Why choose a recruitment company?

Why choose a recruitment company?

Usually recruitment and selection companies use IT tools that allow access to CV databases, so it is good practice to work with employment agencies that over time have built a database of profiles corresponding to their research needs.

There are several reasons why to choose a recruitment company. Here are some of them.

Accesso a database di candidati

Some employment agencies specialise in recruitment and selection of staff in very specific areas, such as IT, medical / health or financial and insurance. Others, on the other hand, have over the years acquired a database of exclusively sector-specific profiles and have simultaneously developed skills and experience in the selection of such candidates.

Use of qualified professionals

The employment agencies – in possession of ministerial authorisation pursuant to Legislative Decree 276/2003 – use qualified recruiters. The search and selection of personnel is in fact regulated by Legislative Decree 276/2003, which provides for a series of technical, financial and logistical requirements that companies operating in this sector must comply with. In fact, Legislative Decree 276/2003 provides that those who carry out recruitment and selection of personnel must have adequate professional skills that can be demonstrated by qualifications or specific experience in the field of human resources or industrial relations. Even managers or highly qualified entrepreneurs do not necessarily have adequate skills and experience in the selection of candidates. For example, we have seen entrepreneurs who, during a “selection interview”, tend to motivate the candidate they have in front of them by speaking very well about their company, but neglecting to ask questions to ascertain the skills acquired. The mistakes that can be made in personnel selection are countless.

Time required in the search and selection of personnel

With the support of a recruitment company, it is possible to reduce the time needed to find the personnel sought. This is made possible by the knowledge and familiarity with the use of different specialized channels. Internet, databases, dedicated software, specialized and sector-specific portals, advertisements, etc. In many cases the search for personnel can be completed in a few weeks, however it is important to stress that the time needed to complete a search and selection project depends on the complexity and market availability of the type of profile sought. In addition, several recruitment companies use dedicated software that allows the automatic screening of a large number of CVs in a short time. This can also greatly accelerate the time needed to find the type of profile sought on the market.

Use of subjective criteria in personnel selection

Employing internal staff to carry out research and selection activities, unless they have the necessary qualifications and skills, may encourage the use of subjective selection criteria. Those who do not have adequate experience and expertise in recruitment may use non-objective selection criteria in their evaluations. Subjectivity is one of the main enemies of a good recruiter, as is haste. Using a recruitment company allows a company to evaluate more profiles over the same period of time.

In the hope of providing you with useful advice, we hope to see you again as soon as possible. We will also remain available for further suggestions.

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Employer branding and recruitment of qualified personnel

Employer branding and recruitment of qualified personnel

The driving force of a company has always been its human resources capital. Talent, autonomy, strategic vision are all qualities that every company wants and that are a source of great added value for the achievement of corporate objectives. To attract from the outside through a targeted search for qualified personnel in line with these characteristics and to retain those already present within the structure, companies must and can exploit the potential of the web and the network to increase their image and appeal.

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