What to expect from online recruiting sites?

    Russian recruiting has tremendous development potential. Every year, new recruiting services arise and adapt to our realities. Among them are online platforms for working with freelance recruiters, such as HR Time, JungleJobs, etc. The latter, incidentally, recently received large investments from Impulse VC investment fund owned by R. Abramovich. According to Impulse VS partner Kirill Belov, JungleJobs (apparently, along with similar sites) will become " one of the companies that will change the archaic and opaque recruitment market and make it convenient for both customers and recruiters ."

    Similar platforms were organized on the basis of an online auction: the employer places a vacancy, the recruiter responds to it, and then works on closing the position. Aramis Karimov’s post on Facebook made us think about how this side of recruiting works . By the way, not only the post itself is interesting, but also comments on it.


    According to rumors, JungleJobs offers part-time recruiters for agencies. For closing a vacancy, the service takes a reward in the amount of one salary of a successful candidate. The project itself takes 20% of the amount, 80% goes to the recruiter. This fee is much higher than the bonus put in the agency. A recruiter can get it without interrupting his main job, especially if he uses the information base of a personnel company and the access paid to it to work sites.

    This is where the question of ethics arises. If the described work scheme is real, this means that online recruiting services use agency recruiters to access valuable resources for free. The situation is extremely favorable. On the one hand, the service is not responsible for the ways in which the recruiter closes the vacancy entrusted to him. On the other hand, the platform does not have a direct relationship to other people's resume databases. Convenient, whatever you say.

    Protect yourself will not work

    The first thing that comes to mind in connection with the described situation is to protect their own resources so that recruiters use them only for their intended purpose. But how?

    Effectively protecting oneself from “stealing” the base, while preserving the face, recruiting companies will not succeed. How can I limit an employee’s access to a resume if their processing is part of his responsibilities? While the recruiter is working with the vacancy base from the portfolio, nothing prevents him from finding candidates suitable for the vacancy “on the side”. The phone or e-mail can be saved in the smartphone’s memory, sent to your e-mail or, as in the 20th century, copied to a piece of paper. Only total control can prevent this: monitoring the employee’s computer in real time, searching the exit, a system of reprimands and fines - so that they are afraid. But all this is somehow too much. Who wants to work in such a company? Who wants to manage such a company?


    Already in the comments to the post we see a characteristic position: the allegedly injured party is "to blame." There will always be those who say, they say, "there is nothing to be so naive and trust everyone from right to left." And yet, initially all human relationships (personal and business) are built on trust. Is it possible to create a family without mutual trust? Is it possible to do business with a person you do not trust? And finally, how to work for someone who constantly looks over his shoulder and hits the arm? In recruiting, there is nothing to do without optimism and faith in people, and total control will not solve the problem for sure. The agency’s base will remain closed to outsiders only on one condition: if recruiters are motivated, self-conscious and value trust more than easy money.

    Give dumping! ..

    Suppose online recruiting services are waiting for rapid development and rapid growth. The scenario is quite plausible: at first glance, the offer for customers is clearly winning. At freelance prices, they get at their disposal the resources of the agency, profitably solving for themselves the problem that we wrote about in one of our previous posts . All this dramatically changes the price expectations of customers and their understanding of the value of recruiting services.


    The universally expected cost of recruiting will increasingly be announced as one salary of a hired employee. If for freelancers this is the default fee, then the traditional rate of agencies is much higher. The collapse in prices, very likely with the success of online platforms for freelance recruiters, will be a real problem for recruiting agencies. They will either have to lower rates, or expand the service, or think deeply about the marketing strategy. In general, it will be necessary to take urgent measures and manage the company for a while in manual mode.

    ... or poor performance?

    If the first aspect of working with an online recruiting service is bright, the second is more likely to return from heaven to earth. So, here is what we have: an online auction of vacancies for freelance recruiters, the cost of services is one salary of the hired candidate. Freelancers work in parallel in recruiting agencies. What could go wrong?

    As a rule, they start using services and services from the most affordable option. If we are talking about the search and selection of personnel, then the first step here is to pay for access to work sites. Having studied them far and wide and not finding the right candidates, the company is ready to move on to the next step - to hire a contractor. At the same time, she is in no hurry to choose the most expensive option - a recruiting agency. Using the service to hire freelancers and spending one extra monthly salary of a candidate against his background seems to be the lesser of evils.

    For this price, the customer receives an executor who perceives his order as a side job; some addition to their official duties; hack, which you can do in your free time. At the workplace, the recruiter is busy with his job portfolio and in passing chooses a resume for part-time work. With this interaction scheme, neither the customer nor the recruiter does not engage in vacancy sighting. The recruiter wants to find easy money online and slowly sends the client the resumes found in the agency database. The client receives a less intense flow of candidates, and the probability of finding among them exactly who is needed is reduced. The search process has obviously begun, but it is sluggish and demonstrates much lower productivity than might be expected.


    The lower cost of services in this case implies a lower level of service. The agency will patronize the client, answer all his questions and, if necessary, contact him personally. As soon as the vacancy enters the work, the recruiting company removes it in detail to find out all the requirements for candidates and the nuances. An online service cannot guarantee this approach. Perhaps some freelance recruiters will even send resumes from work sites that the customer has already seen.

    And now what?

    The recruiting market is narrow - much narrower than it might seem. Sooner or later, the freelance recruiter from the agency will be made public, and the client of the online service will find out in what way his vacancy was closed. Reputational risks are no less important than financial ones - especially for recruiters, whose success is largely based on a personal brand.

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