Get In Touch

A recruitment agency helps organisations identify, assess and secure suitable candidates for open roles.

The process typically includes:

1. Understanding the vacancy – job requirements, technical skills, culture fit and salary range 
2. Candidate sourcing – using databases, networks, referrals and targeted searches 
3. Screening and interviews – evaluating skills, experience and suitability 
4. Shortlisting – presenting the best candidates to the client 
5. Interview coordination – arranging interviews and managing feedback 
6. Running Reference and Verification Checks – checking applicants backgroups
7. Offer and placement – assisting with negotiation and acceptance 

A good recruitment consultancy acts as a partner to the hiring company, ensuring the candidates presented match the role requirements and organisational environment.

Companies typically use recruitment agencies when:

• The role is specialised or difficult to fill
  • Human resources managers/ Line Managers / Business owners lack time to screen large numbers of applicants
  • Confidential recruitment is required
  • The organisation wants access to passive candidates not actively applying for jobs
  • Internal recruitment has not produced suitable candidates

Recruitment agencies can significantly reduce recruitment time by providing pre-screened and qualified candidates.

The recruitment timeline depends on the role, but typical hiring cycles are:

Delays often occur due to:

• unclear job specifications
  • slow interview feedback
  • counter-offers from current employers
  • unrealistic salary expectations

Working with a recruitment consultancy helps streamline the process.

Recruitment agencies typically charge a placement fee, usually calculated as a percentage of the candidate’s annual salary.

Typical structures include:

• Contingency recruitment – fee payable only once a candidate is placed
  • Retained search – partial fee paid upfront for senior or specialised searches

Fees generally range between 10% and 20% of annual salary, depending on the role complexity and recruitment model.

A strong recruitment consultancy focuses on quality of candidates rather than volume of CVs.

Key indicators include:

• Consultants with HR or industry experience
  • A strong understanding of the client’s business and culture
  • Structured candidate screening processes
  • Honest feedback on the emoloyment market
  • A focus on long-term placements rather than quick placements

Clients should expect well-matched candidates, not large numbers of unsuitable CVs.