The paradox of today's labor market is that, on the one hand, in many regions there is unemployment, a surplus of specialists in some areas, and, on the other, a shortage of qualified labor. This happens because the employee simply does not correspond to the place of his work. It is the recruitment agency that is called upon to effectively select personnel, ultimately satisfying the needs of the employer and the interests of the employee.

What attracts newcomers to a recruitment agency as a business: firstly, it is a low-budget start, secondly, relatively weak legal control, and, thirdly, the apparent ease of earning money. In fact, while the first two statements are quite legitimate, the third is completely wrong. Income from this type of business is inconsistent and comes with a delay. The search for personnel can take weeks, but they will pay for a quality selection a little later, after employment, or even a probationary period.

In addition, a recruitment agency is multifaceted and can perform a number of functions. Often this is a field for the work of scammers who resell vacancies several times, or distribute non-existent or outdated vacancies, or, at worst, engage in completely illegal activities. But you won’t get far with such a reputation, so let’s look at how to organize the right recruitment agency.

Before we begin

A recruitment agency may specialize in certain types of activities.

Employment agency. The main task is to select an extensive database of vacancies. Income consists of payments from applicants for the information provided: either for several specific vacancies, or full access to the database for some time. Payment is withdrawn either before services are provided or after employment. In the second case, the agency takes a certain risk.

Recruiting agency. Carries out targeted selection of personnel to meet the specific needs of the employer. It works for results, since the fee is paid only after the employee is registered. In addition, in this case, employers most often pay 10-20% of the annual salary. A narrow area of ​​activity of a recruiting agency may be specialization in certain industries. In this case, the manager has certain specific knowledge and can better select narrow-profile personnel. These may also include recruitment agencies for work abroad.

Headhunting agency is the pinnacle of recruiting. His circle of interests includes only specialists high class, the number of which is very limited. To achieve this, the agency uses various methods, including luring away already employed specialists.

You can expand the scope of your activities by combining several areas in one recruitment agency, or open a deeply specialized agency and become the best in your field.

Main risks: it is very difficult to “promote” a business. A lot of time is spent creating a database of vacancies and applicants. Non-compliance with the terms of the contract is possible on the part of both employers and job seekers. Both parties do not always provide truthful information; as a result, all complaints are sent to the recruitment agency. In addition, they often try to evade paying for the agency’s services.

“Step-by-step instructions on how to open a recruitment agency”

Location

The location of the office is very important in this business. The more respectable impression you want to make, the better the place you choose. The courtyard is not the best location.

So, focus on good transport links, the best location in the city center, for example, in a business center. The area of ​​the room itself can be small - 15-20 m2. But a pleasant environment should inspire confidence. It would be a good idea to divide it into 2 zones: a waiting hall and an interview room.

Equipment

The list of equipment is quite narrow: furniture, computers and office equipment. If you have chosen a certain corporate style for yourself, then you need to make the appropriate repairs and purchase furniture in a suitable color scheme. Make sure the client is comfortable. Be sure to purchase a cooler and coffee maker so that you can always offer a cup of tea or coffee.

We can say that the main tool of work for a recruiter is data. Therefore, you will initially have to invest in the right to access closed employment databases and create your own secure database. In addition, develop questionnaires for candidates; they should be unique to your agency. Additionally, you can order a test from a psychologist to identify certain abilities of the candidate, his hidden motives and characteristics.

You must have up-to-date information about the city’s business environment, salary levels, labor market conditions, and the latest requirements for key specialists for your agency. Developed trainings and advanced training courses may become your intellectual property, but, as a rule, such activities are carried out by already developed recruitment agencies.

Personnel

You yourself can become the main employee in your agency. In the very minimum set, you will need a secretary who will receive and make calls, search for information on the Internet, and replenish your database. You can conduct a direct interview.

At the second stage, most likely, you will want to expand your business and hire a good recruiter. This must be a specialist who will understand the legal framework in the field of labor, have HR management skills and, of course, be able to balance between the requirements of employers and job seekers. In the future, you can invite a psychologist to the staff, who will draw up individual questionnaires for each employer’s request and conduct testing of some personnel (whose work, for example, is associated with a high level of nervous tension).

The earnings of hiring managers, as a rule, depend on the number of transactions completed and range from 10 to 30% of the fee. At first, an accountant and system administrator can be invited.

Documents and licenses

This type activities do not require a license; registration occurs in the general manner, like an individual entrepreneur or LLC. But at the initial stage it is not recommended to register a legal entity; to do this, you will have to spend money on state fees when opening it, register an appropriate account with the bank, make a contribution in the amount of 50% of authorized capital and payment of a number of additional taxes. IP in this sense is much simpler.

However, take care to ensure that the cooperation agreement is formalized in a legally sound manner. It is necessary to spell out all the nuances, responsibilities and rights of the parties, which will prevent you from problems during your work.

Marketing

The employer must be approached through specialized magazines, outdoor advertising and direct appeal. This means directly calling companies and enterprises in the city offering their services. This can take a lot of time and effort, but in small towns it gives good results.

Will do contextual advertising and teasers on employment sites, as well as universities, training and retraining centers. After developing a certain portfolio, you need to open your own website, where both employers and job seekers can submit applications online, fill out an application form, or make an appointment with a recruiter.

Summary

At the initial stage, a recruitment agency requires the following investments in rubles:

Furniture and equipment – ​​80-100 thousand.
-Repair - 200 thousand.
-Internet, telephone and software – 20-45 thousand.
-Rent of premises and communal payments–15-25 thousand
-Advertising - 4-6 thousand.
-Additional expenses - 5 thousand.
-Registration – 40 thousand.

The agency's income depends on the salary of the specialists you are recruiting. You can count on profit only after 2-3 months of work. Closing several applications at the initial stage will bring no more than 60 thousand rubles. A small agency, after “getting on its feet,” brings in 100-200 thousand rubles monthly. Thus, the payback is predicted by experts in about 3-4 years, since the profitability of the activity is low - 10-20%.

Success in any field of activity, be it maintaining order in the house and raising children or producing high-tech products, more than half depends on the correct selection of personnel.

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Despite the high level of unemployment in the country, finding a suitable employee, janitor or chief accountant is often quite difficult, so the services of recruitment agencies are in great demand today, but the level of competition in this market segment is high.

Selecting an activity profile

It is important not to make mistakes when laying the foundation of your activity, that is, to choose the right activity profile.

It could be:

• Recruitment agency;
• Recruiting agency;
• Specialized agency;
• Headhunting agency;
• International agency.

Recruiting and staffing agencies

For those who do not have experience in this business, it is advisable to choose this option. Firstly, the services of such agencies are quite in demand, and secondly, less stringent requirements are imposed on the selection of candidates for vacant positions.

The activities of agencies of this kind consist of finding personnel for enterprises and employing workers.

The difference between them is as follows: a recruitment agency receives remuneration from an employed citizen in the amount of his monthly salary, and the services of a recruiting agency are paid for by the employer. The amount, as a rule, also depends on the salary of the found employee. IN general principles

Their activities are the same: they act as intermediaries between the employer and the employee. In this case, the scope of activity and other subtleties are not taken into account.

When opening a recruiting agency that searches for a wide variety of specialists on behalf of employers, you can achieve success if you actively create, update and expand your own databases of both specialists looking for work and potential customers. Learn to convince employers that you can fill a particular vacancy in the shortest possible time.

And assure hired workers that it is you who will offer them profitable and interesting work. If a customer needs an accountant or a plumber, and you are ready to provide him with several candidates within 30 minutes, then cooperation with you will seem promising to him.

Narrow specialization The work of specialized agencies that select domestic staff

or serving a large enterprise that regularly requires highly specialized specialists, has its own characteristics.

It is much more difficult to select employees who have higher requirements, such as domestic staff. In this case, the customer often wants to receive complete and reliable information not only about the candidate’s education, experience and previous place of work, but also about his state of health, bad habits, and character traits. And you will have to contrive and obtain this information. Similar difficulties arise when selecting candidates with narrow specialization – you cannot simply find the necessary information on the Internet.

But the cost of filling a vacancy for specialists with a special profile is much higher.

Even more challenging is hiring staff who are highly skilled in certain areas. There are few such specialists, they are difficult to find without knowing the business life of the city, and, in most cases, they already have a job. Convincing them to accept the customer's proposal often turns out to be more than a difficult task.

The activities of this kind of agency are sometimes associated with great risk: current employers will not give up a good top manager just like that.

International agency

International recruitment agencies offering services related to employment outside the country can only operate if they have the appropriate license. In addition, it is quite difficult to establish mutually beneficial partnerships with companies wishing to hire citizens of our country, so before opening an international recruitment agency, you should thoroughly study this market segment and think about how it can attract customers.

Good relations with foreign recruitment agencies will not hurt here. You might think about becoming a partner in such a company or opening a representative office of a renowned agency in your home country. But for beginners, this is an almost insurmountable path. A recruiter without a name, experience and recommendations is unlikely to be trusted.

Business plan for a recruitment agency from scratch

When planning to start a new business, you cannot do without a detailed calculation of upcoming expenses, an assessment of the amount of personal capital that can be invested in the business, and a study of all the risks and expected profitability.

A ready-made business plan is necessary if you plan to invest not only your own funds, but also borrowed funds. If it is drafted correctly, your chances of getting a loan from a bank on favorable terms increase several times.

Expenses

If you plan to make do with your own funds and are only drawing up a rough business plan, the costs section will include:

• rental premises ( from 3 thousand dollars in Moscow and St. Petersburg, in small cities the rental cost can be 10 times less),
• a computer connected to the Internet (you can start working using only your home computer, in the future you will have to purchase computers or laptops, the estimated cost is from 500 dollars),
• various office supplies ( from 100 dollars),
• state fees for registering an enterprise (self-registration of individual entrepreneurs - from 2000 rubles).

When starting to develop a recruitment agency from scratch, in the first days and even months of work you can do without hiring assistants, especially if friends or family members are willing to help you, but in the future, you will also have to consider the costs of paying hired personnel.

To estimate potential profits, study a sample business plan that provides various formulas for calculating potential profits. But do not forget that this indicator will largely depend on your hard work, ability to communicate with people and find non-standard solutions.

As a rule, the cost of filling a vacancy is estimated at 1-2 months of the salary of the found specialist. In large recruitment agencies, the number of filled vacancies can be several hundred. To get started, 10 successful transactions in a month is already considered a satisfactory result. Although this, of course, is not enough to earn a normal income.

As can be seen from the practice of already operating recruitment agencies

• about 30% the income received is spent on maintaining the office,
• 30% - for wages,
• remaining 40% — taxes, profits and a development fund from which advertising campaigns are paid.

The profit of the business founder ranges from 5 to 15% of turnover. This is less than in the manufacturing sector, but higher than in retail trade.

Is it profitable?

A recruitment agency can be a profitable business, but quite a lot of companies close after just a few months of operation. To avoid such an unpleasant ending, carefully study all the risks and threats, and most importantly, all your possible competitive advantages– and use them to the fullest.

In just 3-4 months you will be able to receive a stable profit in the amount of 3-10 minimum wages, while seeing prospects for business expansion.

In large cities, filling several dozen vacancies monthly and having a turnover of 30-80 thousand dollars, agency owners receive a profit of 5-7 thousand dollars; in a small city, turnover, costs and profits are several times less. More large companies

, who have already gained a reputation in this market, have a profit of several tens of thousands of dollars monthly.

Since from the first days of work, recruitment agencies are rarely inundated with orders, it would be useful to think about additional sources of income - for example, cooperation with non-state pension funds, which allows you to expand the range of services offered and receive commission income. Often it is this income that allows budding entrepreneurs to survive a difficult period of formation.

Many NPFs (“Hephaestus”, “Cooperation”, “Consent” and others) invite both long-running enterprises and beginning entrepreneurs to cooperate.

After studying their offers, you can choose the ones that are most interesting to you.

Such cooperation makes sense for recruiting agencies, but it can leave a negative impression on the clients of headhunting companies.

Where to look for clients and customers?

Having opened a recruiting agency, start working by studying the media: first of all, specialized websites on the Internet and local print publications. Call those who are looking for work, tell them about the agency’s activities and that its services are free for them.

The majority of potential employees are usually distrustful of offers of this kind. Convince them to at least just fill out the form.
Ask applicants additional questions about education, length of service, work experience, their achievements, and inquire about the reason for leaving their last job.

By telephone, or better yet in person, talk to personnel officers of large enterprises in the city, offer to talk with those candidates with whom you have already conducted a preliminary interview, provided that they made a favorable impression. It is strictly unacceptable to send a candidate to an employer without first communicating with him personally.

In the future, interviews will be conducted by your managers. This is necessary to ensure that the person is adequate and meets the requirements of the position. Otherwise, your agency's reputation could be seriously damaged.

From the first days of work, do not chase quantity, but ensure high quality. Save customers time by filtering out clearly unsuitable candidates. To make the agency’s work more effective, you should not limit yourself to studying the media. Establish cooperation with the employment service, educational institutions

But don’t forget to make full use of your personal connections.. If your friend or acquaintance needs a store salesperson or office manager, find him the most suitable candidates. You can even do this for free by agreeing that a friend will also provide you with a simple favor - he will tell as many of his acquaintances and business partners as possible about your impeccable work.

Good fame is a very valuable capital!

What do you need to know to open a recruitment agency?

When making a plan for opening a recruitment agency, it is worth considering what additional knowledge you may need. This type of activity does not require special education, but it is important to have well-developed communication skills, be able to use office equipment, search for information on the Internet, and know the basics of law.

Carefully study the labor market in your region:

• Which specialists are especially in demand?
• Which vacancies are in particular demand among job seekers?
• Which universities train in-demand specialists that employers are willing to hire even without work experience?

Video about recruiting personnel through social networks

The role of firm location

The location of the company is quite important - if it is inconvenient to get to your office, potential clients may refuse even very promising interviews. And the customer is unlikely to be willing to spend a lot of time traveling to your office, so it is advisable to rent, albeit small, but with a convenient layout and respectable-looking premises near public transport stops in the business center of the city.

Megacities and large cities

In megalopolises and large cities, many people need the services of recruitment agencies, but competition there is quite strong, so you need to immediately think about narrow specialization or providing a wide range of services.

This is exactly the case when the personal qualities of a recruiter are of enormous importance.

It will be necessary to look for an opportunity to stand out from the crowd of similar recruitment agencies. This may require significant funds, but the profits in the metropolis from this business are much higher. If only because the size average salary, the number of vacancies and applicants is many times greater than in the suburbs or towns.

Agency in a small town

It makes sense to open a recruitment agency in a small town only if there is no one there or both customers and job seekers The townspeople are not satisfied with the quality of its services.

For his work to be successful, it is necessary to establish good personal relationships with employers. Especially these heads of personnel departments. You need to thoroughly know the offers on the labor market, that is, have information about the best specialists in the city, their plans and wishes.

It is equally important for a beginning entrepreneur to minimize organizational costs (office rent, hired personnel). At the same time, it would not be amiss to conduct a well-thought-out advertising campaign in the media, convincing that the agency is capable of solving the problems of both employers and job seekers on very favorable terms.

It is worth noting that in rural areas or cities with the population up to 100 thousand people The activity of a recruitment agency is not advisable.

How to develop your recruitment agency?

The recruitment agency should be continuously developed in three directions:

• database expansion,
• establishing personal contacts with potential customers,
• staff ability to work with people.

The Internet also opens up great opportunities: having your own website will help attract customers and clients. It is important that the site is of high quality and allows for two-way communication with visitors.

At the beginning of their activities, many entrepreneurs try to find and borrow profitable niche. The lack of investment at the start pushes you to look for a business idea that will allow you to start earning money with minimal investment.

How about opening a recruitment agency from scratch and succeeding in this direction? Many enterprises are puzzled by the search for qualified personnel. This is due to the fact that the success of their activities and the amount of profit depend on the professionalism and skills of employees. For this reason, the services of a recruitment agency will always be in great demand.

What are recruitment agencies and why are they needed?

If an entrepreneur decides to create a recruiting agency and build successful business In this field, you should understand its features in detail. For what purpose are such companies created and what are they?

There are several types of recruitment agencies that select employees for organizations that have submitted appropriate applications. In addition, applicants may be sent for preliminary training if such a clause is specified in the agreement between the employer and the recruiter. Often the customers are plants and factories, private small and medium-sized enterprises, as well as manufacturing companies various profiles. It is known that finding good specialists can take a lot of time. For this reason, organizations turn to recruitment agencies for help and impose a number of requirements on applicants, according to which the necessary employees are selected.

If a person has firmly decided to organize his own personnel search agency, he should know about the features of this type of activity. As with any other type of business, there are pros and cons. The advantages of running a recruiting company include:

• high monthly income;
• presence of small starting capital to open an agency;
• quick return on investment;
• lack of dependence on seasonality;
• the ability to create a large base of regular customers.

If an enterprise selects highly qualified specialists for a customer who fully meet his requirements, partnerships are subsequently built between both organizations. This leads to them collaborating on an ongoing basis and on mutually beneficial terms. An entrepreneur has the opportunity to choose any format of a recruiting agency and develop in this direction. In addition, there are practically no serious obstacles to entering the market, so with proper organization of activities, you can quickly occupy your niche and develop successfully.

Despite such a rich list of advantages, this business is not without its disadvantages. First of all, you need to understand that not every employer is ready to allocate their own funds to pay for the services of such agencies. In addition, a significant part of organizations prefer to cooperate with recruiters on an ongoing basis. For this reason, it will be quite difficult for a young company to find large customers at first until it gains a certain authority. Also, entrepreneurs who want to develop their own recruitment agency, production, or, for example, must remember the high level of competition.

Types of recruitment agencies

Before opening a recruitment agency, an entrepreneur needs to decide on the direction of his activity. There are several types of such organizations, each of which has a specific specialization:

1. Classic recruitment agencies. They are also often called recruiting companies. This format will be easiest for beginning businessmen to master, since the demand for the services of recruitment agencies for personnel selection is quite high and does not require special knowledge to start. The main task of such companies is to find the specialists customers need with further employment. CAs are somewhat different from other recruiters in the way they receive remuneration for the work done. In the first case, money is transferred to the organization for each specialist brought in in the amount of his monthly salary, and in the second, the customer pays a fixed amount for the services provided. Despite such an insignificant difference, their operating principle is identical. These organizations act as intermediaries between job seekers and employers. Entrepreneurs are recommended to actively work to create a base of customers and people of various specialties who need to obtain vacancies. This will allow you to quickly acquire a valuable asset (personnel) and offer it to potential customers. For example, an enterprise is in dire need of a chief engineer. If the KA presents the employer with several candidates to choose from within 20-30 minutes, the latter will see prospects for further cooperation with an unknown recruiting company.
2. Recruitment agencies of narrow specialization. From the name of this type of company it becomes clear that their main activity is the search for narrow-profile workers. For example, this could be hired staff for a home or specialists serving a large organization. Customers almost always place high demands on applicants. They want to know everything about the future employee: education, social status, character traits, health, reviews of his activities, etc. Finding people who have a narrow specialization in a certain field almost always presents certain difficulties, because there is practically no information about them in the public domain. It is also quite difficult to obtain personal information from applicants to fill out personal information, because not every person will agree to disclose it. Nevertheless, as they say: the game is worth the candle, because when hired, applicants receive a high and stable salary, and the agency receives a decent fee.
3. Headhunter agencies. The specialization of such companies is the search for professionals in a certain field of activity. For example, these could be top managers whom large organizations want on their staff, and smart engineers or developers of innovative solutions. Finding a high-quality specialist is quite difficult. Often, organizations offer headhunters high fees if they find the right employee. In most cases, this can be extremely difficult to accomplish, since tough specialists are worth their weight in gold, and for them, enterprises create all the conditions that allow them to exist comfortably. Even large salaries, bonuses, social packages and other benefits sometimes do not interest professionals, so it is very difficult to lure them to the customer’s side. This is the main task of headhunters.
4. International spacecraft. This type of enterprise specializes in providing job seekers with employment services abroad. To organize such a company, an entrepreneur needs to find many foreign companies that are ready to cooperate and hire Russians. Job vacancies for IT specialists, engineers and medical workers with their own scientific works or technologies are in great demand.

Important: International companies have the right to provide recruitment services only if they have the appropriate licenses. It is extremely difficult to get foreign employers as business partners. Entrepreneurs who want to try their hand at this niche should remember the high competition, and also create a very profitable proposition for potential partners.

How to open a recruitment agency?

Let's consider the main stages.

Business registration

A new entrepreneur who wants to create his own recruitment agency or, for example, is required to register a business. To do this, you need to contact the tax office at your place of residence and register as a limited liability company or individual entrepreneur. The second option will be preferable for a small agency: registration is quick, and the state fee is 800 rubles.

Registration of an LLC takes much longer; in addition, it is mandatory to deposit the amount of 10 thousand rubles in the form of authorized capital. You can choose UTII or simplified tax system as the taxation system. You also need to open a bank account, which is necessary to receive funds and display the company’s expenses.

When registering an agency, you will need to indicate OKVED codes. To do this, select 74.50.1 “Provision of labor recruitment services” or 74.50.2 “Provision of personnel selection services”. Upon completion of the registration procedure and receipt of the appropriate certificate, the entrepreneur can begin conducting business activities.

Selection of premises

The recruitment agency's office will have specialists working and will also receive visitors. For this reason, it is necessary to create comfortable conditions for the company’s activities there. Repairs should be carried out and the uninterrupted operation of utilities (electricity, telephony, Internet, water supply) should be ensured. In addition, it is worth installing high-quality furniture inside the office. It wouldn’t hurt to divide the room into several zones:

• reception;
• office of the director (administrator);
• venues for interviews and reception of guests;
• locations of personnel workplaces;
• bathroom.

The location of the building with the office of the recruitment agency is of great importance. The ideal option would be to find premises in the central part of the city or business district of the village. If this is not possible, the office should be opened in any other location, but to attract clients you will need to spend more money for advertising.

The building where the company will be located must be located near a major transport hub and have parking. For the activities of a recruitment agency, it is enough to choose a room with an area of ​​50-60 m². The monthly rental cost varies within 30 thousand rubles.

Important: if new entrepreneurs have extraordinary ideas that will benefit the state and good profit, they can contact such educational organizations, How . Participants in training programs are provided with assistance at all stages of the formation of a young organization right up to the start of independent activities.

Equipment purchase

After renovation work, the agency must be equipped with furniture and modern office equipment. This will create necessary conditions for the operation of the enterprise. To equip a small company you will need:

• laptop (4 pcs.) – 150 thousand rubles;
• router – 1 thousand rubles;
• landline telephone (4 pcs.) – 4 thousand rubles;
• furniture (shelving, wardrobe, tables, chairs) – 20 thousand rubles.

Thus, the cost of purchasing equipment and furniture will amount to 175 thousand rubles. You will also need to purchase stationery, office paper and leave some money for travel expenses. Total - the total investment amount is 180 thousand rubles.

Recruiting staff

It is necessary to attract specialists to the staff of a recruitment agency who will perform certain functions. The company administrator must communicate with visitors and customers. In addition, his responsibilities include coordinating the work of all specialists. The administrator keeps order in the company, buys consumables and is responsible for managing the work process.

HR managers must look for new agency clients, communicate with customers, be able to conclude contracts and organize meetings between applicants and company management. The recruiter enters data into the client database and also communicates with people about available vacancies. He must be able to explain to a person how to behave during an interview and get the desired vacancy, what rights and responsibilities the applicant has, etc. The agency's psychologist conducts trainings for his colleagues, talks with clients and provides assistance in work situations.

The staff of a recruiting company may look like this:

• administrator – 25 thousand rubles;
• recruitment manager – 20 thousand rubles;
• HR specialist – 15 thousand rubles;
• psychologist - 15 thousand rubles.

Total - the cost of staff salaries will be 75 thousand rubles. In a small agency, the position of client selection specialist and manager can be combined by one employee, which will reduce the company’s costs. For the same reason, the duties of an accountant should be outsourced, which will take about 8 thousand rubles monthly.

Organization of promotions

First of all, even before opening an enterprise, it is necessary to create a business card website for the organization. This will allow a large number of people to learn about the company's activities and promote the business via the Internet. On own resource It is worthwhile to include information about the location of the spacecraft, indicate contact numbers, address Email, regularly publish updates on available vacancies and highlight the benefits of cooperation with your agency. Good results will come from promoting your business in in social networks- in groups you need to constantly post information about vacancies, the cost of services, and also secure a commercial offer for employers.

Advice: The Internet allows you to get any information in a matter of minutes (for example, quickly find information about, information about competitors, etc.). According to statistics, 75-80% of clients turn to recruitment agencies using the Global Network.

Talking about marketing tools, should be highlighted printed materials. You need to contact designers who will develop booklets and business cards for the company. Advertising in the media will cost approximately 50 thousand rubles. This includes placing advertisements on radio, municipal television channels and in the press. Taking into account the creation of a website and its promotion, the costs of carrying out advertising campaign will amount to 67 thousand rubles. In the future, this amount will be reduced to 20 thousand rubles for promoting the agency.

Business plan for a recruitment agency

To organize the work of an enterprise, you need a recruitment agency. It represents calculations that allow you to find out the amount of one-time investments in the project, mandatory monthly costs and its profitability. So, to open a company, one-time expenses will be:

• registration of an enterprise – 1 thousand rubles;
• rent of office space – 30 thousand rubles;
• repair work, replacement of communications – 70 thousand rubles;
• purchase of equipment and furniture – 180 thousand rubles;
• advertising campaign – 67 thousand rubles;
• staff salary – 75 thousand rubles;
• The company reserve is 10 thousand rubles.

Total - the amount of initial investment will be 433 thousand rubles. Now let’s calculate the amount of mandatory monthly expenses, which include:

• rent – ​​30 thousand rubles;
• conducting an advertising campaign – 20 thousand rubles;
• taxes – 15 thousand rubles;
• utilities – 15 thousand rubles;
• staff salary – 75 thousand rubles.

The total amount of payments is 155 thousand rubles. As practice shows, after 2-3 months of work, a small recruitment agency can count on a profit of about 120 thousand rubles. Return on investment is possible after just 6 months of active activity.

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To summarize, we note that the success of an enterprise will largely depend on the organizational abilities of managers and the professionalism of employees. For the stable operation of a recruitment agency and to compete with similar companies on the market, businessmen need to be able to quickly find optimal ways to meet client needs and develop a flexible pricing policy.

In contact with

The services of a personnel or recruiting agency, as it is also called, are today in great demand among various companies and organizations, and the demand for them is constantly growing. It is known that the success of a company depends 80% on its personnel, the qualifications of employees and their professional skills. This is why managers turn to a recruitment agency, since they sometimes simply do not have the time or opportunity to find competent workers on their own. Having decided to open your own employment agency, you should be prepared for a lot of competition in this area. However, if you show your best entrepreneurial qualities and follow the rules of of this business, you will be able to achieve the desired heights.

Before opening a recruitment agency, you should realize that at first your business will not be profitable; its breakeven period may take from one to three years. Think about whether you are willing to wait that long.

Often, employment agencies cease their activities in the first year.

But if you are not looking for easy ways and quick sources of profit, have a reserve of patience and are ready to work for the future, consider that half the success is already in your pocket.

Initial stage of business organization

First of all, you should decide on the specialization of the future agency. Some of them focus on finding ordinary performers, others - line managers, and still others - top managers. There are different directions in the field of activity. Some agencies recruit personnel in only one specific area, for example IT or industrial production. It is necessary to choose one direction or another based on geographic location, taking into account the most and least developed areas of production, and the demand for certain professions.

Based on the manager’s desire to earn money as quickly as possible, employment agencies are often opened that charge a fee from applicants. This approach in itself is erroneous, since you cannot give a person any guarantee of employment. Therefore, this model of work has long received a negative reputation and is considered a real deception. If you position yourself as a serious businessman and strive to earn greater degree trust in the labor market, payment should be taken from companies looking for employees after the vacancy is filled and after 10-15 days from the date the applicant starts work.

The standard and main service provided by a recruitment agency is the selection of applicants for a vacant position. Its cost may vary depending on the position the candidate seeks to fill. If this is a skilled worker, we will talk about 7-9% of the annual salary. The asking price for a middle manager is 10-15%, for a director - 25% of annual income.

Another service provided by the employment agency is the preparation of a screening resume. Candidates are selected from a general database mechanically, according to specified criteria (gender, age, work experience, etc.). Personal qualities and additional skills are not taken into account in this case. At later stages of the existence of a recruitment agency, the organization of advanced training courses and trainings is added to the list of services.

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Organizational issues and financial investments

To open a recruitment agency, registration of an individual entrepreneur or LLC is required, payment of a state fee for registration legal entity, opening your own bank account. After solving all the paperwork, you can proceed directly to organizing the business. You will need good office space, preferably in the city center or a prestigious area. Its area should be 15-40 square meters. m. It is important that there is a convenient transport interchange nearby, and that the premises itself have been renovated and installed necessary equipment, furniture. Just as a person is greeted by his clothes, the impression of your business will initially be formed based on the appearance of the office in which you work.

To fully develop your agency, you will need a staff of reliable employees. Usually these are two managers (at the initial stage), a psychologist (preferably, but agencies do not always resort to his help), a recruiter who performs the duties of a consultant, marketer, analyst, sociologist. After the agency reaches self-sufficiency and has developed a client base, you can invite a system administrator and accountant to work.

Interested in how to open a recruitment agency, entrepreneurs initially want to know the calculations of the amounts that will be needed for this. We provide average data, but it is worth understanding that they will differ in different cities. So, the main expense item is renting the premises. While the business is not yet profitable, it will be enough to limit it to 15-20 square meters. m. In this case, the rent will not exceed $1000.

The costs of repairs and designer services, if resorted to, vary significantly and can amount to $5,000-20,000 (based on a room of 20 sq. m.). Everything here is individual, depends on the prices in this or that locality, materials used, interior style. Purchasing equipment will require you to spend $2000-7000. At least another $500 will be spent on advertising for the agency, because you will have to loudly announce yourself. And the amount of $500 is only the lower limit in this case. Don’t forget also about setting up a telephone number, connecting to the Internet, paying monthly for telephone calls, electricity, and the Internet. Managers' salaries are usually not fixed and amount to 15-40% of each transaction. At first, you can set the salary.

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Attracting clients and customers to the agency

Opening an employment agency is only a small part of the story. It is much more important to organize it permanent job. And for this you will need customers and clients. To attract them, you will have to use all available media, especially advertising. Don’t underestimate it; correctly presented information about your agency’s activities and targeting a specific target audience will do the trick. Your personal acquaintances with other entrepreneurs, businessmen, and managers of large companies also play an important role. It doesn't hurt to create your own website. Today, not a single successful company can do without it.

Searching for personnel is not such a difficult task, but it also requires a serious approach. Place an advertisement about the vacancy on job search sites, in specialized media, tell your acquaintances and friends, perhaps, if not themselves, then someone from their environment is just looking for a new job. Pay attention to university graduates. Many companies recruit young interns, provide training and give them the opportunity to move up the career ladder.

Just finding applicants is not enough; you also need to select among them. Employers turn to recruitment agencies for the reason that they do not want to waste their time on endless interviews and reviewing resumes; often they want to find an experienced employee with a lot of professional skills, a good track record, and recommendations. And you must give it to him. Of course, finding a worthy candidate for the position of an accountant or manager is easier than for the position of department head or director. This is the complexity of the work of a recruitment agency. Often good specialists already have a permanent job, and you will have to work hard to interest and persuade them to move from one company to another.

The HR business, experts say, is quite specific. Therefore, the proverb applies to him: if you don’t know the ford, don’t go into the water. You should open a recruiting agency with experience in this field. It is important to understand internal business processes and the specifics of service provision, because here everything can go according to an individual scenario, and changes need to be responded to in a timely manner. Depending on the specifics of the vacancy, sources, tools and methods of search and selection are selected.

Where to begin?

Experts advise: You need to work in this area in a hired position. Because if you enter the market from the outside, you will definitely make a lot of mistakes. A sufficiently deep understanding of the personnel market, the quantity and quality of candidates for vacancies, monitoring wages and other indicators, because the personnel business is a complex and long-paying business. This is not a simple resale of goods, this is project work: every employer, every vacancy is a project. Therefore, you should first work as an HR manager or development manager in a serious recruiting company. You can participate both at the sales stage and at the stage of filling a vacancy.

So, you have gained experience in the field of recruiting. Now we need to understand for which segment do you want to recruit personnel?. Medium and small businesses are one potential base. You can choose a narrow area like IT, and this is a different employer base. And other specifics of the work. After all, for example, if you are conducting mass recruitment, the main thing here is speed. Searching for IT specialists is difficult, searching not only in the region, but throughout the country, it involves luring people from other companies, long closing times, a high price for closing an application, it means knowledge of technical nuances, terms, aspects. There are agencies that select everything for everyone. There are agencies that select only mass personnel. There are agencies that select only sales specialists. And the client base of recruiting companies is formed depending on the specifics.

Elvira Nurmieva

In our business we need to react to the situation. You need to approach the client outside the box, not according to a template. Therefore, in business you need to be skilled and have a large set of tools for selection. Let me give you an example of non-standard treatment. A commercial real estate agency is looking for an employee. It deals with both sales of large real estate properties and rentals, and has a ready-made base and reputation. However, this is a very narrow segment. There are about 20 experienced candidates on the market per month. That is, the probability of filling a vacancy is low. You can search among inexperienced ones - take any sales manager and refocus on commercial real estate. But there is a large percentage of inconsistencies, failures, and refusals. At the same time, the employer wants to hold something like a competition, to pass through a large number of applicants, recruit a team of 3-5 people and leave one or two from it. We help develop an adaptation plan and give recommendations on how to properly introduce a newcomer to the position. We also provide screening services - that is, we call candidates and invite them to the employer, creating a constant flow of candidates. In this case, we approached the search sources in an unconventional way: we sent out a newsletter on social networks to candidates from the real estate industry.

As a rule, most companies turn to a recruiting agency when they need an employee yesterday or tomorrow.

Work strategy should be built by immediately checking with the client: does he have someone to replace the employee, is a new representative office opening in the region or have they been working here for a long time, is there already established functionality or is this a new position, is there an urgent need for an employee or is there something else you can think about, etc. d. This preparatory work often carried out free of charge by the agency before concluding a contract to ensure a complete understanding of the request. Sometimes the employer himself does not know what kind of employee he needs. Let’s say he’s hiring a head of sales for the first time and doesn’t know what the pay is, what the functionality is and what the requirements for the vacancy are. Based on this, the profile of the candidate and the cost of his selection are formed. As a rule, clients need time to make a final decision about cooperation with an agency - on average from one to ten working days.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

There are a great variety of personnel assessment methods. And you can spend hours assessing a candidate. But there is no time for that. We have developed our own unique four-factor personnel assessment system: motivation, personal qualities and behavior patterns, professional knowledge, reliability of information and recommendations are assessed. It allows us, in 40 minutes to an hour, to obtain the necessary information about the candidate in order to understand whether he needs to be referred to the employer. We use the testing system only if these are professional tests, when we need to understand the competence of a specialist. We also sometimes attract external experts who have already successfully worked to evaluate the candidate.

Enterprises are ready to outsource personnel selection to recruiting agencies in three cases.

If the company does not have a full-time HR staff or if the company does not have a monthly turnover of two or three positions, it is cheaper for them to contact an agency. Or if the manager has no time to deal with this issue himself, because personnel selection is, first of all, a waste of time on searching, calling, inviting, interviewing, and assessing. Workplace downtime costs an enterprise much more than the services of a recruiting agency. Employers who first try to recruit staff on their own very soon realize how difficult it is, and after a couple of unsuccessful attempts they turn to a recruitment agency.

Investment size

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

To find funds to start, You can apply for a grant, contact specialists who will help you prepare the documents correctly. You can look for investors, for example, among businessmen you know. You can contact business associations - there may be people interested in your project. By the way, you can also find contacts of future potential clients there. You can take out a consumer loan - the amount is suitable for two or more founders. The most important thing is to have an adequate business plan. It is sobering and helps to talk with an investor in the language of numbers. It is necessary to predict profitability, profitability for six months or a year.

Step-by-step instruction

Let's talk about the price for services. It is important to consider how much an employer is willing to pay to find one specialist. It depends on the complexity of the vacancy and the level of the specialist. For example, people with working specialties are constantly needed - masons, welders, craftsmen, but the rate for finding such specialists will be several times less than the rate for finding middle and senior level personnel. Therefore, it is more economically profitable to engage in selection starting from middle management. Recruiting and the HR services market is highly responsive to economic changes. If business in your city is stagnating, the number of applications and vacancies will not grow, you need to either focus on other cities or other vacancies.

There are agencies that start with low costs in order to be competitive. This technique should only be used at the start.

Experienced players do not recommend delaying this even for six months, because there is a healthy payback and cost that have formed the market, and a strong violation in price towards a discount is fraught with detrimental consequences for a startup. You will still have to select quality personnel (otherwise the client will not be satisfied), you will still have to pay salaries and motivate employees. Project work assumes that you can close a position in one to two weeks, or in two to four. And some positions - such as a manager, top manager, regional director - can last for six to eight weeks, depending on the narrowness of the personnel market and the employer’s requirements. Understanding this, you need to set an adequate price for your services.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

The size of the agency's remuneration depends on whether it is classic recruiting or headhunting, regional or federal search, whether a specialized specialist is required or a simple one. On average, recruiting one specialist costs from 10 to 12% of his average annual income. This is from local agencies. For federal agencies it is from 15 to 20%. Our fixed rate is 10-11% of average annual income. The service includes a guarantee of free employee replacement for three months. If an employer wants to get a big discount, then you can offer him to select personnel without a guarantee with a 25% discount. You can also come up with various additional services for the client, the price of which varies from 5 to 15 thousand rubles.

How can you optimize running costs ? Outsource accountants, lawyers, cleaners, and marketers. Distribute the functionality of the courier and office manager among the main employees. However, experts do not advise cutting employees' salaries, because people need motivation. The office is the face of your company, and it should look decent. Normal communications and working equipment, databases from work sites are also needed. You can move to a home office, but this is no longer a business, but freelance work. The only way to save money is by purchasing the property and reducing rental costs.

Now about how to recruit employees for an agency. A graduate of psychology, pedagogy or personnel management can become a good HR professional. If the education is different, then you need to see whether the person has long-term personal motivation to work with staff. Therefore, we need people who are interested in interacting with people, selecting, evaluating, organizing them. Any novice employee can engage in search, but only intellectuals with analytical skills and a critical eye can engage in personnel assessment. A person must be psychologically balanced and be able to abstract himself. He must be able to listen, but at the same time isolate the necessary information from the point of view of its correspondence to the employer’s card, that is, the portrait of the desired employee.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

There are agencies that hire only experienced HR. We most often hire people with no or minimal experience. It’s easier for me with young people and beginners; I myself create qualified specialists out of them. It happens that people with experience also come, and if our assessment systems coincide, we work together. How do we attract people to our agency? Training and the fact that we provide the opportunity to gain serious experience in one or two years. After all, no one needs an HR manager without experience in enterprises. In our company, managers become professionals for short term- from six to 12 months of work.

Where is the best place to locate an office? recruiting agency? It is important to have parking and a separate entrance. As a rule, this is an office center or a separate building. The room must be from 20 sq.m. depending on the number of employees. It is advisable to have a separate room for interviews.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

Daylight, connection with the outside world, fresh air and air conditioning are important to me because this is an intellectual activity. The lighting should be normal so that your eyes don’t get tired. Our ceilings are high - more than two and a half meters, they don’t put pressure on us. The minimum area for 2-3 managers is 18-20 sq.m.

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