This review will be of interest to executives and organizations wishing to find quality staff for ourselves and seeking the appropriate provider of these services.Over the last 15 years in the HR consulting market of Russia there were serious changes. At the beginning of the new Millennium providers of HR services was divided into two main types: large Russian and foreign companies with a diversified portfolio and small recruitment agencies do not seek to become a market leader and working as a rule, with Russian businesses. Now we are seeing examples of successful folding of the agencies of medium size (10 – 50 people) that have several offices in Russia and working with large international companies. Moreover, the past 10 years, actively developing the concept of highly specialized consulting providers, sususa the specialization to a single sphere.
Probably the most common areas for specialist agencies – this is it, TOP and pharmaceutical business. The reason for choosing these particular areas is the fact that these areas differ in their specificity from the most popular vacancies – sales professionals, specialists, back-office, administrative personnel.
All three of the aforementioned lines of business are very profitable for the consultants, so even the most modest of the Agency indicate on the page the presence of «expertise» in these areas. So where do you turn, for example, pharmaceutical companies if you need assistance in recruitment?
the First type of providers, the most actively dispatched to provide services – the Agency is quite small (5-10 people), or newly opened, or in connection with the stagnation of the recruitment process with key clients, seeking every opportunity to increase the portfolio of customers. Their services will probably be cheap, and they will be ready to take even the most difficult or the most massive jobs. However, communicating with them, the customer is always to understand that these agencies are usually hired novice recruiters who don’t yet have a long track record of personal achievements. Moreover, small providers, consultants generally do not have the opportunity to focus on one area that «washes out» their understanding of the unique characteristics of the pharmaceutical industry. Added to this is characteristic for this type of company high level «routine» advisors, which lured a larger consulting Agency. Therefore, potential clients need to check whether such providers have claimed expertise? There are no precise achievements in filling out the vacancies in Your field? It is also important to understand that if the customer is a large pharmaceutical manufacturer with a strong network of medical representatives (bet honey.preda is the most popular in this business), the need for successful closing rates outside of the Central Federal district is able to provide consulting company with several branches in Russia.
the Following type of providers, the largest market players, which has a staff of more than 500 recruiters. The names of these companies are well known, so need no introduction. Of course, these companies are deprived of the small minuses personnel centers — they, as a rule, the development of a network of branches and staff has the experienced consultants. However, cooperation with these representatives of the human resources services market also has its pitfalls, which are often impossible to notice when the first negotiations about cooperation. First, it is not always the provider, whose name is known to every other employer actually has expertise in the client market. Many large consulting companies have become famous thanks to closures in other directions, while the pharmaceutical division is a secondary or even unprofitable. Secondly, such companies are less flexible approach to payment for their services – as it is well known that for a brand to have to pay extra. Thirdly, despite the above, a major brand consulting Agency, as a rule, have an extensive portfolio of customers, which allows them to rank the priority of the rates. If the client company provides on a particular position earned fee below market, or recruiters is classified as a complicated bet to closure, the project is assigned the status of outdated, leading to a reduction in the number of submitted candidates.
Based on the foregoing, it is possible to form an idea about the optimal provider of HR services, which will be flawed as market leaders and outsiders:
Thus, following these points, you can pick a vendor who can demonstrate a combination of flexibility and focus on customer needs that are typical for small companies with regional experience selection and availability of ready database of candidates, often found among large providers.
Eugene DOB,
The recruiter,
Recruitment company AVICONN