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After receiving the vacancies from the employers the two sides start discussing the requirements for the candidate (education, work experience, etc.), working conditions of the specialist (from the command system to salary and social package). Thus, starting working on the vacancy, the manager of the personnel recruiting agancy has a clear idea of who will suit as a perfect applicant for the company. It is known that there are vacancies of different lelvels, that’s why the requirements of the employer can be very strict and absolutely democratic. Very often it happens so that the employers “gives” a vacancy to the prsonnel recruiting agency presenting high standards for the applicant, but is willing to pay littlem money. There are many nuances, and depending on all these the market of candidates for the personnel recruiting agency is either wide(there is a choice, and in the first place will be considered the applicants that perfectly fit for the position) or narrow (there are a few candidates, and the personnel recruiting agency will be pay great attention to each specialist that meets the requirements).
Having an interview with the applicant in the personnel recruiting agnecy, the manager decides whether the candidate is suitable. If the interview is successful and the specialaisst fits the requirements ( we should note that this can be applied for not only for work rxperinece, but also to the style of communication, apearance, credibility, i.e. personal characteristics), the consultant of the personnel reqruiting agency sends his resume with his comments to the employer of the company. Moreover, if for exmaple the resume of the candidate is not written so well,and the consultant notices during the interview that the experience of a specialist is more iteresirng than that in the resume, he can add his resume according to the results of the interview pointing the important details that can influence on the successful decisionmaking. As a rule the consultant calls back to the customer himself in order to comment on his own letter and talk about his impression of the interview. Then the employer considers the candidate and decides whether he is prepared to meet with the applicant. If so the candidate is invited for the interview.
We should note that very often our consultants go the interview to the employer with the applicant. Why? in our opinion, such a joint step helps the candidate and the employer to find a common language. It is not a secret that many comapanies are not willing to held interviews , so that the specialist who has ome to the employer on his own, may be “not disclosed”. In this case the consultant helps to held the interview, contributing to the better representation o fthe candidate. In other cases, the personnel recruiting agency propoeses to held an interview in his own office.
