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Principles of ESS work.
A) The first and the most expensive one is Executive Search, the indispensable condition of which is a large-scale research of the labor market, i.e. direct search of the specialists, who prospectively meet the position requirements. The Executive Search Service itself implies providing to a client the best specialists on the market. It is rather a labor-intensive process. Doing an Executive Search Project may be very time consuming. There can be cases when a project may be worked over for half a year or even a year. Executive Search implies a series of measures. The first stage of doing Executive Search is research of the market. To achieve proper results quickly at this stage, the whole team headed by the consultant of a recruiting company is working at the list of prospective candidates, who are being short-listed. The second stage is vocational selection of candidates; three or four highly qualified specialists are left as a result of this process. The method which is frequently called Head Hunting is in its turn an indispensable component of Executive Search. The given method consists in search of the specialists, who are successfully working at the moment and very rarely consider other career suggestions. Roughly speaking, it is labor pirating, inviting the best employees to work for the best companies, the latter being ready to pay for them. Sometimes a company-employer points out the needed specialist directly. The main difference between Head Hunting and traditional recruitment is the "stippling" of the former compared with mass-volume search. As a rule such services cost 25-30 % of the annual income of the required employee. B) Recruitment as opposed to Executive Search uses more simple ways of search of active candidates, the main one of them being using the database, advertisements in newspapers and Internet. The work of recruitment managers consists in studying current CVs and resumes, selecting out non-suitable candidates, interviewing the most highly qualified specialists and presentation of the Candidates Short-list to the company-employer. As a rule individual approach is used to define the cost of the above-mentioned service, it varies from 10 to 20 % of the annual income of the required employee. This cost depends on the place of the position in the corporation hierarchy, on the time given for the order fulfillment, on the complexity of search, position requirements, and salary payment terms of the prospective worker. C) Recruitment Agency which works in the sphere of Outstaffing does not offer staff search but registers already existing personnel of the company-employer as its own staff. In so doing staff members continue work for their company and fulfill their usual functions. In this case a recruitment agency becomes a formal employer and is liable for all the direct obligations: execution of labor contracts with staff-members, processing work-books, paying income taxes, allocation to reserve statutory funds, providing vacations and sick leaves etc. As a rule such way is chosen when a company cannot register employers in its staff due to some reasons. Employment of Temporary staff is of current interest on the recruitment market nowadays. Companies use temporary workers for short-term projects for a period from one day to 2-3 months. Here as a rule we are referring to hiring administrative and help staff for the periods of time when different conferences, marketing researches, promotion measures etc. are held. As a rule temporary staff is hired for the period of time when the key staff is on vacation or sick leave. When using Temporary staffing recruitment agency selects staff itself and is fully liable for employees, executing civil-law agreements with them.
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ESS specializes in staff search and selection for companies-employers. In our work we use different approaches: