1.	Introduction

2.	Defining Terms

3.	How to choose the right agency

3.1	Where to choose the right agency

3.2	First meetings

4.	Recruitment Process

4.1	Information meeting

4.2	Setting up plan

4.3	Search for candidates

4.4	Agency interviews

4.5

Testing

4.6	Position introduction

4.7	Presentation of the candidate

4.8	Interview at the client

4.9	Last phase of the project

5.	Conclusion

5.1	Advantages of using services of recruitment agencies

5.2	Disadvantages of using services of recruitment agencies

6.	Enclosure 1 – list of questions for taking information about the vacancy

7.	Enclosure 2 - Job confirmation

8.	Enclosure 3 – list of questions for interviewing candidates

9.	Enclosure 4 – Interview report

10.	Enclosure 5 – Reference checking form

11.	Enclosure 6 – List for debriefing candidates

12.	Bibliography

"Interviews at the client
When the company decides to invite the candidates on the 1st round interviews, the agency should brief both sides. The client should know what are the weak points of the candidate and by which aspects they can convince the candidate that he/she should work for them. The candidate has to know who will he/she meet, how the interview will be structured, if the test will be presented and give the biggest possible support to him/her.
When the interview is finished the candidate is debriefed. He/she is asked what questions were asked, if there were any specific trouble questions, if the interview was the way how it was presented by the recruiter and if he/she will be interested in it or not and why. The debriefing form is enclosed in Enclosure 6.
This feedback can be useful for the company as well, describing what the candidates liked or disliked during the interview and what they can improve.
The client is asked for the feedback 2 days after, and should not be asked earlier. It usually takes some time to think about it and to compare other candidates.
If the client decides to invite the candidate for the second round the agency usually does the reference checking – check the candidate´s information at their past employers and at the current employer if he/she already knows that the candidate will leave. The company can do it of course by itself, but again it is saving time to the HR department. The agency can offer them 2-4 references with the contacts on the people who gave them, therefore the company can check if they are right. The reference check form is enclosed in Enclosure 5.
The same round of preparation of both sides and debriefing both sides is done during other rounds. If there are any doubts on the client or candidate side the recruiter should help with it and explain the advantages of this possibility.

Last phase of the project
When the recruiter is debriefing the client after the last round, he/she requires closing statement – will the offer be made? If the client decides that yes, the recruiter takes all information about the offer: when they want the candidate to start, if it is the position that was presented during the interviews and what will be the salary. These information are then presented to the candidate.
Certainly it is better when HR presents the offer to the candidate by itself and than he/she can handle candidates objections. But when the HR department is busy, the agency can do it for them. Usually the consultant anyway know if the candidate will accept the offer or not because they were debriefing him/her after the last round.
After the offer presentation the recruiter keeps in close touch with the candidate to keep him/her motivated and view his/her current situation of the other offers and positions. He/she makes consultancy meeting with the candidate to discuss with him/her the other offers or possible counter offers and explain differences between companies on the market. The recruiters tries to build up a relationship with the candidate during the process and get candidate trust which is most important in the last stage. Of course they never lie, just offer information they know about the market and specific companies and positions.
The last phase is the most sensitive one, therefore this is the biggest benefit of the external recruiter, they keep in touch with the candidate and try to convince him/her, discuss the advantages and his/her doubts. Usually HR do not have time to go through this phase and they loose the candidate before signing the contract.
When he/she accepts the offer, then the contract is signed. The candidate then should give notice if not given before, and within 2 months he/she is due to start. The recruiter still keep in touch during these 2 months of notice period if everything is alright and if he/she cancelled all other offers.
At the start date the recruiter check if the candidate has started and then keep in touch during the next three months with both sides if the candidate is really working on the position that have been presented and if he is satisfied and also check if the client is satisfied with the candidates and if he/she works well. Then, when the probation period finish, the job of the recruitment agency is done!"

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