Currently, recruitment services and self-recruitment in enterprises are the two forms most used by businesses. So what's the difference between these two forms of recruitment? In this article, Farovietnam will point out the differences between recruitment services and self-recruitment.
If companies specialize in recruiting, they are required to accept jobs from many companies and many fields. Moreover, they also work with high recruitment demand from customers and the recruitment of both senior positions and short-term vacancies, which is taken responsibility by many-year experienced headhunters.
On the other hand, self recruitment always focuses on recruiting for their company so they will only focus on one area and one unified company. The strength of this form of recruitment is that they understand the business culture well and they can recruit potential candidates who quickly adapt to the business's working environment. This score will increase the satisfaction of senior management of the business and create momentum for the candidate to familiarize themselves with the business culture.
Simply, self-recruitment will meet cultural needs better than human resource recruitment services, but in terms of expertise, the recruitment service will be superior.
Skills and expertise in recruitment
For recruitment services, it requires headhunters under pressure of recruiting deadlines and meeting the client's requirements about candidates for vacancies. So they will carefully screen to bring quality candidates to customers.
In addition, HR recruitment services also have the advantage of being exposed to many customers and recruiting in many fields. Therefore, they have a lot of experience and have a better overview of the human resource market, which is the foundation for them to serve all the needs of businesses in diverse level recruitment and various industries such as IT, accounting or other specific fields.
On the contrary, recruitment in the enterprise has the strength of understanding all the fields of operation of the company. Therefore, they can easily assess the necessary skills of the candidate to evaluate if they are suitable for the position that the company needs. However, the limitation of recruitment staff in the enterprise is that it is difficult to optimize the recruitment time leading to the goal of senior recruitment for businesses which will take longer period time to search and review compared to recruitment services.
Recruitment cost is a criterion for evaluating recruitment effectiveness. For human resource recruitment services, the specialist only receives the basic salary and the main income will be from the commissions of the contracts. If businesses use human resource recruitment services, they will have to invest more money to get the candidate they want.
However, what businesses receive in return is the quality of the candidate and the replacement guarantee during the valid contract such as sudden or inappropriate abandonment of candidates. In particular, when using recruitment services, businesses only need to pay when they need to recruit instead of having to make long-term investments like official HR staff.
As for the HR staff of the enterprise, the income will be lower than that of the company specializing in recruitment but businesses will have to pay for them in the long run, which increases the company's recruitment costs.
The above is an obvious analysis of the difference between recruitment services and human resource recruitment in enterprises. If businesses have demand for more information about recruitment services, please contact the hotline.