Recruit Serve! Recruitment CRM, Business Process of Recruitment Agencies

Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes. Recruitment agencies are those that work for organisations to find people for jobs when organisations need them.

Business process is a collection of tasks and activities on completion lead to an achievement of an organisations goals or objectives. So the ultimate goal for a recruitment agency is to find the perfect candidate for the appointed job.


When an organisation is in search of a new employee either permanent or temporary they may have a HRM department in the organisation or they may outsource this service from an recruitment agencies. It may be difficult for both the employee who is in search for a job and also the employer searching for a skilled for so the best solution is to get help from an agency.

The functions a recruitment agency may be as follows:

In search of a person for a specific position the business will contract with personnel placement services firm, also called a recruiter. The will handle the search process and match up employee with the job. For senior level management position the business may contract with an executive search firm, also known as a head hunter. When a company just needs a vacation fill it contacts a staffing agency. They provide skilled workers to work on contractual basis. Some also use staffing agency for temp to prem. meaning they are temporary for now but in the future they may become permanent.

Employment agencies are a great help to job seekers. They can help find jobs that would have been impossible to find on their own.

The business process of a recruitment agency may be as follows:

1: A company needs a staff for a creation position. The internal recruiting fails or doesn’t provide staff in the manner requires. It may be costly or time consuming. So a recruiting agency in contacted.


2: Terms are agreed if they’re not already.

3: The recruiter is briefed. The specification are given either on the phone or face to face.

4: Once the recruiter has enough to go on they start searching the hire. It can be done in many ways. But mostly by looking at who is already in their books, who is on the people database base like job sites, and also advertising the role themselves.

5: Once they have the candidates they start to remove the ones that are not fit for the requirement. They may filter by using email, phone, face to face Until they are left with very few.

6: These candidates get briefed fully on the role, and asked if they’re ok with the client seeing their details.


7: If the candidates agree they get sent over if they disagrees the recruiter finds a replacement.

8: Once the end hirer has the details, they review and either give feedback, or ask for interview sometimes both.

9: Recruiter passes back the news, and if appropriate sets up the interview. At this stage, the client and candidate are introduced directly too.

10: Then the interview happens. Either it’s a yeas or no. if yes then there is further interviews or offers.Once offered – either directly from the client, or most often via the recruiter, the candidate decides whether to go ahead or not. The recruiter may pressurise the candidate but good recruiter will give you the space to think and also help you weigh up options objectively.

  • If the candidate accepts then the process is done if not then the whole process starts again.

This process may be different for every firm but is an over view of how it may be done. Every firm has its own way of doing work and achieving its goals.

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