Personnel business, according to experts, is quite specific. Therefore, the proverb applies to him: not knowing the ford, do not go into the water. You should open a recruiting agency with experience in this field. It is important to understand the internal business processes and features of the provision of services, because here everything can go according to an individual scenario, and you need to respond to changes in a timely manner. Depending on the characteristics of the vacancy, sources, tools and methods of search and selection are selected.

Where to begin?

Experts advise: you need to work in this area on a hired position. Because if you enter the market from the outside, you will definitely make a lot of mistakes. It is necessary to have a sufficiently deep understanding of the personnel market, the quantity and quality of candidates for a vacancy, monitoring salaries and other indicators, because the personnel business is a complex and long-term business. This is not a simple resale of goods, this is a project work: every employer, every vacancy is a project. Therefore, you should first work as an hr-manager or development manager in a serious recruiting company. You can participate both at the sales stage and at the stage of closing a vacancy.

So, you have gained experience in the field of recruiting. Now you need to understand What segment do you want to recruit for?. Medium and small businesses are one potential base. You can choose some narrow direction like IT, and this is a different base of employers. And other specifics of work. After all, for example, if you are conducting a mass selection, the main thing here is speed. The search for IT specialists is difficult, the search is not only in the region, but throughout the country, it is poaching people from other companies, long closing times, high price for closing an application, this is knowledge of technical nuances, terms, aspects. There are agencies that select everything for everyone. There are agencies that select only mass personnel. There are agencies that select only sales specialists. And the client base of recruiting companies is formed depending on the specifics.

Elvira Nurmieva

In our business, we need to react to the situation. It is necessary to approach the client outside the box, not according to the template. Therefore, in business you need to cook, have a large set of tools for selection. I will give an example of non-standard treatment. Commercial real estate agency is looking for an employee. It is engaged in the sale of large real estate, and rent, has a ready base, reputation. However, this is a very narrow segment. Experienced candidates on the market - 20 people per month. That is, the probability of closing a vacancy is low. You can search among the inexperienced - take any sales manager and refocus on commercial real estate. But there is a large percentage of discrepancies, misses, failures. At the same time, the employer wants to hold something like a competition, let a large number of applicants through himself, recruit a team of 3-5 people and leave one or two of them. We help develop an adaptation plan, give recommendations on how to properly introduce a newcomer to the position. We also provide screening services - that is, we call candidates and invite them to the employer, creating a constant flow of candidates. In this case, we approached the search sources in an unconventional way: we sent out a mailing list in social networks to candidates from the real estate sector.

As a rule, most companies turn to a recruiting agency when they need an employee yesterday or tomorrow.

work strategy should be built, immediately asking the client: does he have someone to replace the employee, is a new representative office opening in the region or have they been working here for a long time, is there already formed functionality or is this a new position, an employee is urgently needed or you can still think, etc. This preparatory work is often carried out by the agency free of charge before the conclusion of the contract in order to fully understand the request. Sometimes the employer himself does not know what kind of employee he needs. Suppose he hires the head of sales for the first time and does not know what salary, what functionality, and what requirements for the vacancy. Based on this, the profile of the candidate and the cost of his selection are formed. As a rule, clients need time to make a final decision on cooperation with the agency - on average, from one to ten working days.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

There are a wide variety of personnel assessment methods. And you can evaluate a candidate for hours. But there is no time for that. We have developed our own unique four-factor personnel assessment system: motivation, personal qualities and behavior patterns, professional knowledge, reliability of information and recommendations are assessed. It allows us to get the necessary information about the candidate in 40 minutes - an hour in order to understand whether it is necessary to refer him to the employer. We use the testing system only if these are professional tests, when you need to understand the competence of a narrow specialist. We also sometimes involve external experts who are already successfully working to evaluate the candidate.

Enterprises are ready to outsource recruitment to recruiting agencies in three cases.

If the company does not have full-time HR or if the company does not have a monthly turnover of two or three positions, it is cheaper for them to contact the agency. Or if the manager has no time to deal with this issue himself, because recruitment is, first of all, a waste of time searching, calling, inviting, interviewing, evaluating. Downtime of the workplace costs the company much more than the services of a recruiting agency. Employers who first try to recruit staff on their own very soon realize how difficult it is, and after a couple of unsuccessful attempts, they turn to a recruitment agency.

Investment size

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

To find funds to start you can apply for a grant, contact specialists who will help you to properly process the documents. You can look for investors, for example, among familiar businessmen. You can contact the business association - there may be people interested in your project. In the same place, by the way, you can find contacts of future potential customers. You can take a consumer loan - a lifting amount for two or more founders. The most important thing is to have an adequate business plan. It is sobering and helps to talk to the investor in the language of numbers. It is necessary to predict profitability, profitability for six months or a year.

Step-by-step instruction

Let's talk about the price for services. It is important to consider how much the employer is willing to pay for the search for one specialist. It depends on the complexity of the vacancy and the level of the specialist. For example, people with working specialties are constantly required - masons, welders, craftsmen, but the rate for finding such specialists will be several times less than the rate for finding middle and senior personnel. Therefore, it is economically more profitable to engage in selection, starting from the middle link. Recruiting and the human resources market is highly responsive to economic changes. If the business in your city stagnates, the number of applications and vacancies will not grow, you need to either focus on other cities or other vacancies.

There are agencies that start low in order to be competitive. This technique should be used only at the start.

Experienced players do not recommend delaying this even for half a year, because there is a healthy payback and cost that has shaped the market, and a strong deviation in price towards a discount is fraught with detrimental consequences for a startup. You still have to select high-quality staff (otherwise the client will not be satisfied), you still have to pay salaries and motivate employees. Project work assumes that you can close a position in one or two weeks, and in two or four. And some positions - as a leader, top manager, regional director - can be delayed for six to eight weeks, depending on the narrowness of the personnel market and the requirements of the employer. Understanding this, you need to lay an adequate price for your services.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

The amount of the agency's remuneration depends on whether it is classic recruiting or headhunting, regional or federal search, whether a narrow specialist or a simple one is required. On average, the selection of one specialist costs from 10 to 12% of his average annual income. It's from local agencies. Federal agencies - from 15 to 20%. Our fixed rate is 10-11% of the average annual income. The service includes a three-month free employee replacement guarantee. If the employer wants to get a big discount, then you can offer him to recruit staff without a guarantee with a 25% discount. You can also come up with various additional services for the client, the price of which varies from 5 to 15 thousand rubles.

How can you optimize current expenses? Transfer accountants, lawyers, cleaners, marketers to outsourcing. Distribute the functionality of the courier, office manager among the main employees. However, experts do not advise cutting the salaries of employees, because people need motivation. The office is the face of your company, and it should look decent. Normal communications and working equipment, databases from work sites are also needed. You can move to a home office, but this is no longer a business, but a freelance job. You can save money by buying real estate and reducing rental costs.

Now about that how to recruit employees for an agency. A good HR can be a graduate of the psychological, pedagogical faculties or personnel management. If the education is different, then you need to see if the person has a long-term personal motivation to work with the staff. Therefore, we need people who are interested in interacting with people, selecting, evaluating, organizing them. Any novice employee can engage in search, but only intellectuals with analytical abilities and a critical eye can engage in personnel assessment. A person must be psychologically balanced, be able to abstract. He must be able to listen, but at the same time isolate the necessary information from the point of view of its correspondence to the employer's map, that is, the portrait of the desired employee.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

There are agencies that only hire experienced HR. We most often take people with no experience or with minimal experience. It is easier for me with young and beginners, I myself create qualified specialists from them. It happens that people with experience also come, and if our assessment systems coincide, we work together. How do we attract to our agency? Training and the fact that we give the opportunity to gain serious experience in one or two years. After all, no one needs a personnel manager without experience in enterprises. In our company, managers become professionals in a short time - from six to 12 months of work.

Where is the best place to locate an office? recruiting agency? It is important to have parking and a separate entrance. As a rule, this is an office center or a separate building. The room should be from 20 sq.m. depending on the number of employees. It is advisable to have a separate room for interviews.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

Daylight, communication with the outside world, fresh air and air conditioning are important to me, because these are intellectual activities. Lighting should be normal so that the eyes do not get tired. Our ceilings are high - more than two and a half meters, do not press. The minimum area for 2-3 managers is 18-20 sq.m.

The success and the fastest possible payback period of the business directly depend on the work of the employees of the enterprise. Therefore, special attention should be paid to the selection of personnel.

It should be noted that, despite the total unemployment in the country, there is a shortage of highly qualified specialists. Large enterprises, in every way fighting for qualified personnel, are ready to pay high salaries to employees who meet all their requirements. However, finding really responsible and trained people is not easy.

Not every entrepreneur understands human psychology and knows how to select generalists, in connection with this, there is an urgent need for the existence of recruitment agencies. Therefore, in this publication, we will talk about how to open a recruitment agency from scratch and make it popular.

What are staffing agencies for?

There are many profitable business ideas, one of them is the opening of a recruitment agency.

What is it and what is its purpose?

The recruitment agency is engaged in the selection and training of personnel for factories, private enterprises and firms of various specializations and orientations.

The main goal of the agency is to save time and money for the heads of large enterprises and firms, to provide them with a qualified staff that meets all the requirements.

It would seem much easier to hire a person who will form a staff, conduct interviews and hire good staff. But the fact is that not everyone has the skill of selecting and training personnel, this is a delicate matter that cannot be trusted to just anyone. It is worth noting that about 80% of the success of a business directly depends on the work of employees. Therefore, it is an unaffordable luxury to be irresponsible in the formation of the staff.

It has been proven by many experiments that it is much more profitable to entrust the selection and training of personnel to a recruitment agency than to pay for the work of an employee who will deal with this matter.

How to start a recruitment agency? As in any other field of activity, opening a recruitment agency should start with choosing a direction.

Types of recruitment agencies

recruiting agencies

These agencies are looking for workers for factories, enterprises, firms of various specializations and directions. The meaning of the work of such organizations is that they receive a certain percentage for the employment of each citizen. The services of recruiting agencies are fully paid by the employer, thus, this organization is an intermediary between the employer and the person looking for a job. In order to attract as many employees as possible, you should convince them of the correct choice and the expediency of applying to your agency. To do this, it is necessary in a short time to find the candidate the necessary job that meets his wishes, while taking into account the stated requirements of the employer.

High profile recruitment agencies

These organizations specialize in a particular direction. Their task is to constantly select and train employees who meet the stated requirements. It is not easy to do this, this work is very responsible, and therefore it is paid quite well. As a rule, such agencies take money from employers, who, in turn, guarantee employees that meet all the criteria. Most often, such agencies specialize in the selection of domestic staff for work in private homes and hotels.

Headhunters

These are agencies that recruit highly qualified and already trained employees with work experience. Most often, these organizations are engaged in luring workers from one organization to another. The cost of the services of such an agency is very high, but it's worth it. Large entrepreneurs do not spare money to pay for quality work and the formation of a highly qualified staff of workers.

International recruitment agencies

These organizations are engaged in the employment of workers abroad in reputable companies and firms. For the existence of such an agency, you will need to obtain a license. In turn, you guarantee the employee official employment and job security, and he pays for the services of the agency. Today it is quite difficult to find a job abroad on your own, a lot of scammers only lure people out of money. And the existence of international agencies is an opportunity to get a good position abroad. Therefore, there are a lot of people who want to use the services of international employment agencies.

How to open your own recruitment agency?

Having dealt with the types of agencies that offer recruitment services, you can start opening your own recruitment agency.

Business registration

To get started, you should register with the tax office. First of all, choose the most suitable form of activity. You can register as a sole trader or as a limited liability company.

After registration and obtaining all permits for activities, it is necessary to rent an office, make repairs there and equip a place for employees. Next, you can get to work.

Database creation

Scheme of work of recruitment agencies

The work of recruitment agencies only seems simple and easy, in fact it is a lot of work. To be successful in the recruitment business, you need to clearly understand and follow the workflow of a recruitment agency. Let's talk about this in more detail.

The activity of a recruitment agency consists of several stages:

Customer search. At this stage, you collect all the information about the employer, company, employment conditions, vacancies. Next, you need to conclude cooperation agreements with firms, factories, large companies that need employees.
Search for employees. At this stage, you already have the necessary information about current positions and vacant positions, you need to select personnel that meets the requirements of the customer. To do this, you need to create a questionnaire to search for employees. The application must include the most detailed information, documented.

About the candidate you should know:

Personal data (name, surname, place of residence);
Education, which is confirmed by a diploma of the appropriate sample;
Work experience confirmed by documents (work book with records, recommendations from previous employers);
Age and family camp;
Additional information at your discretion.

How to find candidates?

There are several options for finding employees:

Announcements in the media. Job advertisements are placed in newspapers, magazines, advertisements are ordered on television and radio;
Direct search for candidates from students who graduated from the institute. Your agency can establish cooperation with higher educational institutions, and thus receive trained employees that meet the requirements of the customer;
Search for employees via the Internet. With the help of social networks and forums, you can find qualified employees and offer them mutually beneficial cooperation.

After creating a database of clients and employers, employees of the recruitment agency conduct interviews, where they determine the capabilities of candidates looking for a job, offer them possible options and help them find a job in the desired position. Some recruitment agencies also train employees, of course, for an additional fee.

Profit from recruitment agency

Naturally, such organizations were not created and, moreover, they did not work for free. The profit of a recruitment agency directly depends on its specialization and the number of concluded employment contracts. It is worth noting that this type of business does not guarantee you a stable and passive income. In this field of activity, as nowhere else, everything depends on the well-coordinated work of the team and the credibility of the agency. It is not easy to earn good reviews, but you can lose credibility in one moment. Therefore, in order to stay among such a large number of competitors, you need to work hard all year round.

The attractiveness of the recruitment business is due to several reasons. Firstly, they will always look for work, ignoring even cataclysms in the financial markets or the geopolitical situation. Secondly, in the labor market there is always a certain shortage of workers who are competent in their field.

Finally, opening a recruitment agency does not require too high capital investments. And the competition in this area is not as high as in many other areas of commercial activity.

A recruitment agency is best suited for a single tax on imputed income, which means that you will have to fill out either the UTII-1 form (for an LLC) or the UTII-2 application (for an individual entrepreneur). This completes the registration process.

Types and types of recruitment agencies

A recruiting company can be of several types:

An agency that selects personnel for a specific employer. In this case, the services are paid by an organization interested in finding employees.
An organization that provides employment services. In this case, all the efforts are paid by the applicant.
An information service company. Such companies have a rather low reputation due to the fact that they often provide unverified or even false information.
A recruitment agency can combine two or three points in their activities listed above.

There are also highly specialized types of recruitment agencies - the so-called "headhunters" ("headhunters").

Their task is to purposefully search for leading specialists, professionals in their field, highly qualified employees. The goal is to find or poach the best talent in your field.

Sample recruitment agency business plan

Establishing a recruitment agency does not require too much expense.

Costs of opening a recruitment agency

The main costs that this type of activity involves consist of the following items: V:

Office rent;
Purchase of furniture;
Purchase of office equipment;

Office space does not have to be astonishing in its scale. At first, it is quite possible to get by with a 20-meter room with a table and a couple of chairs. The most necessary office equipment - a computer and an MFP - can even be brought from home. But it's not worth saving on advertising.

We must not forget about the need for and carrying the staff of the agency itself. Typically, a recruiting manager receives 10 to 30% of the amount received by the firm for closing the deal.

Costs are largely determined by the location of the enterprise. In large cities, they are much higher than in the outback.

In Moscow, St. Petersburg, and other megacities, the cost of renting even a small office in the city center can reach up to 50-80 thousand rubles. Whereas in Kostroma or Abidjan you can rent a quite decent office for an amount that is 5 or even 10 times less.

Approximate costs of opening a recruitment agency in the average size of the city of Russia

Company registration: from 1,500 to 6,000 Russian rubles (depending on the form of ownership and region of registration);
Office space rental: from 5,000 to 80,000 units of the national currency;
Purchase of furniture, office equipment and equipment will require spending in the range of 15 - 40 thousand;
Advertising costs: here the range of values can be very different;
Staff pay: from 10 to 30% of the company's income. But at first, the heads of the recruiting agency have to set some for their employees, because in the absence of orders, none of them will work for free;
representation expenses, overhead costs. Depending on the activity of the agency, this item of expenditure may be limited to 5 thousand rubles, and a much larger amount (about 20,000) at the initial stage.

Providing free services

The best place to start is by providing free services to employers. To do this, you will have to try:

Needed weekly call big companies, offer their services free of charge, inquire about open vacancies, record the contact details of the personnel department or personnel service.
Need to actively promote the agency in the media, on the Internet, in other places, offering popular vacancies. Even if they are fictitious, it is initially necessary to “call” applicants by any means!
After the applicants reach out to you (and they will reach out if the advertisement was placed correctly), you need to enter their personal data into a database in order to immediately respond when vacancies appear, sending this data to a potential employer.
As an additional service, you can encourage applicants to write a professional resume. This is also money! Small, but at first they can help a recruiting agency to stay afloat.
If the work was given sufficient attention and it was of high quality, after a certain time, the enterprises themselves will begin to apply to the recruitment agency with willingness to pay for his services. Depending on the region, the type of activity of the enterprise and the quality of the required personnel, organizations pay the agency 20-50% of the salary of an employee of the relevant specialty.

Recruitment agency profitability

The question of the profitability of personnel Here, regional features, dense population, and the presence or absence of large or city-forming enterprises are important. But on average, the profitability rate of a recruitment agency is approximately 10-15%.

In other words, in a large city, recruiting agencies earn 300,000 rubles, and even more per month. The profitability of this business is not as high as in the field of trade or production, but opening a recruitment agency requires minimal investment.

Only now we must be prepared for the fact that this business will not start to bring income immediately. The practice and experience of successful recruitment agencies shows that it takes from one and a half to three years to develop a customer base. The first 2-3 months the business will be unprofitable in any case.

Orders will not immediately fall, but it will be necessary to pay for rent, communications, and taxes. And only then will orders begin to appear, the payment of which will fluctuate in the range from 10 to 30 thousand rubles.

Pitfalls when opening a recruitment agency

In the recruiting business, almost everything matters. If the agency several times offered an enterprise interested in finding an employee a candidate that does not meet the requirements, the organization easily refuses further cooperation.

On the other hand, very often applicants themselves provide false information about themselves.

For example, about bad habits, work experience in the specialty, and even about education. This leads to the fact that the company dismisses the employee before the end of the probationary period. This means that the recruiting agency does not receive their honestly earned money.

How to open a recruitment agency? Watch the following video instruction:

At the beginning of their activity, many entrepreneurs try to find and occupy a profitable niche. The lack of investment at the start pushes you to look for such an idea for a business that will allow you to start earning with minimal investment.

And how about starting a recruitment agency from scratch and succeed in this direction? Many enterprises are puzzled by the search for qualified personnel. This is due to the fact that the success of their activities and the amount of profit depend on the professionalism and skills of employees. For this reason, the services of a recruitment agency will always be in high demand.

What are recruitment agencies and why are they needed?

If an entrepreneur decides to create a recruitment agency for staff recruitment and build a successful business in this field, you should understand its features in detail. What is the purpose of such companies and what do they represent?

There are several types of recruitment agencies that are engaged in the selection of employees for organizations that have left relevant applications. In addition, applicants can be sent for preliminary training, if such a clause is specified in the agreement between the employer and the recruiter. Often, factories and factories, private small and medium-sized enterprises, as well as manufacturing firms of various profiles, act as customers. It is known that it can take a lot of time to find good specialists. For this reason, organizations turn to recruitment agencies for help and impose a number of requirements on applicants, according to which the necessary employees are selected.

If a person has firmly decided to work for himself and organize his own recruitment agency, he should be aware of the features of this type of activity. As with any other type of business, there are pros and cons. The benefits of running a recruiting company include:

high monthly income;
the presence of a small starting capital for opening an agency;
fast return on investment;
lack of dependence on seasonality;
the ability to create a large base of regular customers.

If the enterprise selects highly qualified specialists for the customer who fully meet his requirements, in the future partnerships are built between both organizations. This leads to the fact that they cooperate on an ongoing basis and mutually beneficial conditions. An entrepreneur has the opportunity to choose any format of a recruiting agency and develop in this direction. In addition, there are practically no serious obstacles to entering the market, therefore, with the right organization of activities, you can quickly occupy your niche and develop successfully.

Despite such a rich list of advantages, this business is not without drawbacks. First of all, you need to understand that not every employer is ready to direct their own funds to pay for the services of such agencies. In addition, a significant part of organizations prefer to cooperate with recruiters on an ongoing basis. For this reason, it will be quite difficult for a young company to find large customers at first, until it gains a certain authority. Also, entrepreneurs who want to develop their own recruitment agency, production, or, for example, open a self-service car wash, must remember the high level of competition.

Types of recruitment agencies for recruitment

Before opening a recruitment agency, an entrepreneur needs to decide on the direction of his activity. There are several types of such organizations, each of which has a specific specialization:

Classic staffing agency. They are often referred to as recruiting companies. This format will be the easiest to master for novice businessmen, since the demand for the services of recruitment agencies for recruiting is quite high and does not require special knowledge to start. The main task of such companies is to find the specialists needed by customers with further employment. KA are somewhat different from other recruiters in the way they receive remuneration for the work done. In the first case, the organization transfers money for each specialist brought in in the amount of his monthly salary, and in the second case, the customer pays a fixed amount for the services provided. Despite such an insignificant difference, the principle of their work is identical. These organizations act as intermediaries between job seekers and employers. Entrepreneurs are encouraged to actively work on creating a base of customers and people of various specialties who need to get vacancies. This will allow in the shortest possible time to acquire a valuable asset (personnel) and offer it to potential customers. For example, a company is in dire need of a chief engineer. If the CA presents the employer with several candidates to choose from within 20-30 minutes, the latter will see prospects for further cooperation with an unknown recruiting firm.
Staffing agencies of narrow specialization. From the name of such companies, it becomes clear that their main activity is the search for narrow-profile workers. For example, it can be hired staff for the home or specialists serving a large organization. Customers almost always make high demands on applicants. They want to know everything about the future employee: education, social status, character traits, health status, feedback on his activities, etc. Finding people who have a narrow specialization in a particular field almost always presents certain difficulties, because there is practically no information about them in the public domain. It is also quite difficult to obtain personal information from applicants to fill out personal data, because not every person will agree to disclose them. Nevertheless, as they say: the game is worth the candle, because when employed, applicants receive a high and stable salary, and the agency receives a decent fee.
Headhunting agencies. The specialization of such companies is the search for professionals in a particular field of activity. For example, it can be TOP managers who large organizations want to see in their staff, and smart engineers or developers of innovative solutions. It is quite difficult to find a high-class specialist. It is not uncommon for organizations to offer high fees to headhunters if they find the right employee. In most cases, this can be extremely difficult to accomplish, since tough specialists are worth their weight in gold, and for them enterprises create all the conditions that allow them to live comfortably. Even high salaries, bonuses, social packages and other benefits are sometimes not of interest to professionals, so it is very difficult to lure them to the side of the customer. This is the main task of headhunters.
International CA. This type of enterprise specializes in providing job seekers with services for employment abroad. To organize such a company, an entrepreneur needs to find many foreign companies willing to cooperate and hire Russians. The vacancies of IT-specialists, engineers and medical workers who have their own scientific papers or technologies are in great demand.

Important: international CAs have the right to provide recruitment services only if they have the appropriate licenses. Getting foreign employers as business partners is extremely difficult. Entrepreneurs who want to try their hand at this niche should be aware of the high competition, as well as create a very profitable offer for potential partners.

Let's consider the main stages.

Business registration

A novice entrepreneur who wants to create his own recruitment agency or, for example, become a real estate appraiser, is required to register a business. To do this, you need to contact the tax office at the place of residence and register a limited liability company or individual entrepreneur. The second option would be preferable for a small agency: registration is fast, and the state duty is 800 rubles.

Registration of an LLC takes much longer, in addition, it will be mandatory to deposit the amount of 10 thousand rubles in the form of authorized capital. As a taxation system, you can choose UTII or STS. You also need to open a bank account, which is necessary for the receipt of funds and displaying the expenses of the enterprise.

During the registration of the agency, you will need to indicate the OKVED codes. To do this, select 74.50.1 Provision of recruitment services or 74.50.2 Provision of recruitment services. Upon completion of the registration procedure and obtaining the appropriate certificate, the entrepreneur can start doing business.

Premises selection

Specialists will work in the office of the recruitment agency, as well as receive visitors. For this reason, it is necessary to create comfortable conditions for the company's activities there. It is necessary to carry out repairs and ensure the uninterrupted operation of engineering communications (electricity, telephony, Internet, water supply). In addition, high-quality furniture should be installed inside the office. The room does not hurt to divide into several zones:

reception;
director's (administrator's) office;
places for interviews and receptions;
location of personnel workplaces;
bathroom.

Of great importance is the location of the building with the office of the recruitment agency. The ideal option would be to find a room in the central part of the city or the business district of the village. If this is not possible, the office should be opened elsewhere, however, to attract customers, you will need to spend more money on advertising.

The building where the company will be located should be located near a major transport hub and have a car park. For the activities of a recruitment agency, it is enough to choose a room with an area of 50-60 m². The monthly rental price varies within 30 thousand rubles.

Important: if novice entrepreneurs have extraordinary ideas that will benefit the state and make good profits, they can turn to educational organizations such as business incubators. Participants of training programs are provided with assistance at all stages of the formation of a young organization up to the beginning of independent activity.

Purchase of equipment

After the repair work, the agency must be equipped with furniture and modern office equipment. This will create the necessary conditions for the operation of the enterprise. To equip a small company, you will need:

laptop (4 pcs.) - 150 thousand rubles;
router - 1 thousand rubles;
landline phone (4 pcs.) - 4 thousand rubles;
furniture (racks, wardrobe, tables, chairs) - 20 thousand rubles.

Thus, the cost of purchasing equipment and furniture will amount to 175 thousand rubles. You will also need to purchase stationery, office paper and leave some money for travel expenses. Total - the total amount of investments is 180 thousand rubles.

Personnel attraction

It is necessary to attract specialists to the staff of a recruitment agency who will perform certain functions. The administrator of the company must have the ability to negotiate with visitors and customers. In addition, his responsibilities include coordinating the work of all specialists. The administrator keeps order in the company, buys consumables and is responsible for managing the workflow.

HR managers must look for new clients of the agency, communicate with customers, be able to conclude contracts and organize meetings of applicants with company management. The recruiter enters data into the client base and also communicates with people about vacancies. He must be able to explain to a person how to behave at an interview and get the desired vacancy, for which they can be fired from work, what rights and obligations the applicant has, etc. The agency's psychologist conducts trainings for his colleagues, talks with clients and provides assistance in work situations.

The staff of a recruiting company might look like this:

administrator - 25 thousand rubles;
recruitment manager - 20 thousand rubles;
HR specialist - 15 thousand rubles;
psychologist - 15 thousand rubles.

Total - the cost of staff salaries will amount to 75 thousand rubles. In a small agency, the position of recruiter and manager can be combined by one employee, which will reduce the costs of the enterprise. For the same reason, the duties of an accountant should be outsourced, which will take about 8 thousand rubles a month.

Organization of promotions

First of all, even before the opening of the enterprise, it is necessary to create a business card website for the organization. This will allow a large number of people to learn about the activities of the company and promote the business through the Internet. On your own resource, you should place information about the location of the KA, indicate contact numbers, e-mail address, regularly publish updates on existing vacancies and highlight the benefits of cooperation with your agency. Promotion of business in social networks will give good results - in groups you need to constantly post information about vacancies, the cost of services, and also fix a commercial offer for employers.

Advice: The Internet allows you to get any information in a matter of minutes (for example, quickly find information about banks that give loans with a bad credit history, information about competitors, etc.). According to statistics, 75-80% of clients apply to recruitment agencies using the Global Network.

Speaking of marketing tools, printed materials should be singled out. You need to turn to designers who will develop booklets and business cards for the company. Advertising in the media will cost about 50 thousand rubles. It should include the placement of advertisements on radio, municipal TV channels and in the press. Taking into account the creation of the website and its promotion, the cost of the advertising campaign will amount to 67 thousand rubles. In the future, this amount will be reduced to 20 thousand rubles for the promotion of the agency.

Recruitment agency business plan

To organize the work of the enterprise, it is necessary to draw up a business plan for a recruitment agency. It is a calculation that allows you to find out the amount of a one-time investment in a project, mandatory monthly costs and its profitability. So, for opening a company, one-time expenses will be:

registration of the enterprise - 1 thousand rubles;
rent of office premises - 30 thousand rubles;
repair work, replacement of communications - 70 thousand rubles;
purchase of equipment and furniture - 180 thousand rubles;
advertising campaign - 67 thousand rubles;
staff salary - 75 thousand rubles;
the company's reserve is 10 thousand rubles.

Total - the amount of initial investment will be 433 thousand rubles. Now let's calculate the amount of mandatory monthly expenses, which include:

rent - 30 thousand rubles;
advertising campaign - 20 thousand rubles;
taxes - 15 thousand rubles;
utilities - 15 thousand rubles;
staff salary - 75 thousand rubles.

The total amount of payments is 155 thousand rubles. As practice shows, after 2-3 months of work, a small recruitment agency can count on a profit of about 120 thousand rubles. Return on investment is possible after 6 months of active activity.

The success of any enterprise depends primarily on qualified personnel. A competent leader understands how great the value of a high-profile specialist is. Therefore, an agency for the selection and search of employees as an idea for a business is not only relevant and profitable, but also does not require large investments.

Market analysis, relevance and competition

In the labor market, a recruitment agency acts as an intermediary and performs the function of recruiting and searching for personnel. Despite the large number of unemployed in the country, there is a shortage of qualified personnel, so it is not so easy for directors of enterprises to find a truly professional and responsible employee.

Company executives are ready to pay a lot of money to good specialists, but finding them is quite problematic. Managers often face the following problems:

By placing an advertisement for a vacancy in the media, a huge number of people respond to it.
It is very difficult to choose a worthy candidate among a large stream of applicants, and even more so an employee with a rare specialty or special skills.
Not every employer is willing to spend their time recruiting or keeping HR managers on staff.

As a result of the above, it is easier for companies to resort to the services of specialized organizations. Therefore, the importance of recruitment agencies is growing every year.

The main tasks of the recruitment agency are:

search for a customer and conclusion of a contract;
recruitment and resume writing.

Opening a recruitment agency does not require significant costs, so the competition in this area is very high.

Before you decide to open a recruitment agency, you need to conduct market research. They will help to analyze the situation on the market, assess the level of competition. This question can be entrusted to consulting companies, or you can do it yourself if you have experience.

Registration and organization of business

Before you start a recruitment agency, you should register it with the state tax authorities. To do this, you need to open an individual business or a limited liability company. The most favorable form of taxation in this case is a simplified system: payment of tax on net profit.

Required Documentation

In addition to registration as a taxpayer, registration with social funds is a prerequisite. It is also necessary to open a bank account for the purpose of mutual settlements with clients.

The contract with the customer is one of the most important documents in the work of a recruitment agency. It should be drawn up by an experienced lawyer, since the entire process of doing business will depend on the terms of the contract. A well-written document will warn the agency against possible risks and force majeure situations. You need to describe in detail:

duties of the parties;
working conditions;
penalties for non-compliance with the rules of cooperation.

Premises and equipment

It is best to choose an office for a recruitment agency in a busy area, ideally in the central part of the city. If this is not possible, then you can rent a room in the business center. Typically, the owners of such buildings offer offices with furniture and all the necessary communications, which will reduce the initial costs when opening a recruitment agency.

The area of the premises is 15-25 sq.m. will be quite enough.

Necessary equipment:

Computers or laptops for staff.
Printer or MFP.
Furniture for employees and visitors.
Racks or cabinets for documentation.
Phone fax.

Range of services

Due to the high degree of competition in the personnel business, it became necessary to create highly specialized agencies. There are the following types of recruitment agencies:

recruiting;
narrow profile;
headhunting;
international.

Each of the above forms of doing business provides a certain range of services depending on the specialization. Let's take a closer look at each of them:

Recruiters are looking for workers for factories, enterprises, firms, of various kinds. Agency services in this case are paid by the customer. Such an enterprise acts as an intermediary between the employer and the person who is looking for work.
International recruitment agencies provide employment services for people who want to work abroad. It must be understood that in order to open such an agency, it is necessary to obtain a business license.
Narrow-profile employment companies provide personnel search services for a specialized field of activity. Such recruitment agencies not only look for the right workers, but also prepare and train them. Field of activity of these agencies:

recruitment of staff for housekeeping;
employees to work in hotels and private cottages;
preparation of candidates for the upbringing and care of children;
search for workers for construction companies.

Headhunters are looking for such employees for customers who have experience in a certain field and are great professionals in their field. As a rule, headhunting agencies are engaged in luring specialists from one company to another. The cost of the services of such agencies is very highly estimated by the employer.

Staff

In the first few months, the owner of a staffing company can independently perform the main work by hiring one or two assistants. But over time, in order to develop the enterprise and expand the range of services provided, one cannot do without qualified personnel. In the future, you need to hire:

an accountant with experience in the service sector (he can work remotely);
HR managers;
psychologist;
secretary;
analytics;
programmer.

Recruitment is a very important and responsible issue. After all, the entire future success of the agency will depend on the right staff.

Marketing

An important basis for attracting potential customers and retaining regular ones is a properly organized marketing system. The list of effective marketing activities in the field of personnel business:

Organization of the presentation on the occasion of the opening.
Advertising on the Internet and in specialized magazines, newspapers on employment and personnel search.
Creation of a logo and corporate identity.
A sign on the facade of the agency's office.
Development of the official site.
Activity in social networks.

Another effective marketing tool is to expand the range of services provided. Additional activities will not only increase the amount of profit, but also increase the prestige of the recruitment agency. In addition to recruiting personnel for the customer and finding work for the unemployed or people who want to find more favorable conditions for cooperation, the agency can:

provide consulting services;
engage in staff training;
create a business school or refresher courses.

The financial component of the business

Opening a recruitment agency does not require large material investments. The success of this business largely depends on the established customer base, the qualifications and communication skills of managers and, of course, the authority of the agency.

Cost of opening and maintaining

It is impossible to calculate the exact amount required to start, since everything depends on the region, city where the agency is planned to be opened, the amount of capital and the level of services provided. Approximately investing in the business will require from 50,000-200,000 rubles.

The list of initial expenses and costs of maintaining the business:

Size of future income

The profit of the personnel business depends on the number of contracts concluded, as well as the specialization of the agency.

The future entrepreneur needs to be prepared for the fact that this type of activity does not bring a stable income.

In one month, you can make deals that will allow you to live comfortably for several months, but there are periods when income is barely enough to cover current expenses.

Most often, the work of a recruitment agency is paid as follows:

for each found employee, the employer transfers to the settlement account of the recruitment agency from 20-50 percent per annum of the salary of the found candidate, not taking into account bonus payments;
in the case of an applicant, the recruitment agency receives a remuneration in the amount of one salary from the employee's salary.

We can conclude that the approximate profit of the employment agency is from 15,000-150,000 rubles. This amount also depends on the region where the business was opened.

Payback period

This area of activity has a fairly high payback with proper planning and organization of the workflow. On average, the payback period is from three months to one year.

Opening a recruitment agency is not difficult and significant financial investment. However, in order for a business to remain successful, highly profitable and prestigious, a businessman needs to have tremendous organizational skills, have analytical skills, and most importantly, have a great desire to succeed in this area.