We have worked as one of the top recruitment agencies in Asia Pacific for the past 6 years.

During that time, we have become familiar with the ins and outs and standard operating procedures (“SOP”) of what recruitment agencies do.

If you’re looking for a detailed lowdown on what Recruitment Agencies do, keep scrolling down to find out.

What is a Recruitment Agency?

A recruitment agency is a company that helps employers find suitable candidates to fill their job vacancies.

Or to help candidates find a suitable job.

These agencies work as intermediaries between job seekers and employers.

In this article, we are focused and will be geared more toward helping hiring managers and employers find a good recruitment agency for their hiring needs, and hence our writing style and tips will be useful and relevant for anyone who is hiring.

As for tools and tips targeting jobseekers in finding a good recruiter to help them find a good job, we will leave that for another article.

Going back to the recruitment agency definition from the perspective of hiring managers and employers, recruitment agencies source, screen, and interview job candidates on behalf of their clients, and present the most suitable candidates for the job openings.

Recruitment agencies can specialize in certain industries or job types and can be either generalist or niche agencies.

They can provide temporary, permanent, or contract staff depending on the client’s needs.

Why are Recruitment Agencies Important in the Hiring Process?

Recruitment agencies play a crucial role in the hiring process for both job seekers and employers.

Here are some of the reasons why recruitment agencies are important:

1. Access to a wider talent pool: Recruitment agencies have a vast network and access to a large pool of job seekers. They can provide hiring managers and companies with a wider range of candidates than they would be able to find through traditional methods.
2. Saves time and resources: Recruitment agencies take care of the time-consuming tasks involved in the hiring process such as advertising job vacancies, screening resumes and conducting initial interviews. This frees up an employer’s time and resources, allowing them to focus on other aspects of their business.
3. Expertise and industry knowledge: Recruitment agencies have the expertise and industry knowledge to identify the most suitable candidates for specific roles. They have a deep understanding of the job market and can advise both job seekers and employers on the latest trends and skills in their industry.
4. Reduced risk of bad hires: Recruitment agencies thoroughly screen and interview candidates, ensuring that only the most qualified candidates are presented to the employer. This reduces the risk of making a bad hire and the associated costs of employee turnover.

Overall, recruitment agencies can provide a valuable service to both job seekers and employers by streamlining the hiring process, saving time and resources, and providing access to a wider talent pool.

On the flip side, there are several reasons why you should not be using an in-house recruiter, and by doing so, avoid the many benefits listed above of working with a reputable recruitment agency.

The purpose of this article is to provide readers with a clear understanding of what recruitment agencies do and the benefits of using them in the hiring process.

It will also offer tips for choosing the right recruitment agency for their needs.

The article aims to help job seekers and employers understand the role of recruitment agencies and make informed decisions about working with them.

By the end of the article, readers should have a better understanding of how recruitment agencies work, the benefits they offer, and the key factors to consider when choosing a recruitment agency.

Before we venture further into this article, we like to share who we are and what we do.

About 9cv9

9cv9 is a business tech startup based in Singapore with a strong presence all over the world.

With over six years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of what Recruitment Agencies do and the tips for choosing one.

What Do Recruitment Agencies Do? (And Tips for Choosing One)

1. Overview of the role of recruitment agencies
2. Types of recruitment agencies
3. Benefits of using a recruitment agency
4. What services do Recruitment Agencies provide for Employers?
   • Job posting and advertising
   • Candidate screening and vetting
   • Interview scheduling and coordination
   • Skills and behavioral assessments
   • Reference and background checks
   • Negotiation of employment terms
5. Tips for Choosing a Recruitment Agency
   • Be careful of “Award-winning” words
   • Identify your needs
   • Look for industry experience
   • Check the agency’s reputation
   • Evaluate their screening process
   • Check their candidate pool
   • Consider their fees
   • Evaluate their communication

1. Overview of the role of recruitment agencies

Recruitment agencies play a significant role in the hiring process for both job seekers and employers.

The primary function of a recruitment agency is to act as an intermediary between employers and job seekers.

The agency sources, screens, and interviews candidates on behalf of the employer and presents the most suitable candidates for the job opening.

Recruitment agencies can provide a wide range of services to employers, including temporary and permanent staffing solutions, contract staffing, executive search, and payroll services.

They can also offer guidance and advice to job seekers, including resume writing tips and interview preparation.

Recruitment agencies have access to a large pool of job seekers, which allows them to quickly and efficiently find the right candidates for their clients.

They also have a deep understanding of the job market and can advise employers on current trends and skills in their industry.

In addition to their sourcing and recruitment services, recruitment agencies can also handle other aspects of the hiring process, such as negotiating salaries, conducting background checks, and providing onboarding support.

Overall, recruitment agencies play a vital role in the hiring process by providing a range of services to employers and job seekers, streamlining the hiring process, and helping to match the right candidates with the right job openings.

2. Types of recruitment agencies

There are several types of recruitment agencies, and each specializes in a specific industry or job type. Here are some of the most common types of recruitment agencies:

1. Generalist Recruitment Agencies: These agencies provide staffing solutions for a wide range of industries and job types. They can offer both temporary and permanent staffing solutions.
2. Niche Recruitment Agencies: These agencies specialize in a particular industry, such as healthcare, technology, or finance. They have a deep understanding of the industry they serve and can provide highly specialized staffing solutions.
3. Executive Search Firms: These agencies focus on identifying and recruiting executive-level candidates for senior management positions. They typically have a vast network of contacts in the industry and use a highly targeted approach to find the right candidate.
4. Temporary Staffing Agencies: These agencies provide temporary staffing solutions for businesses that need short-term staffing support. They can supply staff for a specific period or on a project-by-project basis.
5. Contingency Recruitment Agencies: These agencies are only paid if they successfully fill a job opening. They typically work on a commission-based model and have a large pool of candidates to draw from.
6. Retained Recruitment Agencies: These agencies work on a retained basis and are paid a fee upfront to conduct a search for a specific job opening. They typically provide a more customized and targeted approach to the recruitment process.

Overall, the type of recruitment agency to use will depend on the industry or job type being recruited for and the specific needs of the employer.

3. Benefits of using a recruitment agency

Using a recruitment agency can provide several benefits to both job seekers and employers. Here are some of the main benefits:

1. Access to a wider talent pool: Recruitment agencies have a vast network and access to a large pool of job seekers. They can provide employers with a wider range of candidates than they would be able to find through traditional methods.
2. Saves time and resources: Recruitment agencies take care of the time-consuming tasks involved in the hiring process such as advertising job vacancies, screening resumes and conducting initial interviews. This frees up an employer’s time and resources, allowing them to focus on other aspects of their business.
3. Expertise and industry knowledge: Recruitment agencies have the expertise and industry knowledge to identify the most suitable candidates for specific roles. They have a deep understanding of the job market and can advise both job seekers and employers on the latest trends and skills in their industry.
4. Reduced risk of bad hires: Recruitment agencies thoroughly screen and interview candidates, ensuring that only the most qualified candidates are presented to the employer. This reduces the risk of making a bad hire and the associated costs of employee turnover.
5. Flexibility: Recruitment agencies can provide temporary, permanent or contract staff depending on the client’s needs. This provides employers with more flexibility in managing their workforce.
6. Confidentiality: Recruitment agencies can provide a confidential service, protecting the privacy of both the employer and the job seeker.

Overall, using a recruitment agency can help both job seekers and employers save time and resources, access a wider talent pool, reduce the risk of bad hires, and benefit from the expertise and industry knowledge of the agency.

4. What services do Recruitment Agencies provide for Employers?

Recruitment agencies provide a range of services for employers to help them with their hiring process. Here are some of the services provided by recruitment agencies for employers:

1. Job posting and advertising: Recruitment agencies can post job openings on various job boards and websites to attract qualified candidates.
2. Candidate screening and vetting: Recruitment agencies screen and vet candidates to ensure that they meet the employer’s specific requirements and qualifications.
3. Interview scheduling and coordination: Recruitment agencies can schedule and coordinate interviews with potential candidates on behalf of the employer.
4. Candidate shortlisting: Recruitment agencies present a shortlist of qualified candidates to the employer, saving them time and effort in the initial screening process.
5. Skills and behavioral assessments: Recruitment agencies can provide skills and behavioral assessments to evaluate a candidate’s compatibility with the employer’s work culture and values.
6. Reference and background checks: Recruitment agencies can conduct reference and background checks on candidates to verify their qualifications and employment history.
7. Negotiation of employment terms: Recruitment agencies can assist in the negotiation of employment terms, including salary, benefits, and start date.
8. Temporary staffing solutions: Recruitment agencies can provide temporary staffing solutions for businesses that require short-term staffing support or have specific projects.
9. Executive search services: Recruitment agencies can provide specialized and targeted executive search services to identify and recruit candidates for senior management positions.

Overall, recruitment agencies provide a range of services for employers to help them with their hiring process, from job posting and candidate screening to interview coordination and negotiation of employment terms. These services can save employers time and resources and ensure that they find the most qualified candidates for their job openings.

Let’s explore these services in a bit more in detail.

Job posting and advertising

Job posting and advertising is a service provided by recruitment agencies to help employers attract qualified candidates for their job openings.

Here are some of the ways that recruitment agencies can assist with job posting and advertising:

1. Job board and website posting: Recruitment agencies can post job openings on various job boards and websites to attract a wider pool of qualified candidates. This can include industry-specific job boards, social media platforms, and general job search websites.
2. Targeted advertising: Recruitment agencies can help employers create targeted job advertisements that are designed to attract candidates with specific skills and qualifications. These can be targeted to a specific location, industry, or demographic.
3. Employer branding: Recruitment agencies can help employers to build and promote their employer brand to attract top talent. This can include highlighting the company culture, mission, and values to help candidates understand what it’s like to work for the company.
4. Job description writing: Recruitment agencies can help employers write effective job descriptions that are designed to attract qualified candidates. This can include a detailed description of the job duties, required skills and qualifications, and any other relevant information about the job.
5. Applicant tracking: Recruitment agencies can use applicant tracking systems to manage the flow of candidates and applications. This can help employers keep track of applications, schedule interviews, and maintain communication with candidates throughout the hiring process.

Overall, job posting and advertising is a critical service provided by recruitment agencies to help employers find the most qualified candidates for their job openings. By leveraging job boards and social media, creating targeted advertising, and building their employer brand, recruitment agencies can help employers attract a diverse pool of candidates with the necessary skills and qualifications for the job.

Candidate screening and vetting

Candidate screening and vetting is a crucial service provided by recruitment agencies to ensure that employers find the most qualified and suitable candidates for their job openings. Here are some of the ways that recruitment agencies can assist with candidate screening and vetting:

1. Resume and cover letter review: Recruitment agencies review resumes and cover letters to ensure that they meet the employer’s requirements and are a good fit for the job opening.
2. Skills and knowledge testing: Recruitment agencies can conduct skills and knowledge testing to assess a candidate’s suitability for the job opening. This can include assessments in areas such as technical skills, language proficiency, or specific knowledge relevant to the job.
3. Behavioral assessments: Recruitment agencies can conduct behavioral assessments to evaluate a candidate’s compatibility with the employer’s work culture and values. This can include personality tests and other assessments designed to assess the candidate’s work style and approach.
4. Employment verification and reference checks: Recruitment agencies can verify a candidate’s employment history and conduct reference checks to ensure that the candidate has the necessary experience and qualifications for the job.
5. Background checks: Recruitment agencies can conduct background checks on candidates to verify their identity, criminal record, and any other relevant information that may affect their suitability for the job.
6. Pre-employment screening: Recruitment agencies can conduct pre-employment screening to ensure that candidates meet any regulatory or compliance requirements relevant to the job.

Overall, candidate screening and vetting is an essential service provided by recruitment agencies to ensure that employers find the most qualified and suitable candidates for their job openings. By reviewing resumes and cover letters, conducting skills and knowledge testing, and verifying employment history and conducting background checks, recruitment agencies can help employers to make more informed hiring decisions and avoid costly hiring mistakes.

Interview scheduling and coordination

Interview scheduling and coordination is an important service provided by recruitment agencies to help employers efficiently manage the hiring process. Here are some of the ways that recruitment agencies can assist with interview scheduling and coordination:

1. Schedule interviews: Recruitment agencies can schedule interviews with candidates and coordinate the logistics, such as the location and time of the interview.
2. Communication with candidates: Recruitment agencies can communicate with candidates to confirm interview times, provide instructions on what to bring, and answer any questions they may have about the interview process.
3. Reminders and follow-up: Recruitment agencies can send reminders to candidates prior to the interview to ensure that they show up on time, and follow up with candidates after the interview to provide feedback or to schedule additional interviews.
4. Coordination with employers: Recruitment agencies can work with employers to ensure that interview schedules align with the hiring timeline and that all relevant decision-makers are involved in the interview process.
5. Virtual interviewing: Recruitment agencies can conduct virtual interviews via video conferencing platforms, making it easier for employers to interview candidates who are located in different cities or countries.

Overall, interview scheduling and coordination is an essential service provided by recruitment agencies to help employers streamline the hiring process. By scheduling interviews, communicating with candidates, coordinating with employers, and conducting virtual interviews, recruitment agencies can help employers to make more informed hiring decisions, save time, and reduce the administrative burden associated with the hiring process.

Skills and behavioral assessments

Skills and behavioral assessments are important services provided by recruitment agencies to help employers evaluate a candidate’s suitability for a job. Here are some of the ways that recruitment agencies can assist with skills and behavioral assessments:

1. Technical skills testing: Recruitment agencies can conduct technical skills tests to assess a candidate’s proficiency in specific skills required for the job, such as software proficiency or language skills.
2. Behavioral assessments: Recruitment agencies can conduct behavioral assessments to evaluate a candidate’s personality, work style, and cultural fit. This can include personality tests and other assessments designed to assess the candidate’s communication, problem-solving, and teamwork skills.
3. Cognitive ability tests: Recruitment agencies can conduct cognitive ability tests to evaluate a candidate’s reasoning, critical thinking, and problem-solving abilities.
4. Situational judgment tests: Recruitment agencies can conduct situational judgment tests to assess a candidate’s decision-making skills in real-world situations.
5. Assessment centers: Recruitment agencies can set up assessment centers where candidates can demonstrate their skills and abilities through simulations, role-playing exercises, and other activities.

Overall, skills and behavioral assessments are important services provided by recruitment agencies to help employers make informed hiring decisions. By conducting technical skills testing, behavioral assessments, cognitive ability tests, situational judgment tests, and assessment centers, recruitment agencies can help employers to identify the most qualified and suitable candidates for a job opening.

Reference and background checks

Reference and background checks are important services provided by recruitment agencies to help employers verify a candidate’s employment history, educational background, and other information provided on their resume. Here are some of the ways that recruitment agencies can assist with reference and background checks:

1. Employment verification: Recruitment agencies can verify a candidate’s previous employment by contacting their former employers to confirm their job title, responsibilities, dates of employment, and reason for leaving.
2. Education verification: Recruitment agencies can verify a candidate’s educational background by contacting their schools or universities to confirm their degree, major, and graduation date.
3. Criminal background checks: Recruitment agencies can conduct criminal background checks to verify that a candidate does not have a criminal history that would disqualify them from the job.
4. Professional license verification: Recruitment agencies can verify that a candidate has the necessary professional licenses required for the job.
5. Reference checks: Recruitment agencies can conduct reference checks by contacting a candidate’s professional or personal references to verify their work ethic, interpersonal skills, and other relevant qualities.

Overall, reference and background checks are important services provided by recruitment agencies to help employers make informed hiring decisions. By verifying a candidate’s employment history, educational background, criminal history, professional licenses, and references, recruitment agencies can help employers to avoid hiring mistakes and make more informed hiring decisions.

Negotiation of employment terms

Negotiation of employment terms is an important service provided by recruitment agencies to help employers and candidates reach an agreement on the terms and conditions of employment. Here are some of the ways that recruitment agencies can assist with negotiation of employment terms:

1. Salary negotiation: Recruitment agencies can negotiate the salary and compensation package with the candidate on behalf of the employer. This can include negotiating the base salary, bonuses, and other benefits.
2. Employment contract negotiation: Recruitment agencies can help draft and negotiate the employment contract, including the terms and conditions of employment, job responsibilities, and other details.
3. Relocation negotiation: Recruitment agencies can help negotiate relocation packages for candidates who are moving from another city or country to take the job.
4. Counteroffer negotiation: Recruitment agencies can help employers navigate counteroffers from other job offers or current employers, and work with the candidate to ensure that they are making the best decision for their career.

Overall, the negotiation of employment terms is an important service provided by recruitment agencies to help employers and candidates reach a mutually beneficial agreement on the terms and conditions of employment. By negotiating the salary and compensation package, employment contract, relocation package, and counteroffers, recruitment agencies can help employers and candidates to reach a successful outcome and ensure a smooth hiring process.

Tips for Choosing a Recruitment Agency

Choosing the right recruitment agency is essential to ensure a successful hiring process. Here are some tips to consider when choosing a recruitment agency:

Be careful of “Award-winning” words

If we had a dollar for every award-winning recruitment agency we have encountered, we might be ranked closer to Elon Musk on Forbes’s Real Time Billionaire List than anyone else.

What we are saying here is that many recruitment agencies will say they are award-winning and proudly update their page titles to show it. 

The problem is that every agency is award-winning, so how do we separate the wheat from the chaff?

A quick Google of this phrase shows that there are a lot of agencies out there that describe themselves in this way.

Also, one should question the veracity of the awards that they have won since some awards are a pure monetary process – meaning that it is being paid to be nominated and won

(Come on, do you seriously think prize award ceremonies are fair?)

Just to share that we received many “you have been nominated” pitch from everywhere and anywhere.

For example, taking a look at the screenshot above, a certain Ms. Nguyen sent us an email and said we are nominated for the SME100 Asia Awards for the first time.

We were of course elated beyond words and replied that we are happy to receive it and perhaps to win it.

Lo and behold, we needed to pay around USD 100+ just to be nominated.

One might wonder how much more we needed to pay to be an award winner.

At 9cv9, we never pay to win any awards.

All our awards and endorsements such as being on Enterprise Singapore’s Global Tech Talent Alliance list are purely non-monetary.

This leaves me to my next point.

Awards can be bought with money.

Do proper due diligence on “Award-Winning” Recruitment agencies.

If you are good, you are good. There is nary a need to be shouting it loud to everyone.

Identify your needs

Before choosing a recruitment agency, it is essential to identify your hiring needs.

Determine the type of job opening, the required skill set, and the duration of the employment.

Think about whether you want to be choosing a generalist or a niche kind of employment agency.

If you are hiring tech developers, then we recommend you use a reputable IT headhunting sourcing agency such as 9cv9.

Try not to hire IT developers using in-house recruiters as that will rack up a lot of costs and expenses. Read on why we never recommend using in-house internal recruiters to hire software developers.

Look for industry experience

Look for a recruitment agency that has experience in the role and industry you are hiring for.

This will ensure that they understand the skills and qualifications required for the job opening.

For example, if you are hiring IT developers in Singapore, and using a recruitment agency who is specialized in hiring financial roles rather than information technology roles for it, then something seems to be wrong logically.

Ideally, you should use a reputable recruitment agency in Singapore that has experience in hiring IT developers in Singapore.

Check the agency’s reputation

Check the reputation of the recruitment agency by researching their online reviews, client testimonials, and ratings.

This will give you an idea of their level of service and success rate.

For 9cv9, we are highly acclaimed for our service not according to our words or to some award presenting marketing companies’ words.

It is straight out of the horse’s mouth.

For the experience of getting top mobile developers from 9cv9, look no further than DEFY Labs testimonial.

Keith, CEO of Layer C, one of the newest and top Blockchain Web3 startups around, highly holds 9cv9 Blockchain Hiring Services in high esteem.

And there are many more success stories from top clients such as Honestbee, Morpheus Labs, Hydra X, etc.

9cv9 services are also endorsed by the Government of Singapore’s Enterprise Singapore for their Global Tech Talent Alliance, a list that only a few shortlisted hiring firms are on.

That says it all.

Evaluate their screening process

Ask about the agency’s screening process and the level of scrutiny they use to assess candidates.

This will ensure that they present only the most qualified candidates for the job opening.

Are they also using any job boards or have their own internal job boards? Using other job boards like LinkedIn is standard but if the Recruitment Agency is using their own in-house job board, then it creates more diversity and more candidates in the pipeline for assessment.

For example, 9cv9 has its own job board, 9cv9 Job Portal which has over 10k+ active job seekers using it per day.

Check their candidate pool

Check if the recruitment agency has a diverse and extensive candidate pool.

This will ensure that they can provide you with a wide range of potential candidates.

For example, 9cv9 allows all companies and hiring managers to have a quick check on their available candidates on the Job Portal. Simply register for free and click “Candidates” to have a quick overview of the quality and quantity of the candidates

Consider their fees

It is essential to understand the fees associated with using a recruitment agency.

Determine if their fees are transparent and reasonable, and match the level of service they provide.

Typically, most recruitment agencies charge between 12.5% to 20.8% of the candidate’s gross annual salary, or in terms of gross monthly salary, it will be around 1.5 times to 2.5 times.

Evaluate their communication

Arguably the most important point.

You won’t want to get a recruitment agency that does not communicate well and is not transparent on the candidate’s strengths and weaknesses.

Evaluate the communication skills of the recruitment agency.

They should be responsive and transparent with their communication throughout the hiring process.

Conclusion

Overall, choosing the right recruitment agency is crucial for a successful hiring process.

For recruiters and talent acquisition staff, partnering with a reputable and experienced recruitment agency can provide several benefits, including access to a wider pool of candidates, streamlined hiring processes, and reduced time-to-hire.

When selecting a recruitment agency, it’s important to consider their industry expertise, reputation, and track record of success in identifying and placing top talent.

By choosing the right recruitment agency, recruiters and talent acquisition staff can optimize their hiring process and ultimately build a stronger and more competitive team.

If you find this article useful, why not share it among your recruitment and talent acquisition counterparts, and also leave a nice comment below?

We at 9cv9 Research Team strive to bring the latest and most meaningful data, guide, and statistics to your doorstep.