How to open your own recruitment agency: where to start. Recommendations for organizing the work of a recruitment agency

The HR business, experts say, is quite specific. Therefore, the proverb applies to him: if you don’t know the ford, don’t go into the water. You should open a recruiting agency with experience in this field. It is important to understand internal business processes and the specifics of service provision, because here everything can go according to an individual scenario, and changes need to be responded to in a timely manner. Depending on the specifics 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 in 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 fairly deep understanding of the personnel market, the quantity and quality of candidates for vacancies, monitoring wages and other indicators, because the personnel business is a complex and long-paying business. This is not a simple resale of goods, this is 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 filling a vacancy.

So, you have gained experience in the field of recruiting. Now we need to understand for which segment do you want to recruit personnel?. Medium and small businesses are one potential base. You can choose a narrow area like IT, and this is a different employer base. And other specifics of the work. After all, for example, if you are conducting mass recruitment, the main thing here is speed. Searching for IT specialists is difficult, searching not only in the region, but throughout the country, it involves luring people from other companies, long closing times, a high price for closing an application, it means 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. You need to approach the client outside the box, not according to a template. Therefore, in business you need to be skilled and have a large set of tools for selection. Let me give you an example of non-standard treatment. A commercial real estate agency is looking for an employee. It deals with both sales of large real estate properties and rentals, and has a ready-made base and reputation. However, this is a very narrow segment. There are about 20 experienced candidates on the market per month. That is, the probability of filling a vacancy is low. You can search among inexperienced ones - take any sales manager and refocus on commercial real estate. But there is a large percentage of inconsistencies, failures, and refusals. At the same time, the employer wants to hold something like a competition, let a large number of applicants pass through, recruit a team of 3-5 people and leave one or two from it. We help develop an adaptation plan and 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 newsletter on social networks to candidates from the real estate industry.

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

Work strategy should be built by immediately checking with 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 established functionality or is this a new position, is there an urgent need for an employee or is there something else you can think about, etc. d. This preparatory work is often carried out free of charge by the agency before entering into a contract to ensure that the request is fully understood. Sometimes the employer himself does not know what kind of employee he needs. Let’s say he’s hiring a head of sales for the first time and doesn’t know what the pay is, what the functionality is and what the requirements for the vacancy are. 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 about cooperation with an agency - on average from one to ten working days.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

There are a great variety of personnel assessment methods. And you can spend hours assessing a candidate. 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, in 40 minutes to an hour, to obtain the necessary information about the candidate in order to understand whether he needs to be referred to the employer. We use the testing system only if these are professional tests, when we need to understand the competence of a specialist. We also sometimes attract external experts who have already successfully worked to evaluate the candidate.

Enterprises are ready to outsource personnel selection to recruiting agencies in three cases.

If the company does not have a full-time HR staff or if the company does not have a monthly turnover of two or three positions, it is cheaper for them to contact an agency. Or if the manager has no time to deal with this issue himself, because personnel selection is, first of all, a waste of time on searching, calling, inviting, interviewing, and assessing. Workplace downtime costs an enterprise 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 prepare the documents correctly. You can look for investors, for example, among businessmen you know. You can contact business associations - there may be people interested in your project. By the way, you can also find contacts of future potential clients there. You can take out a consumer loan - the amount is suitable for two or more founders. The most important thing is to have an adequate business plan. It is sobering and helps to talk with an 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 an employer is willing to pay to find one specialist. It depends on the complexity of the vacancy and the level of the specialist. For example, people with working specialties are constantly needed - masons, welders, craftsmen, but the rate for finding such specialists will be several times less than the rate for finding middle and senior level personnel. Therefore, it is more economically profitable to engage in selection starting from middle management. Recruiting and the personnel services market are highly responsive to economic changes. If business in your city is stagnating, 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 with low costs in order to be competitive. This technique should only be used at the start.

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

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

The size of the agency's remuneration depends on whether it is classic recruiting or headhunting, regional or federal search, whether a specialized specialist is required or a simple one. On average, recruiting one specialist costs from 10 to 12% of his average annual income. This is from local agencies. For federal agencies it is from 15 to 20%. Our fixed rate is 10-11% of average annual income. The service includes a guarantee of free employee replacement for three months. If an employer wants to get a big discount, then you can offer him to select personnel 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 your current expenses?? Outsource accountants, lawyers, cleaners, and marketers. Distribute the functionality of the courier and office manager among the main employees. However, experts do not advise cutting employees' salaries, 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 freelance work. The only way to save money is by purchasing the property and reducing rental costs.

Now about how to recruit employees for an agency. A graduate of psychology, pedagogy or personnel management can become a good HR professional. If the education is different, then you need to see whether the person has long-term personal motivation to work with 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 skills and a critical eye can engage in personnel assessment. A person must be psychologically balanced and be able to abstract himself. 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 card, that is, the portrait of the desired employee.

Elvira Nurmieva

director (founder) of the recruiting company "Candidate"

There are agencies that hire only experienced HR. We most often hire people with no or minimal experience. It’s easier for me with young people and beginners; I myself create qualified specialists out of them. It happens that people with experience also come, and if our assessment systems coincide, we work together. How do we attract people to our agency? Training and the fact that we provide 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 period of 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 must 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, connection with the outside world, fresh air and air conditioning are important to me because this is an intellectual activity. The lighting should be normal so that your eyes do not get tired. Our ceilings are high - more than two and a half meters, they don’t put pressure on us. The minimum area for 2-3 managers is 18-20 sq.m.

The personnel issue is always acute in the personnel search market. Good specialists can find a job on their own and almost instantly. Despite a certain percentage of unemployment and high competition, truly qualified personnel are worth their weight in gold. And this is exactly what you can make money from.

• Recruitment business: where to start
• Which recruitment agency is profitable to open now, and which personnel are most in demand?
• How can you reduce office costs by 2 times?
• Which OKVED code should I indicate when registering a recruitment agency?
• Do I need permission to open a recruitment agency?
• How to organize the work of an HR agency to be at the top
• Customer service system
• Personnel assessment methodology
• Taking into account changes occurring in the personnel market
• What a new HR center needs: 5 secrets that will help your business

Many start-up companies and those that have already entered the market for a long time are trying to select highly professional employees, since the income of the enterprise or organization will depend on their activities. Moreover, some of them are constantly in search of both IT specialists and blue-collar jobs, which is especially important for the Far East and the North.

At the same time, the crisis had a negative impact on the HR services market, as a result of which some companies, trying to save money, abandoned their own HR services. But even if they are available, in some cases representatives of firms and enterprises turn to recruitment agencies for help, since they have significantly greater search capabilities.

Recruitment business: where to start

Having your own recruitment agency can be very promising. But, if on the one hand, opening a recruitment agency seems quite simple (no licenses or special education are required), then on the other hand, behind the apparent ease, at first glance, there are many problems that cannot be solved by a newcomer to business. It is because of business mistakes that start-up staffing and recruiting agencies often go bankrupt. Therefore, many experts recommend working as a recruiter before starting your own business. But knowing the profession from the inside is not enough. There are many more nuances of running a business that will help make it successful and allow you to make a good profit.

Which recruitment agency is profitable to open now, and which personnel are most in demand?

Information According to statistics from Magram MR, there are now more than 1,200 recruitment agencies operating in the Russian Federation, most of which are located in large cities.

Recruitment agencies can be divided into several types according to their area of ​​activity.

• Narrowly targeted. They specialize in finding specialists of a certain profile. They can be involved in selecting applicants for the tourism business, hiring domestic staff, searching for technical specialists, etc. professions.
• Industry. The activity relates to any area: logistics, restaurant business, trade, etc.
• Exclusive search and headhunting. They are engaged in the selection of highly qualified specialists and senior managers. Accordingly, the income of such agencies is the highest.

Although this division is very arbitrary, there are companies that can offer a full range of services. But, as a rule, it is better to start with specialization in any industry. You can find out which direction is more in demand in your region after market analysis and segmentation. One more point should be noted. Employers pay more for the selection of mid- and senior-level personnel than for the search for even a highly qualified welder or mason, so working with the IT sector is more economically profitable.

A recruitment agency can be opened for one more reason: the number of vacancies has increased. Thus, compared to the same period last year, they increased by 15%. Specialists in the construction industry, trade and real estate are especially in demand. High demand is expected in the real sector of the economy, agriculture, and information technology. Highly skilled workers are considered one of the scarcest resources. Many enterprises from different sectors of the economy are searching for them.

Another question: should you open an offline or online business? Recently, online recruitment has been increasingly used in Russia. It has many advantages: it is convenient to search for applicants, all catalogs can be maintained on the Internet and opened to the customer after payment. However, there is one “but”. Almost all customers insist on a meeting with the candidate, which cannot be replaced by an interview on Skype. So it’s more profitable and convenient to combine offline and online work.

How can you reduce office costs by 2 times?

The equipment for a recruitment agency will be required the same as for any other office: 2-3 tables, chairs, a computer and office equipment, a telephone, a shelving unit. It is better to look for opportunities to purchase used equipment and furniture. It will cost 2-3 times cheaper. It is recommended not to save even on used options and choose the best, since the design of the premises partly affects the company’s reputation. People are greeted by their clothes, and you can only make a first impression once. Don't forget these business rules.

How much money do you need to open an HR agency?

A recruitment agency will not require large investments. To organize a business, you need to rent a small office, preferably in the city center, in a shopping or business center. The office can be quite small, 15-18 square meters. meters, just enough to put a couple of tables and a few chairs. The start-up capital will also include the purchase of equipment, paperwork, it is advisable to immediately include wages for employees and a certain amount for the purchase of access to resume databases. In general, you can start with 350-400 thousand rubles.

How much can you earn from opening

If you decide to start a recruitment business, there are three sources of income you need to know. Firstly, these are employers who are willing to pay to find a good employee. Typically, the rate is 10 to 12% of the employee's annual income. Secondly, the applicants themselves. Thirdly, partners, which may include non-state pension funds, if applicants are willing to transfer part of the money to them. Additionally, you can provide services such as training, resume writing, etc.

Information Typically, the average earnings of recruitment agencies in the first year after opening is on average 100,000 rubles per month, and after two to three years from 500,000 rubles. As a rule, all investments pay off within six months.

Step-by-step plan - where to start a business and how to open your own HR agency from scratch

The most important thing is to draw up a competent business plan that will help you adequately assess the situation and opportunities. If necessary, he will help to speak the language of numbers with investors and credit institutions.

The next step is market assessment. When you have experience working in an agency, it is clear what someone needs and what is required. If the situation is unclear, a good solution is to go to Avito or HeadHunter and see the number of vacancies in different areas. You can request marketing analytics to make it clear which direction is best to move. It would be nice to find out how many HR agencies there are in the city, in what direction they work, how many agencies have closed and for what reasons. The information obtained will help not only make adjustments to the business plan, but also not repeat the mistakes of predecessors.

After this, you will need to start working with potential clients and study the consumer. For this purpose, you will need to draw up a questionnaire and visit organizations and enterprises. This way you can get the necessary information and create a positive image, and perhaps immediately acquire customers.

Advice If things are going well with clients, and you already need to rent premises and hire staff, you need to draw up a list of costs. Decide what you really need and what you can do without. The main thing is that it doesn’t turn out later that things are going worse than you expected, and the costs are much higher than expected.

After this, you can look for premises, purchase equipment and recruit staff.

What documents are needed to open - registration and registration

When starting a business, it is best to register as an individual entrepreneur. Unfortunately, many recruitment agencies do not even consider this possibility and immediately open a limited liability company. But this procedure is more protracted and requires more money.

Which OKVED code should I indicate when registering a recruitment agency?

When registering a business, you can specify two OKVED codes:

• OKVED code 74.50.1 - provision of employment services;
• OKVED code 74.51.2 – provision of personnel selection services.

But, if you, for example, are opening a theatrical or artistic recruitment agency, then you need OKVED code 74.84. There are other nuances that you need to know about when specifying OKVED codes.

HR agency tax system

For a recruitment agency, UTII is more suitable - a single tax on imputed income. Although you can choose the simplified tax system and pay 15% of the total profit or 6% of the net profit.

Do I need permission to open a recruitment agency?

It is believed that such a business is easy to organize, since no special permits or licenses are required for this. But in order to start work, you will need to obtain conclusions from the State Fire Inspectorate and the SES. This is a must if you are renting a premises.

How to organize the work of an HR agency to be at the top

Competition in the recruitment services market is quite fierce. Therefore, many young agencies find it difficult to stay afloat. And in order to constantly move forward and make a good profit, you need the right strategy and working methods that will help you quickly and efficiently fulfill customer wishes and attract new clients.

Customer service system

Unfortunately, in Russia, representatives of some companies and enterprises turn to recruitment agencies most often when an employee is needed “yesterday”. Therefore, before you start executing an order, you need to be in control of the situation. You should find out: whether the position is new in the company or not, whether it is possible to replace the employee, how urgently the vacancy needs to be filled. When talking with a client, you need to create a clear candidate profile, determine the cost of selection, and then begin searching for a candidate. It is important that both the customer and the employee you have selected are satisfied. This is a guarantee that they will contact you again

Personnel assessment methodology

An important factor is the development of your own recruitment methodology. Candidates may be considered in different ways, so the search may take a long time. But if a person is determined to work well and seriously, this can be determined almost immediately. It is also worth paying attention to personal qualities, professionalism, and last but not least the reliability of information and recommendations of the previous employer. If a specialist with a narrower profile is selected, a testing system can be used.

Taking into account changes occurring in the personnel market

To maintain your position, you need to be aware of all changes, constantly monitor salaries and other business-related indicators. A successful recruitment agency understands that every new order is a project that needs to be worked hard on.

What a new HR center needs: 5 secrets that will help your business

It is always difficult for a start-up business to move forward. If we take into account the fierce competition in the recruitment market, then the chances of surviving, and even more so becoming a leader, decrease in direct proportion to the increase in the number of recruitment agencies. Therefore, when opening an agency, you need to take several important steps.

1. Conduct a good advertising campaign. This does not mean at all that you just need to place advertising everywhere: on billboards, on television, in newspapers and on the Internet. Your competitors will do the same. It is important that your advertising is unique. For example, you can offer the latest technologies in personnel selection or effective methods, or something else.
2. Don't make prices too low. Low tariffs can attract customers, but only at first. A good agency knows its worth. If you work “for pennies,” there is a risk of going broke even before the investment pays off.
3. Look for regular customers. A small agency can make good money by constantly collaborating with several large companies. Clients are always attracted by the quality of work and discounts.
4. Make your own branding. The more positive PR, the better. Hand out business cards, brochures, and souvenirs. It is advisable that even letters and invoices have the company logo.
5. Separate customer search and recruiting. The future of the business will depend on this. It is likely that the best recruiter, who accounts for 70-80% of the business, will want to open his own company and lure away your clients. Therefore, it is better if one client communicates with several people.

In addition, you need to take into account such aspects as:

• seasonal risks, since usually in December, June and July the number of candidates decreases sharply;
• risks of non-payment, which, although small, still exist, and it is important to correctly draw up an agreement with prepayment.

The most important thing is to always have applications, then the future of the company is secured.

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

How about opening a recruitment agency from scratch and succeeding 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 great demand.

What are recruitment agencies and why are they needed?

If an entrepreneur decides to create a recruitment agency and build a successful business in this field, you should understand its features in detail. For what purpose are such companies created and what are they?

There are several types of recruitment agencies that select employees for organizations that have submitted appropriate applications. In addition, applicants may be sent for preliminary training if such a clause is specified in the agreement between the employer and the recruiter. Often the customers are plants and factories, private small and medium-sized enterprises, as well as manufacturing firms of various profiles. It is known that finding good specialists can take a lot of time. 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 organize his own personnel search agency, he should know about the features of this type of activity. As with any other type of business, there are pros and cons. The advantages of running a recruiting company include:

• high monthly income;
• availability of small start-up capital to open an agency;
• quick return on investment;
• lack of dependence on seasonality;
• the ability to create a large base of regular customers.

If an enterprise selects highly qualified specialists for a customer who fully meet his requirements, partnerships are subsequently built between both organizations. This leads to them collaborating on an ongoing basis and on mutually beneficial terms. 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, so with proper organization of activities, you can quickly occupy your niche and develop successfully.

Despite such a rich list of advantages, this business is not without its disadvantages. First of all, you need to understand that not every employer is ready to allocate 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, must remember the high level of competition.

Types of recruitment agencies

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:

1. Classic recruitment agencies. They are also often called recruiting companies. This format will be easiest for beginning businessmen to master, since the demand for the services of recruitment agencies for personnel selection is quite high and does not require special knowledge to start. The main task of such companies is to find the specialists customers need with further employment. CAs are somewhat different from other recruiters in the way they receive remuneration for the work done. In the first case, money is transferred to the organization for each specialist brought in in the amount of his monthly salary, and in the second, the customer pays a fixed amount for the services provided. Despite such an insignificant difference, their operating principle is identical. These organizations act as intermediaries between job seekers and employers. Entrepreneurs are recommended to actively work to create a base of customers and people of various specialties who need to obtain vacancies. This will allow you to quickly acquire a valuable asset (personnel) and offer it to potential customers. For example, an enterprise is in dire need of a chief engineer. If the KA 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 company.
2. Recruitment agencies of narrow specialization. From the name of this type of company it becomes clear that their main activity is the search for narrow-profile workers. For example, this could be hired staff for a home or specialists serving a large organization. Customers almost always place high demands on applicants. They want to know everything about the future employee: education, social status, character traits, health, reviews of his activities, etc. Finding people who have a narrow specialization in a certain 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 information, because not every person will agree to disclose it. Nevertheless, as they say: the game is worth the candle, because when hired, applicants receive a high and stable salary, and the agency receives a decent fee.
3. Headhunter agencies. The specialization of such companies is the search for professionals in a certain field of activity. For example, these could be top managers whom large organizations want on their staff, and smart engineers or developers of innovative solutions. Finding a high-quality specialist is quite difficult. Often, organizations offer headhunters high fees 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 exist comfortably. Even large salaries, bonuses, social packages and other benefits sometimes do not interest professionals, so it is very difficult to lure them to the customer’s side. This is the main task of headhunters.
4. International spacecraft. This type of enterprise specializes in providing job seekers with employment services abroad. To organize such a company, an entrepreneur needs to find many foreign companies that are ready to cooperate and hire Russians. Job vacancies for IT specialists, engineers and medical workers with their own scientific works or technologies are in great demand.

Important: International companies have the right to provide recruitment services only if they have the appropriate licenses. It is extremely difficult to get foreign employers as business partners. Entrepreneurs who want to try their hand at this niche should remember the high competition and also create a very advantageous offer for potential partners.

How to open a recruitment agency?

Let's consider the main stages.

Business registration

A new entrepreneur who wants to create his own recruitment agency or, for example, is required to register a business. To do this, you need to contact the tax office at your place of residence and register as a limited liability company or individual entrepreneur. The second option will be preferable for a small agency: registration is quick, and the state fee is 800 rubles.

Registration of an LLC takes much longer; in addition, it is mandatory to deposit the amount of 10 thousand rubles in the form of authorized capital. You can choose UTII or simplified tax system as the taxation system. You also need to open a bank account, which is necessary to receive funds and display the company’s expenses.

When registering an agency, you will need to indicate OKVED codes. To do this, select 74.50.1 “Provision of labor recruitment services” or 74.50.2 “Provision of personnel selection services”. Upon completion of the registration procedure and receipt of the appropriate certificate, the entrepreneur can begin conducting business activities.

Selection of premises

The recruitment agency's office will have specialists working and will also receive visitors. For this reason, it is necessary to create comfortable conditions for the company’s activities there. Repairs should be carried out and the uninterrupted operation of utilities (electricity, telephony, Internet, water supply) should be ensured. In addition, it is worth installing high-quality furniture inside the office. It wouldn’t hurt to divide the room into several zones:

• reception;
• office of the director (administrator);
• venues for interviews and reception of guests;
• locations of personnel workplaces;
• bathroom.

The location of the building with the office of the recruitment agency is of great importance. The ideal option would be to find premises in the central part of the city or business district of the village. If this is not possible, the office should be opened in any other location, but to attract clients you will need to spend more money on advertising.

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

Important: if newbie entrepreneurs have extraordinary ideas that will benefit the state and good profits, they can contact educational organizations such as. Participants in training programs are provided with assistance at all stages of the formation of a young organization right up to the start of independent activities.

Equipment purchase

After renovation 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 telephone (4 pcs.) – 4 thousand rubles;
• furniture (shelves, 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.

Recruiting staff

It is necessary to attract specialists to the staff of a recruitment agency who will perform certain functions. The company administrator must communicate 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 work process.

HR managers must look for new agency clients, communicate with customers, be able to conclude contracts and organize meetings between applicants and company management. The recruiter enters data into the client database and also communicates with people about available vacancies. He must be able to explain to a person how to behave during an interview and get the desired vacancy, what rights and responsibilities 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 may 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 be 75 thousand rubles. In a small agency, the position of client selection specialist and manager can be combined by one employee, which will reduce the company’s costs. For the same reason, the duties of an accountant should be outsourced, which will take about 8 thousand rubles monthly.

Organization of promotions

First of all, even before opening an 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 company's activities and promote the business via the Internet. On your own website, you should include information about the location of the agency, indicate contact numbers, email addresses, regularly publish updates on available vacancies, and highlight the benefits of cooperation with your agency. Promoting your business on social networks will give good results - in groups you need to constantly post information about vacancies, the cost of services, and also secure 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, information about competitors, etc.). According to statistics, 75-80% of clients turn to recruitment agencies using the Global Network.

Speaking about marketing tools, printed materials should be highlighted. You need to contact designers who will develop booklets and business cards for the company. Advertising in the media will cost approximately 50 thousand rubles. This includes placing advertisements on radio, municipal television channels and in the press. Taking into account the creation of a website and its promotion, the cost of an advertising campaign will amount to 67 thousand rubles. In the future, this amount will be reduced to 20 thousand rubles for promoting the agency.

Business plan for a recruitment agency

To organize the work of an enterprise, you need a recruitment agency. It represents calculations that allow you to find out the amount of one-time investments in the project, mandatory monthly costs and its profitability. So, to open a company, one-time expenses will be:

• registration of an enterprise – 1 thousand rubles;
• rent of office space – 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 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;
• conducting an 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 just 6 months of active activity.

Save the article in 2 clicks:

To summarize, we note that the success of an enterprise will largely depend on the organizational abilities of managers and the professionalism of employees. For the stable operation of a recruitment agency and to compete with similar companies on the market, businessmen need to be able to quickly find optimal ways to meet client needs and develop a flexible pricing policy.

In contact with

Housekeepers, governesses, drivers, tutors - these specialists are becoming increasingly in demand today. Where to look for such people? How can you be sure of their professionalism?

These questions interest many job seekers. That is why the question of how to open a recruitment agency is becoming increasingly relevant. After all, this can become a really interesting and profitable business.

What is such an agency? Basic operating principles

If you are interested in how to open a recruitment agency, then you are probably wondering how exactly such enterprises work. It's actually quite simple. The clients of such agencies are employers - people who are looking for a particular specialist.

Since in most cases the company offers domestic staff services, clients are accordingly looking for nannies, governesses, tutors, gardeners, cleaners, cooks, etc. For example, if both parents are busy with work, then they need a person who will look after the child or keep the house clean, from time to time pamper yourself with delicious home-cooked dishes.

Of course, you don’t want to take just anyone into your home - employers want to hire only really good people who they can trust. The agency is an intermediary between the employer and a specialist in a particular field.

Where does the profit come from?

In fact, a domestic staffing firm can be a profitable business. This business does not require a lot of start-up capital, but its development requires a lot of time and effort. So where does the money come from?

Many agencies charge employers a small bonus for finding the perfect employee. In addition, money is paid by those people who are looking for work. Here you can already choose the system yourself. In some companies, employees pay a certain amount immediately after registration, and the agency guarantees them decent employment.

Some enterprises take 50–100% of the first salary of a hired specialist. On the other hand, you can charge a small monthly fee for having an employee or employer in your database. In any case, at the initial stages it is best to establish a convenient and understandable payment scheme.

How to open a recruitment agency? Package of official documents

Of course, such activity is considered entrepreneurial. How to open a recruitment agency? First you need to register with the tax service.

In this case, the best option is to register as an individual entrepreneur. This will give you some additional benefits such as a simplified accounting system, fewer documents required, etc. It is worth noting that individual entrepreneurship is opened, as a rule, five or seven days after submitting the necessary documents.

Where to rent office space and how to arrange it?

If you are interested in how to open a domestic staffing agency, you should know that you will need to have your own office. Of course, it doesn't have to be big. However, remember that the decor and atmosphere of your office will demonstrate the solidity and quality of your company's work - this is what clients will pay attention to first of all.

The location of the office is not so important here, but it is best to choose it somewhere in a busy part of the city, for example, in the central area or in a business center. On the other hand, if you do not have such an opportunity, then the office can be located somewhere on the periphery - in this case, you will need to spend more time and invest in advertising.

As for the office itself, it should be bright, clean, and demonstrate success, responsibility and professionalism. There is no need for any sophisticated decorations - minimalism will be in place.

It is advisable that the office have at least three separate rooms. In the hallway, for example, you can place a secretary's desk, place several comfortable chairs or sofas - this is where clients will be greeted. In addition, interview rooms are needed, as well as space for working staff.

Naturally, you will need to purchase computer equipment, including a printer and scanner. Storing customer data in a computer system is much easier.

Selection of permanent employees

Of course, if you open a small agency, then at first you can do all the work yourself. However, this takes time. And as the company develops, you will need assistants, because the domestic staff recruitment agency must work smoothly.

To begin with, you need a secretary who will answer calls, meet clients, create a schedule and monitor it. In addition, you need to hire a HR specialist. He will conduct interviews with job applicants, help them fill out forms, check backgrounds, etc.

It is quite possible that conversations with employers will also require an additional employee who can figure out what exactly the client needs. Don’t forget that someone will have to do the accounting, be responsible for advertising, conduct a regular search for new applicants, etc.

Some experts advise hiring a full-time psychologist who can assess some of the qualities of people looking for work, as well as the characteristics and desires of clients offering a particular position. In any case, all employees of your company should be sociable, pleasant, unobtrusive, and diplomatic. Leadership qualities, the ability to express thoughts clearly and clearly, as well as persuasion, will also not hurt.

Where to find professional job seekers?

Of course, the selection of domestic staff is an extremely responsible matter, which must be approached seriously. After all, employers turn to you for help, completely relying on your opinion. You must provide them with professional employees who can be trusted.