Guarantees offered by a recruitment company – how do they differ?
The most common expectation of a recruitment company is that the right person is selected, but the service should not end there. Once a potential candidate has been recruited, there is usually a probationary period during which both the candidate has time to decide whether the job is right for him or her and the employer can test the candidate’s suitability for the position. Thus, if the employee does not work out or leaves the company, the company is left without an employee and has to repeat the recruitment process. Of course, if the right recruitment company has been chosen, then it provides a recruitment guarantee and the situation becomes much easier to resolve. As with any service guarantee, the guarantee of recruitment companies varies. The main differences are 4:
1.Probationary guarantee
In Lithuania, according to the LC, the probationary period cannot exceed 3 months, which is why recruitment companies usually offer a guarantee of at least 3 months. This is usually sufficient if the selected employee is at a specialist level and the results of his/her work are visible within the first few weeks or months. Usually, within 3 months, employers can also arrange an assessment interview, make comments and wait and see whether the employee has taken the comments on board and performed better. Of course, 3 months is usually enough time for the employee to assess whether the employer has met his or her expectations.
2.Guarantee of a non-standard period
A guarantee of more than 3 months for the selection of an employee is considered to be a non-standard period. Typical non-standard guarantees are provided by recruitment companies for a period of 6 months, while the longest non-standard guarantee can be as long as 12 months. Longer guarantees are required for executive search projects. This is because the performance of a C-level manager can be difficult to measure in the first 3 months of employment. Therefore, if a high level manager is being recruited, it is a good idea to ask for a longer guarantee, i.e. at least 6 months.
3.Financial guarantee from the recruitment company
This guarantee provided by the recruitment company is also known as insurance. This is because there is no re-recruitment during this guarantee. Instead, the client receives partial or full reimbursement for the recruitment already carried out. Less frequently, however, there are recruitment companies that leave part of the payment for their services after the end of the employee’s probation period. This way, if the employee is no longer with the company after the trial period, the company pays less for the service. This type of recruitment guarantee, however, does not solve the fundamental problem, i.e. it does not guarantee the replacement of a suitable employee.
4.Re-recruitment guarantee
This type of guarantee is the most balanced and the most appreciated by clients. The principle of the guarantee is simple: an employee who is dismissed or leaves the company during the probationary period is covered by a re-recruitment guarantee. This free re-recruitment service allows the employer to be assured that, even in the worst case scenario, they will not have to worry about replacing the employee.
