Inquiries about job placement services are common for employers and job seekers alike.
Perhaps you are a job seeker, looking for the perfect position to achieve your employment goals. Maybe you are an employer faced with the unexpected resignation of a key employee. Or, you are planning to add new team players to your roster. In any case, the who, what, where, and how to accomplish your goals are frequent questions for both sides of the employment equation.
Human Resource Management is a large industry, dealing with complex employment issues which only grew more difficult during the 2020 COVID‑19 pandemic. The actual search and hiring of the workforce is often contracted out to search professionals who come under the broad term of job placement services. Frequently, even large companies with substantial HR departments choose to outsource their searches for new employees because of the specialized advantages that job placement service providers offer.
What is a job placement service?
The umbrella of terms describing a job placement service is broad. Headhunter, executive search, recruitment agency and staffing agency are all descriptive of the functions of a job placement service. No doubt you have heard them all, and although they are generally alike, there are important differences between the firms offering these services.
For an employer, be it a startup or small organization, or a multi-national organization with a large human resources department, a job placement service offers uniquely valuable professional services. Helping businesses focus their attention on defining specific needs can save time while enhancing existing organizational structures. Choosing an external agency to cast a wide net to discover the ideal job candidate and managing the complex selection process is a wise choice.
Job seekers are equally advantaged when a job placement service is engaged. Full and frank discussions about career path and ambitions can yield unexpected opportunities. Candidates with questions about how to structure their resumes, manage online videos and follow up meetings are well served by a job placement service that essentially offers productive coaching.
How do I hire a headhunter to find a job?
Contrary to popular opinion, job seekers do not in fact hire headhunters. A job placement service, which is often called a headhunter, is hired by an employer who is searching for a potential employer with a defined and specific skill set.
Don’t be dismayed, however, because submitting your resume along with a short and persuasive cover letter to a headhunter can yield a future contact that can prove fruitful. Study this list of job placement services examples to see where your experience and skills fit into the kinds of job opportunities they manage. Target your letter to specific headhunters that seem right for you.
What is the best employment agency?
There is no one best employment agency for all. The best individual firms offering job placement services generally specialize in certain fields within their expertise like medical, financial services, arts-related, and so on. Invest some time checking out the websites of the companies listed here to see where your needs and interests find the best fit.
Where is the best place to apply for a job?
You may find a job with a company or a field that you had never considered before. Think about what is happening today in the economic world we live in. Some job categories are temporarily on hold or may fade away altogether. New opportunities are springing up thanks to innovative entrepreneurs who are creating companies offering solutions to the changes going on now. Those solutions mean opportunities for employees willing to take on new challenges. Look at yourself as a work in progress. Assess your strengths, your employment history, and your interests. Read job descriptions carefully to find a place where you may uniquely fit in.
What is the placement process?
Thoughtful employers create job descriptions that explain the specific nature of the work that needs to be done and the skills and educational requirements needed.
While that is a basic first step, actually every job is also defined by the qualities of the worker doing it. Successful managers understand that each individual’s strengths and weaknesses should be considered when a new hire is added to a team environment.
Employers prefer to use job placement services to cast a wide net into the pool of available talent to find the best fit for their needs. Headhunters, also called recruiters, typically evaluate a wide range of talented candidates through evaluating resumes and conducting preliminary interviews. This process winnows the field down to a handful of those best suited for the job description and the needs of the employer. They present what is commonly known as “a panel” or selection of candidates, each of whom is well suited to the employer’s needs.
At this point, employers conduct their own personal interviews while the job placement firm conducts reference and background checks before a candidate is selected. Recruiters often provide services regarding salary and benefit negotiations.
How can I get a job fast?
Although being at the right place at the right time is a big help, there are steps you can take to increase the likelihood that you’ll find a job fast. First, take some time to prepare carefully. Look at your resume critically. If you haven’t been on the job market for a while, you should take the time to update your resume. It should be crisp, professional, not too wordy, no spelling or grammar mistakes please! And consider that you may want to create more than one resume, stressing different skills or work history depending on the kind of job you are seeking.
Next, research and create a list of executive recruiters to find the job placement services that most likely service the job categories that fit your skills best. Compose a short and thoughtful cover letter to say that you would like to be considered for opportunities they may have. Send them your resume.
Finally, read job postings creatively. Don’t keep your skills in a mental pigeon-hole but consider how you might be able to move into a different kind of job than you’ve had before and apply.
Note that you may also need to be flexible about accepting a lower salary than you would like in order to get back working again if you’ve been out of the labor market for some time.
Who pays the headhunter fee?
Employers sign contracts with executive recruiters or headhunters to conduct specific job searches, and they are responsible for the headhunter’s fee. These contracts can vary considerably depending on employers’ preferences.
Many high-level C suite hires are accomplished via “retained” searches. Essentially the employer hires or retains a search firm to find the employee they require and fees are determined by a percentage of the position’s salary plus travel and expenses. These searches may take months and require considerable expertise and skill on the part of the search firm since high-level management moves require discretion and occasional secrecy. Similar to a law firm, clients pay a retainer in advance and are obligated to pay the agreed amount in full whether or not the search is actually completed.
Most job searches are completed on a “contingency“ basis. Again, the employer enters into a contract with the job placement service and the fee is structured much the same as a retained search although the payment is not expected unless and until the employee has been hired.
Is it worth it to hire a headhunter?
The answer to that is an unequivocal yes if you value your time and you hire the right firm. Companies of all sizes and particularly those with a large HR department understand the value received when working with a really good headhunter.
One of the search firm’s most important value adds is the knowledge that helps them evaluate your job description and needs. Remember, search firms spend huge amounts of time looking at resumes, conducting interviews, checking references, and conducting interviews. Because they see a broad range of individuals and situations they can help you define just what and who you really need to hire. They really hit the ground running because they are specialists.
Selecting the right firm is your job. Look at websites carefully and be sure you understand just what each search firm says they can do. Then call for a chat. You will probably leave a message, and it’s important to note how long it takes for a principal in the organization to return your call. Their initial response can be a good indicator of how much they want your business and how efficiently they run their own. Have a conversation with several firms, evaluate your reactions, and choose the one that feels most responsive to your needs.
Is a headhunter the same as a recruiter?
Terms such as job placement services, executive recruiters, and headhunters are all pretty much interchangeable and describe the same functions. Note that there are specialists in temporary workers who sometimes limit their practices to providing employers with workers who are not considered long time hires. Some of these temporary agencies will also contract with employers to manage the payroll for the temporary employees.
Why do recruiters go silent?
For job seekers anxiously waiting for feedback after a job interview, radio silence from the recruiter managing the interview process is the last thing they want. First of all, take a deep breath. Sometimes there are legitimate delays in communication between the person or more often, persons, plural who are involved in a company’s hiring decisions. The job hunter wants to know NOW, the employer wants to get it RIGHT.
That said, a good recruiter manages anxiety skillfully, telling a candidate truthfully what is happening behind the scenes. Confidential details about the internal discussions regarding a search cannot be shared of course, but ethical recruiters take care to check in with candidates to keep them in the loop.
For employers, recruiters can provide cover by maintaining a positive atmosphere with a candidate who may lose confidence or interest if the decision-making process drags on too long. Good recruiters know that a new hire wants and needs to feel appreciated and employers want enthusiastic new hires. Recruiters are often the special sauce that makes the recipe work.
How honest should you be with a recruiter?
It’s always smart to be very honest about your work history and skill set. Recruiters spend enormous amounts of time reading resumes and conducting interviews so they will likely spot an evasion or a hole in your timeline and wonder why you did it. Remember that a fair representation of who you are and what you can do can be a positive force when they present your application to an employer.
You do not have to share grievances you may have had with previous employers or colleagues but it can be productive to explain why you left earlier jobs. Saying that you want to find new challenges and take on more responsibility are positive statements that can propel you forward.
Should I use a recruiter or apply directly?
A recruiter is a benefit-add for both sides of the employment equation. Applicants working through a recruiter actually have a team on their side. Yes, the recruiter is reportable to the employer who has contracted for the search, but candidates often can ask questions of a recruiter that they would rather not ask directly. Compensation is always an important issue of course and recruiters have deep knowledge of industry norms and can give honest advice about salary ranges and can be helpful in discussions about salary and benefits.
Do recruiters really get you a job?
The fact is NOBODY gets you a job except you. Employers use search firms to recruit for new hires because it is a very efficient way of managing their human resource needs.
Recruiters are looking for the strongest candidates, the folks who have the most promising combination of job experience, education and skills who fit the description of the job to be done.
However, once a panel or group of candidates have been selected, the intangible human element kicks in. The interviewer knows their own situation intimately and they are searching for a new hire who will fit into the existing team structure. Interviews can be seen as an audition to join a new family or team.
If you are a sports fan you know that the best teams have players with a unique mix of personalities and skills. Coaches are responsible for bringing out the best.
In a job interview, bring your personal best. Be positive about your abilities and enthusiastic about the opportunities.
What are the types of placement?
There are three types of placement.
1) Direct hire: this type of placement is as it sounds. You’re directly joining the company that you interviewed with in a full-time capacity where likely both parties are hoping this could be a long-term fit.
2) Interim/temporary: this type of placement is more often than not with short-term in mind. It’s unlikely you will be in this role for more than a year. And if you found this company through an employment agency, you’re likely on the employment agency’s payroll vs. the payroll of the actual company you’re working at.
3) Temp-to-hire: this is a cross between interim/temporary and direct hire. Often this type of job placement service is a way for a company to try you out temporarily with the idea that if all goes well, they will hire you on as a full-time employee. Once hired, you’ve gone from being more of a short-term stopgap to a long-term fit.
Can I go around a recruiter?
In theory, you could. But you could also be abducted by aliens (in theory). It’s not advisable. Your recruiter most likely has a contractual agreement with the company that they’ve recommended you to wherein the company owes a fee to the recruiter regardless of if they’re guiding you through the process or not.
The best way to go around a recruiter is to not let them represent you in the first place. That’s a tricky situation though. If you learned about this opportunity from the recruiter, and you’re interested in the opportunity, the best practice decision would be to let that recruiter represent you. If you don’t want the recruiter to represent you, it’s most likely going to be best to simply focus on other opportunities vs. trying to go around a recruiter.
How do you say no to a headhunter?
Here’s a good template to follow when saying no to a headhunter: “Hi – thank you for reaching out to me. I am not currently looking for a new opportunity. Let’s keep in touch. Thank you.” Most important is to just be honest and direct. Headhunters appreciate honesty and directness. Throw in a little politeness, and the headhunter you said no to has every reason to be understanding of your decision.
What are the disadvantages of using a recruitment agency?
Not all recruiters are wonderful. Not all have infinite wisdom and not all employers are focused on exactly what skill set they are looking for in a new hire. If you do good due diligence and select an agency with a good track record, you will probably feel happy about your decision to work with a recruitment agency, and they will most likely meet your expectations. However, if they deliver a panel of candidates that don’t measure up to your expectations, say so and send them back to the drawing board.
Managing expectations is critical in all aspects of business. If you feel you’ve selected the wrong agency, withdraw and find another. But before you make a change, take stock of how you described your needs and be sure that you communicated them clearly.
Is it a good idea to use a staffing agency?
It is always good business to seek professional advice. If you need high-quality temporary workers hiring a staffing agency that specializes in recruiting temps can be hugely helpful. It’s worth repeating that the pros who deal with recruiting bring years of experience to each staffing need. Specialized needs require specialized agencies to deliver the kind of workers you need, in a timely fashion, when you need them.
What companies use staffing agencies?
Almost all companies experience an ebb and flow of the amount of work that needs to be done. Holidays often require firms to increase their staffing for instance, and work patterns are undergoing changes due to forces at work in our economy. Careful evaluation of your current and projected needs can help to identify trends.
What is the largest staffing company in the world?
According to SIA’s 2019 Largest Global Staffing Firms List, Randstad ($25.8B) is the largest. The Adecco Group ($25.1B) and ManpowerGroup ($21.6B) rank second and third respectively.
Randstad, headquartered in the Netherlands, is a global leader in the HR services industry.
Who is the largest recruitment company in the world?
Randstad NV is the largest recruitment company in the world based on their 2018 revenue of $25.8 billion.
What is job placement services meaning?
An ideal organization can be seen as a giant jigsaw puzzle, each piece fitted properly against the ones along side of it while all of the differently shaped pieces contribute to one mighty fine picture.
That is also a pretty unrealistic picture because reality teaches us that people are wonderfully different in our personalities, ambitions, and our skills. Recruiters who take on the responsibility of searching for the right human piece to fit into your company’s puzzle must bring considerable experience and specific knowledge to the task. Placing a new worker into an existing organization or creating a team to staff a start-up requires judgment and the intuition that comes from experience.
Job placement services are another way of describing people placement. Finding the best team player is critical.
What are executive job placement services?
It’s not always clear where the staff stops and the executive begins and that’s a good thing in general since most really successful companies flourish because they work together as a team. Executive headhunting and executive search are both terms used generally to describe searches for C suite searches.
Job placement services and executive job placements are basically people placement services that describe the arc of many individuals in their career path. Experienced search professionals spend their working days evaluating workers, reading resumes, interviewing, and assessing the job seekers who interact with them. Identifying hidden strengths and finding the human interests of the people we spend our days talking to is very much like being a detective, finding the truth, finding the best in all candidates.
Remember in your search for an employment professional providing job placement services at any salary level, assessing the character and qualities of job applicants is a skill that improves with experience, thus you should feel comfortable with the track record and depth of knowledge your recruiter brings to your special search.
JOB PLACEMENT SERVICES CONCLUSION
The employment loop of job seekers and job placement services have goals that are well aligned. Job hunters want to find good jobs and employers want to find good employees. Whether you call them recruiters, headhunters, staffing agencies or job placement services, these outside experts can add real value to the equation of building strong workforce teams.
Trust is a key element and ethics are highly important. The best advice is to do your homework by using the internet to find the websites of reputable firms and to read the content of their websites carefully. In the end, it is also important to trust your inner voice after you have talked directly with search professionals. Do you feel they have a genuine interest in you? Try them out, and then assess your results. Your goal should be to find a productive and long-lasting relationship.