What does it take to open a nanny agency? How to open a recruitment agency: documents and requirements

• Personnel decides everything
• Specification
• Stages of business organization
• Payback periods

A recruitment agency is a specific business that does not require a large start-up capital. It is not difficult to organize such a business, it is much more difficult to turn it into a successful enterprise, with an impressive client base and a stable income. In this article, we will tell the readers of the site https: // site / how to open a recruitment agency from scratch, providing step-by-step instructions with tips.

Personnel decides everything

For a recruitment agency, the business qualities of the organizer are important, his acumen and determination are more than the amount of investment. Opening a recruitment organization will cost a penny, but it may remain a penny enterprise that has no chance of becoming a serious business. To avoid failure, you need to know some of the nuances, step by step go from creating a working concept to its implementation.

Serious companies, large enterprises highly value qualified specialists. Abroad, they are a real hunt. Promising young people come to the attention of corporations as early as the college stage. They are tracked by recruitment agencies. There is also an active fight against the "burnt worker effect", which indicates the high cost of professional skills in the labor market.

Attention! The Russian labor market offers employment specialists a paradoxical situation. On the one hand, there is a high unemployment rate, on the other hand, there is a great demand for qualified personnel. This is especially true for large cities. Opening a recruitment agency in a city where there are no sources of income other than the public sector is a waste of time and money.

Accordingly, the basic principles of the personnel center:

1. Look for large clients, customers.
2. Immediately open an active and effective hunt for talented or at least capable specialists.
3. Strive to expand your business. This does not imply the opening of branches, here the development of the service will be relevant - the effective selection of personnel that meets the requirements of the customer in the shortest possible time, which will attract new customers and leave competing agencies behind.

In almost every company, sales and account managers earn the most, since they directly bring profit to the company. However, given that now in any organization the most important asset is personnel, the HR department is a key link.

Wanting to work for themselves and have a significantly higher income, many people seek to open their own recruitment agency. This is associated with certain risks and complexities that must be taken into account in order to achieve the desired result.

The first and rather global difficulty in Russia for an entrepreneur who wants to open such an enterprise is the fact that not all employers are ready to invest extra money in paying for the services of this kind of company. Instead, they prefer to work through their own HR department.

The second problem is that those companies that do understand the benefits of working with a staffing enterprise, for the most part, are quite large and already have a partner in this area. Finally, the third problem is the high level of competition in this market.

In this case, the following advantages can be distinguished:

• Low payback period.
• High level of profit.
• No need for a large amount of initial investment.
• The market is not highly dependent on seasonality.
• Opportunity to build partnerships with your clients through the search for highly qualified personnel.
• The presence of interest in this form of business on the part of employers and employees, since the search is carried out confidentially.
• Ease of organizing such a business.
• Low operating costs.
• The almost complete absence of market entry barriers (this is both an advantage for a new company and a disadvantage, since their absence can lead to a sharp increase in competition in a short period of time).
• Ability to choose different formats for the implementation of activities.

Registration of the form of activity

In order to start working officially, the agency must be registered. So, it is preferable to have a limited liability company. Also acceptable if there are no expansion plans. In this case, the company can have only one founder.

Registration must be carried out both in the tax office and in extrabudgetary forms. Accordingly, the owner will have to pay a state fee. Receiving a license from a recent time is not required.

In addition, the legal entity must have a bank account. When registering, it is desirable to choose in such a way that the tax is paid on net profit. This is beneficial because such an enterprise has minimal operating costs.

Types of agencies and typical services

There are 2 broad categories of companies:

• who are looking for personnel for a specific position;
• who help staff find jobs (that is, they are engaged in finding a vacancy for a person, and not a person for a vacancy).

The second type earns thanks to the contributions of people who are looking for a job: it can be either a fixed amount for information about companies that are looking for a specialist of the corresponding profile, or a fee for accessing the database for a certain amount of time. Finally, the third option is to receive money from a person after his employment in the amount of the average monthly salary.

Many agencies combine these two forms above.

Among those companies that recruit staff for any position, there are the following varieties:

• Headhunting agency. To put it literally, such companies are engaged in “bounty hunting”. A feature of this type is working with large companies. At the same time, it is not just a search for a free specialist, but actions are taken to transfer him from one company to another.
• Specialized recruiting agencies. These are companies that focus on one specific area. This can be either hiring employees for only one organization, or recruiting personnel only for certain positions (for example, warehouse staff), or finding employees for a specific area, whether it be pharmaceuticals or the food industry.
• General recruiting companies. In their scheme, they are similar to those enterprises that are looking for a job for a person. The level of payment for their services varies from 1-2 to 4 salaries of the found employee.

Services include:

• Recruiting regular staff.
• Exclusive recruiting of top management of the company.
• Recruitment of personnel according to specific requirements.
• Market overviews (for example, data related to salaries).
• Assessment Center (monitoring of the competence and motivation of personnel).

You can learn how to open such an organization without investments from the following video:

Selection of premises and purchase of necessary equipment

Opening an agency is quite simple: you can choose a location based on the cost of rent. It is also important to understand that the office should be located in a place with good transport accessibility. It should have a convenient access. Also, it is desirable that it be located closer to the city center in places with high traffic.

There are no requirements for office space as such. However, zoning must be done in it: first of all, an office will be required in which individual interviews will be conducted.

The agency does not require specialized equipment. It will be enough to equip each workplace with a standard set of equipment - a computer, telephone, copier, scanner, printer (the last 3 positions may not be for each employee, but in a single quantity for the entire office). In addition, Internet access will be required.

Firm staff

To begin with, it will be enough to hire 2 employees who will search for personnel and make calls. In addition, the company will need managers with good education and experience in the field of human resource management. These two factors will guarantee their ability to identify the strengths and weaknesses of a potential employee in a short time, as well as to understand whether he is suitable for the vacancy.

If an entrepreneur wants to provide services for analyzing the market situation, it is necessary to hire 1 or 2 competent analysts.

The demand for such services will depend on the quality of reports. Only these employees will receive a fixed salary. The rest of the staff, as a rule, receive a certain percentage of the transaction finding and hiring an employee.

For a small company, it is not critical to have such specialists as an accountant, lawyer or system administrator. It will be enough to hire a lawyer and an administrator only when they are needed. An accountant can work part-time 1-2 days a week or at the end of an accounting period. This will greatly reduce costs.

Search for clients-employers, creation of a database of potential personnel

In our country, at the initial stage, it is quite difficult to find customers. This is because many Russian companies (especially small and medium ones) underestimate the level of payment for such services and do not take the work of the agency seriously. As a result, they do not get the result that they needed, and most likely stop using such services.

To overcome this situation, at the first stage, you will have to call large companies and offer them the services of a new agency at a fairly low cost. Despite the fact that most of them have permanent partners, many agree to such proposals.

In addition, you can search for clients using various recruitment and job search sites: medium-sized companies that search through such services usually do not have a permanent partner among recruitment organizations.

Finally, the agency may be needed by firms that are just entering the market or are seriously expanding the scope of activities or the region of presence. In this case, employers understand that the independent search for personnel will require a lot of time and money, and therefore turn to recruiting organizations.

Costs, estimated profit and payback period

A recruiting agency is the type of business that does not require a large amount of investment. The most costly part is paying rent for the office for several months in advance. Depending on its size, the entrepreneur will have to pay 25-50 thousand per month.

Another equally significant cost item is advertising (20-30 thousand per month). It should be placed on specialized portals, as well as in large-circulation publications supplied free of charge. Only in this case it will be possible to quickly attract customers.

Other costs include:

• Preparation of necessary documents and registration - 10-20 thousand rubles.
• Renovation of the office - about 150 thousand rubles, depending on the chosen interior and the size of the room.
• Purchase of the necessary equipment - about 35-40 thousand rubles based on one workplace (in the case of buying 1-2 printers, scanners and copiers for the entire office).
• Internet connection - 2-4 thousand rubles.

The payback period is 2 to 4 months with an order value of 25-30 thousand rubles. At the same time, the monthly net profit will be about 100-250 thousand rubles depending on the number of orders and employees. The profitability of the business is about 10-15%.

Sometimes it is very difficult to find an interesting job with a decent salary, sometimes the employer is unreliable, sometimes the salary is too low. But for employers, the search for worthy candidates for a position is no less a hassle. Sometimes a small business or firm does not have a human resources department. Therefore, they do not have people with the necessary skills to select qualified personnel. Therefore, a business that allows you to bring the employer and employee together will be quite in demand.

How to open a recruitment agency

Today there are several types of recruitment agencies.

Recruitment Agencies

Such agencies are busy looking for employees commissioned by enterprises and firms. Accordingly, the employer pays. This form is convenient for both employers and job seekers. By submitting an application to a recruiting agency, the employer expects a competent selection of suitable personnel.

job search agencies

As a rule, the unemployed apply to such offices so that the agency finds them a suitable vacancy. Services are paid by the applicant.

Combining the search for employees and the search for vacancies

This type is the most common. In such a company, a database of job seekers and employers is created. They can work both at the request of the employee and at the request of employers.

Headhunters

These are special agencies involved in luring highly paid employees from one company to another. The provision of such services is associated with certain difficulties. The search for highly qualified employees is complicated by the fact that they, as a rule, already have a job, there are not many of them, and it takes a lot of effort to get them to change it.

What is needed to open

Consider what needs to be done to open a recruitment agency step by step. Here are the main steps to go through before starting a business:

• draw up documents for the right of ownership;
• choose a room;
• purchase equipment;
• draw up a business plan.

Documentation

First you need to register with the tax office. Registration can be carried out as an individual entrepreneur (IP), or you can register a limited liability company (LLC). To become an individual entrepreneur and pay a single tax, you need to select the codes of the all-Russian classifier of types of economic activity (OKVED).

Below are the OKVED codes that must be registered to open a recruitment agency:

• provision of labor recruitment services 74.50.1;
• provision of recruitment services 74.50.2.

A personnel (recruiting) agency is a business whose main activity is the search and selection of personnel on the orders of employers.

Once expressed by the Soviet leader, the truth “cadres decide everything” is still the key for almost every business to this day. The stability and profit of the enterprise depends to a large extent on the efficiency of the work of the staff. And if an ordinary employee with low qualifications can be relatively easily replaced by another, then a really good manager is a rarity.

The same can be said about narrow specialists with extensive experience - with a general decline in the quality of education, the recent post-perestroika chaos in the country and a general construction boom, there are only a few qualified designers, designers, estimators. It is to search for these and other valuable personnel that recruiting agencies are created. We will figure out how to open an effective recruitment agency and correctly build key business processes.

Working with a customer

The first and main task is find a customer, who has a high need for qualified specialists, to offer him his services in finding personnel for a certain fee.

It should be noted that the cost of services of recruitment agencies in the Russian market is on average 10 - 15% of the annual salary, which will be paid to the employee by the employer. The amount is not small. For example, a company building gas stations needs a GUI (chief project engineer) with certain work experience, relevant education and promising age. The customer promises to pay him a salary of 100 thousand rubles a month. Thus, the cost of the service for the selection of this specialist will be from 120 to 180 thousand rubles.

The most "promoted" agencies take 25% of the annual salary of a specialist for their work, and young companies, or for other reasons dumping companies, can conclude an agreement for both 8 and 5% of the annual salary. The quality of recruitment depends largely on the qualifications of the staff of the recruitment agency, their experience and motivation.

Conclusion of an agreement with the customer

The next step towards opening your own recruitment agency will be the conclusion of an agreement and drafting a job search application which is an integral part of the contract. This moment is very important for the quality execution of the order, although not all customers like it.

It is not an easy task to formulate in as much detail as possible the position profile (the duties that the employee will perform), qualification requirements, personal qualities of the applicant, additional wishes, such as compliance with the accepted corporate culture of this enterprise. To facilitate this work, experienced the manager of a recruitment agency draws up a rough portrait of the ideal candidate in advance, and the customer only makes his own adjustments.

So, the contract is signed, the amount of remuneration is determined, the deadlines are set, the application is completed, the details of further work (sending resumes of candidates to the customer, the time and place of the interview with the customer) are agreed. We can say that the sales department of the recruitment agency completed the bulk of its work. The application is transferred to the recruiting department.

recruiting process

There are two main ways to find staff - posting ads to the media and direct search. If everything is clear with the first method - after reading the ad, those who wish will call and come for an interview, then direct search, or headhunting, often raises questions. Translated from English, this expression means "hunting for heads", in this case, for qualified specialists with extensive experience.

In part, the personnel business exists due to headhunting, since the personnel department of the enterprise with which the agency has concluded an agreement can also advertise on the Internet about the search for a CEO or branch director with experience in large network companies. But the company cannot make an offer to an employee from a competing company - it is not ethical, and next time competitors can lure away their employees. And a recruitment agency, by virtue of its purpose, can negotiate with any employee of any enterprise, finding out the conditions under which he agrees to move to another company.

There is only one question left - And why bother to lure someone somewhere?

Why can't you do with ads on the Internet, in a running line on television? These methods are only partially effective, since successful specialists, whom every employer so desires to have, as a rule, do not spend time looking for a job - they simply do not have it. For example, designers, so rare and desirable in the labor market, work without taking their heads off their drawings; But everyone has unfulfilled needs, and the task of the recruitment agency is to find them out.

So, the process is started, the announcements are given, the girl on the phone is already answering the questions of the callers. Often the dialogue goes something like this: I studied to be a designer, but I have no experience. But I definitely can!» « Please note that this position requires at least 5 years of experience. It's in the ad».

At the same time, recruiters analyze the enterprises of the city where the required specialists can work. A legend is invented: “I am a secretary, we are looking for a company that would design roads in a new cottage village. I was instructed to find out if you do this kind of work, and who our chief engineer can talk to. ” Then the companies are called, the names, surnames, positions of specialists are found out. And then the recruiter goes “to the fields”, that is, to meet with the candidate.

Recruitment agency guarantee

At the end of the work, there are several resumes of suitable candidates, with a detailed description of work experience, the personality of the specialist, his needs and salary expectations. This information is sent to the customer, on the basis of which he selects several persons with whom he would like to meet. If the customer is satisfied with one of the candidates, and the applicant, in turn, agrees to the proposal, the work of the recruitment agency for the search and selection of personnel is considered completed.

In fact, each contract contains a clause on the free replacement of a specialist if he did not complete the probationary period due to his own fault. That is, until the end of the trial period, not a single recruiting agency that has completed the order relaxes - monitoring of enterprises continues to create a fresh database in order to replace a specialist in a short time.

Payment under the contract

Usually the customer makes payment within 10 - 15 days from the moment the candidate enters the job, here the terms depend on the terms of the contract. As a rule, each agency develops its own contract based on generally accepted ones. They differ in different companies in the amount of remuneration for services, the minimum number of candidates and the timing of the search for personnel, as well as warranty obligations to the customer. The cheaper the cost of services, the shorter the warranty period.

For example, some customers insist on 8% of the annual salary or offer a fixed price, for example, 25 thousand rubles for a specialist. In this case, in order not to lose its benefits, the recruitment agency asks to reduce the warranty period to one month. If the position is key for the company, for example, the regional director of a large bank is required, then the amount of remuneration can be increased to 25% of the annual salary, and the guarantee period is extended to six months.

Questionable schemes of work of some recruitment agencies

There is another type of contract that a reputable agency that cares about its reputation never uses - a contract with a job seeker to find a job for him. The main condition of the contract is that the recruitment agency offers a job to the applicant, and for this the applicant pays the agency a remuneration in the amount of, for example, 40% of the monthly wage from the first salary.

It's even worse when a company takes payment for conducting an interview, for compiling a resume, for sending it to an interview with some employer. And if the payment for the services of the agency from his first salary can somehow be justified - the person still gets some kind of job, then the latter situation has purely fraudulent signs - the person receives information or a service from which he will not be

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 that's where you can make money.

Many beginners and companies that have entered the market for a long time are trying to recruit highly professional employees, since the income of an enterprise or organization will depend on their activities. Moreover, some of them are constantly in search of both IT-specialists and working professions, 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 much greater opportunities in the search.

Recruitment business: where to start

Own recruitment agency can be very promising. But, if, on the one hand, it seems quite simple to open a recruitment agency (neither licenses nor special education are required), on the other hand, behind the seeming ease at first glance, there are many problems that cannot be solved by a newcomer to business. It is precisely because of the mistakes in conducting activities that novice personnel and recruiting agencies often go bankrupt. Therefore, many experts recommend that before you open your own business, work as a recruiter. But knowing the profession from the inside is not enough. There are many more nuances of doing business that will help make it successful and allow you to make good profits.

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

Information According to statistics from Magram MR, there are currently more than 1,200 recruitment agencies in the Russian Federation, a large proportion of which are in large cities.

Recruitment agencies can be divided into several types according to their line of business.

• Narrowly targeted. They specialize in finding specialists of a certain profile. They may be engaged in the selection of applicants for the tourism business, hiring domestic staff, finding 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 such a division is very conditional, and there are firms that can offer a full range of services. But it is usually 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 recruiting middle and top-level personnel than for finding even a highly qualified welder or bricklayer, so working with the IT sector is more cost-effective.

A recruitment agency can be opened for another reason: the growth in the number of vacancies has increased. So, 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, information technology. One of the most scarce resources are highly skilled workers. Many enterprises from different sectors of the economy are engaged in their search.

Another question - is it worth opening 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 a Skype interview. So it is more profitable and convenient to combine work offline and online.

How can you cut office costs in half?

Equipment for a recruitment agency will need the same as for any other office: 2-3 tables, chairs, computer and office equipment, telephone, rack. 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, as the design of the premises partly affects the reputation of the company. They are greeted by clothes, and only once you can create a first impression. Don't forget these business rules.

How much money do you need to open an HR agency

A recruitment agency does 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 sq. 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 the salaries of 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 on opening

If you have decided to start a recruitment business, there are three sources of income you need to know about. Firstly, these are employers who are willing to pay for finding a good employee. As a rule, the rate is from 10 to 12% of an employee's annual income. Secondly, the applicants themselves. Thirdly, partners, among which there may be non-state pension funds, if applicants are ready to transfer part of the money to them. In addition, you can provide services such as training, resume writing, and so on.

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

Step-by-step plan - how 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 to 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 who needs and what is required. If the situation is not clear, a good way out is to go to Avito or HeadHunter and see the number of vacancies in different areas. You can make a request for marketing analytics to make it clear in which direction it is better to move. It would be nice to know how many HR agencies are in the city, in what direction they work, how many agencies closed and for what reasons. The information received will help not only to make adjustments to the business plan, but also not to repeat the mistakes of predecessors.

After that, you will need to start working with potential customers, to study the consumer. For this purpose, you will need to complete a questionnaire and visit organizations and enterprises. So you can get the necessary information and create a positive image, and possibly immediately acquire customers.

Tip If things are going well with clients, and you already need to rent a room and hire staff, you need to make a list of costs. Decide what you really need and what you can do without. The main thing is that later it does not turn out that things are going worse than you expected, and the costs are much higher than expected.

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

What documents are needed for opening - registration and registration

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

What OKVED code to 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 recruitment services.

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

HR agency taxation system

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

Do I need permission to open a recruitment agency?

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

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

The competition in the recruitment market is quite tough. Therefore, many young agencies find it difficult to stay afloat. And in order to constantly move forward and make good profits, you need the right strategy and working methods that will help you quickly and efficiently fulfill the wishes of customers and attract new customers.

Customer Service System

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

Personnel assessment methodology

An important factor is the development of its own recruitment methodology. Candidates can be considered in different ways, so their search may be delayed. But if a person aims 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 the information and recommendations of the former employer. If a specialist of a narrower profile is selected, a testing system can be applied.

Accounting for changes taking place in the personnel market

To keep positions, you need to be aware of all changes, constantly monitor salaries and other business-related indicators. In a successful recruitment agency, they understand that each new order is a project that needs to be worked hard on.

What a beginner HR center needs: 5 secrets that will help 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 survival, and even more so of 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 only need to advertise everywhere: on billboards, on television, in newspapers and on the Internet. Your competitors will do the same. It is important that your ad is unique. For example, you can offer the latest technologies in recruiting or effective methods, or something else.
2. Don't make prices too low. Low rates can attract customers, but only at first. A good agency knows its worth. If you work "for a penny", there is a risk of going broke, even before the investment pays off.
3. Search for regular customers. A small agency can make good money by constantly collaborating with several large companies. Customers are always attracted by the quality of work and discounts.
4. Make your branding. The more positive PR, the better. Distribute business cards, brochures, souvenirs. It is desirable that even on letters and invoices there is a company logo.
5. Separate customer search and recruiting. The future of the business will depend on it. It is likely that the best recruiter, who keeps 70-80% of the business, wants to open his own company and poach your clients. Therefore, it is better if one client communicates with several people.

In addition, aspects such as:

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

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