How to start a recruitment agency from scratch

The success of any business depends on the skill level and professional qualities of the employees involved in it. This fact is now known to almost every entrepreneur or person who is just planning to start his own business. In this regard, the prospects of a recruitment agency as a business are increasing.

The attractiveness of this area is also due to an increase in the level of staff reductions, and as a result, an increase in the number of applicants. In addition, this business does not require significant capital investments, and control by law enforcement agencies is minimal. How to open a recruitment agency? The business plan given in this article as an example reveals the main nuances.

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Why recruitment agencies are needed: types of concepts

This business is represented by several niches. An entrepreneur can choose one or combine several types of agencies in one to increase profits. What concepts are distinguished in the field of work with personnel:

recruitment agency. The scheme of work of such a company - the employer gives an order for the selection of specialists for open positions, the agency tries to close these vacancies;
Headhunting agencies. Head hunters, or "bounty hunters" are recruiters who require top-class specialists, piece goods for certain vacancies. The task of such agencies is also to entice specialists from other companies by order of the employing company;
employment agency. Such firms provide applicants with information about open vacancies;
Agency for the selection of highly specialized personnel. Such recruiting activities are required when the market is crowded with specialists of a narrow profile, while there is also a rather big demand for them. Then recruiters need to understand the intricacies of a particular profession. Before you open a recruitment agency for the selection of personnel with a narrow specialization, you should carefully study the market.

Legal formalities

First of all, you need to officially register the business. The most suitable legal form is an individual entrepreneur; UTII should be chosen as a form of taxation. Since 2016, the OKVED activity codes have changed, now the entrepreneur needs to select the following:

74.50.1. employment services.
74.50.2. recruitment services.

Premises for rent

Before you open your recruitment agency, you have to find a suitable place to work. The office is provided with the following requirements:

Location in an accessible place, preferably in the area of major transport hubs of the city;
A recruitment agency has no place in a shopping center. Office or business centers are suitable for this area of activity;
The office should have a pleasant environment and inspire confidence.

A recruitment agency does not need a lot of space - 10 sq. m. If you rent a larger office, it is better to choose a room with a separate office.

Equipment

A recruitment agency as a business does not need specific equipment. Enough of the following items of equipment and furniture:

Computer with Internet access. The number of computers corresponds to the number of employees. You can save a little on technology by using a computer and printer from home. The printer must function as a scanner and copier. On average, technical equipment will cost 150,000 rubles.
Specialized software for personnel accounting - from 50,000 rubles.
2 mobile and 2 stationary phone - 5-8 thousand rubles.

Before you open your recruitment agency, you have to find a suitable place to work.

Staff

2 managers are required to get started. Their job will be to call enterprises to compile a database of vacancies. Then their task will be to attract applicants and provide resume writing services. At first, there will be a lot of work, but little income.

For managers it is better to establish a minimum salary, in the future their wages will be 10-30% of the deals made. Tasks system administrator And accountant should be outsourced. Cleaning and security premises are the duties of the business center staff, usually the cost of their services is included in the rent.

Services

For potential employers, agency employees can provide the following services:

Resume screening. A procedure that allows you to select applicants mechanically - filtering by gender, age, education and other data. For this, resumes from the database are used, the procedure does not take into account the personal qualities or motivation of the applicant;
Selection of a candidate for a position. A more qualitative approach to the search for a candidate, which is used if the company needs a qualified specialist or manager;
Refresher courses for staff.

The scheme of work with the customer is as follows - personnel officers accept an order to search for personnel, close vacancies on time. If the specialists are suitable for the employer, after a trial period of one month, the company pays for the work of the recruitment agency. Usually this amount is 7-15% of the annual salary of the required specialist. Commission depends on the level of the vacancy Thus, the search for a senior manager is more expensive than the selection of an ordinary employee.

The most suitable legal form for a recruitment agency is an individual entrepreneur, and UTII should be chosen as a form of taxation.

For applicants, the services of recruiters are to provide information about vacancies. The task of the agency employee is to accept the resume and enter it into the database. After a specified time, the applicant is notified of a job suitable for him. If everything triples, he passes the interview and passes the probationary period, he is obliged to pay the agency a commission in the amount of 20-50% of his first salary.

HR services may include paid resume writing. As experts suggest, sometimes at the stage of promotion this service is one of the main sources of income.

Advertising and customer acquisition

In parallel with the opening of a business, it is worth starting to actively promote it in the media. In this case, advertising in the print media on the pages with vacancies and on free classifieds sites in the relevant sections was recognized as effective.

In order to make yourself known among potential customers - firms, you should seriously engage in calling with a proposal to post vacancies. It is advisable to make calls once a week, as vacancies are constantly updated.

Costs and payback

This business has a low entry threshold, as it does not require special expenses. But before organizing a recruitment agency from scratch, an entrepreneur must be prepared to long payback period. On average, this figure fluctuates around 3-4 years.

Let's look at these points in detail:

IP registration - 7000 rubles.
Office rent - 30,000 rubles.
Appliances and furniture - 150,000 rubles.
Software - 50,000 rubles.
Internet and communication - 3000 rubles.
Salary of employees - 50,000 rubles.
Advertising - from 10,000 rubles.

In total, in the first month of operation, the expenses of the enterprise will amount to 300,000 rubles. In the future, the entrepreneur will face monthly expenses, which will consist of the salaries of managers, the cost of renting an office and communications.

The tasks of the system administrator and accountant of your agency should be outsourced.

Income

If in the first month of work the company manages to receive and fulfill at least three orders, then by the end of the second month it will have a profit of about 60,000 rubles. In the future, the amount of income will fluctuate between 100,000 and 200,000 rubles. Profitability of business - not less than 10%.

Business nuances

This recruitment agency business plan is an example of how such an enterprise should ideally organize and conduct work. In fact, in order to conduct business competently in this industry, you will have to periodically deal with difficult situations and defend the honest name of the agency. What problems may arise:

The applicant hides some personal qualities that may not suit the employer. It is not uncommon for an unemployed person to indicate a non-existent work experience in a previous place, incorrectly provide information about education, qualifications;
Similar problems on the part of the employer - inflated wages in the vacancy, incorrect information about working conditions. Then there are claims from applicants;
The firm-employer is pleased with the new employee, but deliberately fires him to avoid paying the agency. The employee soon after dismissal again receives a job offer, but without the participation of intermediaries.

The business owner must be prepared for such turns of events, his task is to consider ways to minimize risks.

For example, managers should be more attentive to applicants, pay attention to hesitant speech when providing personal data and other indirect signs of deception. Qualified and competent personnel can cope with difficulties.