Put simply, recruitment bureaus are hired by employers to find suitable candidates for vacancies. When a candidate is hired, the recruitment bureau gets paid. It is important to note that recruitment bureaus are different from employment bureaus: in the case of recruitment bureaus, the candidates are not employed by the bureau but by the company. When the bureau receives a vacancy, the recruiter first uses their network to find the best candidates. For example, by screening CVs in their database or by searching within their professional network. They can also use LinkedIn and job adverts to look for the best candidates. Usually the recruitment officer will contact the most qualified candidates to assess their competences and wishes. When there is a match, the candidate’s CV will be forwarded to the company, and they might be invited for a job interview.
One reason for choosing a recruitment bureau, is that they will know which companies are currently hiring, what kind of candidates they are searching for and because they have knowledge of the company’s culture. Additionally, if you apply for a job directly, your information may be drowned out by all the other applications, but with the recommendation of a recruitment bureau you will stand out more.
There are even companies which solely rely on recruitment bureaus for hiring candidates. Recruitment bureaus can be an asset in your job search since they have a lot of relevant knowledge. In addition they can also help with CV advice and coaching throughout the application process.
While there are certainly a lot of advantages in using recruitment bureaus, you do have to make careful considerations.
Select your recruitment bureau based on their specialisation, geographic region, expertise and involvement. Also inform yourself about the way they operate. Some bureaus do not inform candidates beforehand when they forward a candidate’s CV to an employer, this could result in the same employer receiving the same candidate’s CV from multiple bureaus. Next to that you may be interested in a vacancy that your recruitment bureau does not automatically consider you for. It is therefore always important to keep searching for vacancies and proactively inform your bureau about those which interest you.
Lastly, smaller companies usually do not rely on recruitment bureaus. If you are interested in working for a smaller company you should definitely be on the lookout yourself.
Recruitment bureaus differ in many ways, for instance in specialisation, the way they communicate with candidates, the number of candidates they put forward to an employer and the region they work in.
Additionally, they differ in how much time and effort they put into every candidate and when and whether they invite new candidates for an interview to assess their competencies.
Also, there are certain bureaus that assist the candidate throughout the entire selection process, and sometimes even after they have been hired.
Thus, it is vital to research thoroughly before you decide on a recruitment bureau to make sure they offer the level of guidance you desire and specialise in the right field. At BCF Career Event you can meet various recruitment bureaus, try to find out which ones suit you best.
Ajilon Life Sciences
Kelly Scientific Resources
People in Science
Thema Group Life Science Recruitment
TMC Life Sciences
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