The population is aging and graduates are in short supply. Quebec companies are well aware of this reality. For this reason, many are turning to recruiting foreign workers. Given the complexity of the process, it is tempting to turn to an international recruitment firm. But before taking action, what should you look out for when choosing a recruitment agency?
To demystify this subject, we have prepared a comprehensive guide in which we will look at the issue from every angle. In this first article, we will take a look at what these companies are all about, and then find out what represents good value for money in the field.
What is an International Recruitment Agency?
A recruitment agency is a company hired to handle the hiring process on your behalf. It is made up of a team of consultants who meet with you and determine the strategy to adopt in order to find the best candidate. The services offered by these headhunters go far beyond job interviews. The support typically includes defining the position, analyzing the desired profile, implementing a structured plan of action, and even negotiating the employment agreement. Moreover, a good recruitment agency will be willing to guarantee its international mission services.
Of course, there is an additional nuance to consider: international. More and more agencies are specializing in this area. Their mission remains fundamentally the same: to recruit. As for now, foreign workers come mainly from the Philippines, Latin America and North Africa. However, there are other issues to consider: feasibility analysis, cultural differences, communication between parties, government requirements and integration into the community. In short, the agency offers paid services to its client, in this case the company, but should never claim monetary compensation from the people recruited.
Recruitment or Placement?
What about placement agencies? First, they employ workers for their own account and place them with third-party companies. These organizations are often mistakenly confused with recruitment agencies. Clearly, the main difference lies in the orientation of their services: they target both the employer and the employee. On one hand, the agency recruits personnel on its own behalf, and on the other hand, it proposes the worker to a company if the offered position is relevant. Consequently, since the candidate is initially recruited by the placement agency and then presented to an employer, it is not uncommon for the agency to deduct a fee directly from the employee’s salary for these services.
Ultimately, there are two key points to remember. On one side, the recruitment agency is there to advise and support the employer in their hiring process, and its services are billed solely to the company. On the other side, the placement agency recruits workers and presents their applications for suitable positions, with fees involving both parties.
Value for Money
Now that we have defined what a recruitment agency is, there are several options to choose from. How do you navigate this? First, you can make an initial selection based on price. Indeed, the rates offered can be a good indicator of quality. Beware of agencies that offer their services for a very modest fee. Of course, it is possible to obtain effective services at reasonable costs relative to the market. Here is an overview to help you distinguish the normal from the unusual, along with some explanations regarding the price gaps.
Price Range
In the market, standard prices are situated around $10,000 to $15,000 per recruited candidate. The highest rates can go up to $20,000. Conversely, prices below $10,000 might seem affordable, but caution is advised when the rate falls below $5,000. At this price, you might question the professionalism of the company. This sum hardly covers the fees of a lawyer or an immigration consultant, travel expenses for a recruitment mission, and the salaries of the team. Additionally, the representative may be reluctant to guarantee their services. If this is the case, the possibility of taking steps without the help of legal professionals is conceivable. If you are going to hire a third party to assist you in this process, it is preferable to aim for a guarantee of impeccable service.
What Justifies the Price Difference?
Now, how can such large price gaps in the market be justified? Three main factors explain this phenomenon: the professionalism of the company, its rigor, and the quality of the recruited candidates.
Professionalism
A legitimate company demonstrates professionalism, which justifies higher prices. Aside from the points just mentioned, several indicators testify to the level of professionalism of a recruitment agency. Among other things, those most concerned with their image maintain an up-to-date and well-structured website. Similarly, they offer additional guarantees of quality. For example, an interactive process and current, relevant tools. Finally, recruitment professionals are available and transparent from the outset of the process, meaning they are willing to meet you to better explain their services to you.
Rigor
Generally speaking, price is also an indicator of rigor in terms of compliance with established procedures. Indeed, low-cost agencies may not be very methodical. They do not meet as often with you or even with the recruited candidate. This aspect will be explored in greater detail in our next article. So, yes, a more rigorous agency costs more, but it is a real investment for one simple reason: government procedures. These are time-consuming procedures, but they also cost a lot of money. Think of the difference between more expensive services and others that are cheaper, but paid for twice if the application is rejected and you have to start all over again. Not to mention the time wasted waiting for a negative response from government authorities. In this sense, the upward price differential for a more rigorous agency is easily justifiable.
A Guarantee of Quality
The final aspect that justifies a significant price differential between two agencies is their accountability to you. This is expressed above all through the quality of the profiles recruited. For example, it is quite possible that an international recruitment agency with higher rates will subject candidates to recruitment tests. Since organizing these tests requires special logistics, it is normal to see an impact on the cost of services. Keep in mind, however, that this is not an insignificant practice, as it reduces the risk that the chosen worker will not live up to expectations. What is more, the more time allocated to selecting a candidate, the greater the chances that the choice has been made fairly and rigorously. In short, it is normal for the agency to charge higher fees if its work is more elaborate.
Discounts? Of Course!
Finally, note that some agencies offer the possibility of obtaining discounts based on need. These discounts are typically applicable by quantity, meaning based on the number of workers required for a similar type of position. Let us consider a typical scenario. Company X wants to hire five welders. Company Y, on the other hand, needs to hire 1 welder, 1 handler, and 2 electromechanics. For the same number of candidates sought, Company X will likely pay less than Company Y, because in the former case, all positions are for the same type of job. Why is it cheaper? Simply because it is easier for an agency to manage recruitment for a single type of job. Indeed, the procedures differ depending on the position offered. Thus, it is still possible to combine savings and quality, according to your needs.
Conclusion
Up to this point, you have become familiar with the mission of an international recruitment agency. You now know that their services differ from those of a placement office. Furthermore, you have a better idea of the price range and how these translate in terms of quality. However, before making an informed choice, several elements remain to be explored about these agencies: their hiring pool, the recruiter’s experience, or the integration processes, to name a few. Find more details on all these points and more in our upcoming articles.
