.

Settling into a new work routine—There are two parts to this: settling into the typical working recruiter routine and devising a routine that works the best for you. After all, if you work a national desk, you have to take other time zones into consideration. That means if you work on the East Coast, stopping work at 5 p.m. is probably not an option. And if you work a global desk . . . then be prepared to make and take calls at all hours of the night.

Well, that’s about it. You can absolutely dig deeper into these steps and tips (and you should), but they provide a solid framework for how to start a recruiting agency.

Considering the uncertain nature of the profession and the fact that there are human beings at both ends of the sale, it can’t possibly prepare you for everything you will face.

But some things you just have to learn on your own.

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