Role of Recruitment Agencies: Bridging Job Seekers and Employers

Recruitment agencies act as a middleman between the recruiting organizations and candidates searching for jobs. Recruitment agencies are becoming very popular these days with the advancement of internet technology. Today, many recruitment agencies are present online, a candidate just has to register to their website and upload their CV. As soon as any job comes up, an email is sent to the candidate and he can then apply for the job. Therefore we can say that the employment agencies provide jobs to the jobseekers and employers both.

The recruitment agencies usually charge the employers and not the job seekers.

Big organizations register themselves with these agencies and are notified when a suitable candidate for the vacancy come up. The recruitment agencies cannot charge the job seekers. However, the recruitment agencies usually provide services like CV reviews etc, and can charge the job seekers for their services. A good recruitment agency deals with all kinds of jobs, be it temporary, permanent, part time or full time (The University of York, 2007).

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The interview The main purpose of an interview is to find out about the candidate who has applied for the job, and see if he is actually suitable for that job or not.

Therefore the interview process actually is a comparison of the qualification and skills of the candidate with the employee specification defined for the particular job vacancy. Though it is usually predictable with the help of the candidate’s application form and resume, but better understanding of the character can only be achieved with the help of a meeting.

Short-Listing The short listing usually cuts down the candidates who are not able to meet the job requirements. When short listing is done, the skills, qualifications and experience of a person is compared with the job specification.

The candidates who prove to meet these job criteria are then later called for an interview. The interview process then further cuts down the number of candidates, leaving only the required number. The management usually makes sure that the short list is actually short, because more number of candidates mean more time allotment for interviews. If the candidate is selected, he should be explained about his job requirements. If the candidate has any problem with the terms and conditions, necessary negotiations should be done (Mathews, Redman, 1996).