Why Employers Use Third Party Recruitment Agencies
As a job seeker, you might have asked yourself why there often has to be a middle-man of sorts between you and potential employers. Why can't employers just advertise vacant positions in the papers and hold personal interviews as would be the norm?
There are good reasons for this state of affairs, some of which are discussed below so that you understand the sense in it.
Employers Want Potential Candidates, Not Applicants
Consider the percentage of the population that's unemployed. Even without an exact figure, you can estimate the number of people who are likely to apply for each vacancy that would be advertised.
Out of these people, some will be considered potential candidates for the vacant position while others would simply be considered applicants. Potential candidates are those who fit the employee profile required for the vacant position, while applicants are the rest.
For example, an industrial plant looking for a manufacturing engineer is likely to receive applications from seasoned/experienced engineers and from fresh/recent graduates who don't have much experience. It's expensive and time-consuming for the plant owner to peruse hundreds of applications in an attempt to identify the experienced engineers (potential candidates) that he or she might be looking for.
A recruitment agency will supply the plant owner with several potential candidates whose credentials are in line with the desired employee profile. This eliminates the need to worry about 'applicants', thereby simplifying the recruitment exercise for the plant owner.
The Seasonal Nature Of Workflow
In many economic sectors, demand for products/services is often seasonal. For example, a plant that manufacturers surfing boards would experience increased demand for their products when summer is around the corner.
Such a plant would need to increase its production rates so as to meet the anticipated demand. Essentially, this means hiring additional employees on a temporary basis.
Recruitment agencies already have member profiles of job seekers with them. A plant owner can get a large pool of potential candidates for the temporary positions at short notice, without breaking a sweat.
Employers who don't use recruitment agencies typically have in-house staff responsible for the human resource side of things.
In-house staff members are paid a myriad of benefits and allowances, in addition to their salaries. It might not be economical for some commercial entities (e.g. manufacturing and processing plants) to retain the services of in-house staff members who don't make a direct contribution to the main business activity of the entity. Recruitment agencies often prove to be a more economical alternative.
For more information, contact local professionals like DSC Personnel.