ARTS - Your Recruiting Agency

A recruiting agency is a specialized company that supports organizations of different sizes and industries in the search for and selection of qualified specialists. Recruiting agencies handle all or part of the recruitment process, from advertising jobs to pre-screening candidates and conducting interviews. They work either on a contract basis or as a long-term partner and support companies in finding the right talent in an efficient and targeted manner. The agencies' expertise in addressing target groups and their knowledge of the market are particularly advantageous, accelerating the recruitment process and often making it more cost-effective.

The costs of a recruiting agency vary depending on the industry, position and scope of the service. However, it is clear that in times of inflation and a shortage of skilled workers, the costs of recruiting are also rising.

There are basically three common billing models:

Performance-based billing: Here, the company only pays a fee if the agency has successfully placed a suitable candidate. This fee is often between 15% and 30% of the annual gross salary of the recruited person and is the most common variant of traditional recruitment. This gives companies that use this service financial flexibility and minimizes risk.

Fixed-price model: Here, the company pays a predetermined amount, regardless of the salary of the position to be filled. This option is suitable for companies that have a low recruitment volume during the year, want to increase their reach by using the agency and at the same time benefit from a broad portfolio of services. Find out more about our RPO services.

Hourly rate or project basis: Recruiting agencies can also charge for specific services (such as active sourcing of candidates or screening of applications) on an hourly or project basis. With our Recruiting as a Service on an hourly basis, we take on partial or complete recruiting processes depending on the agreed hourly quota per week or month.

These different billing models usually also include material costs for the placement of job advertisements, which can also vary greatly. The cost of placing online job advertisements on major national job boards is usually between 700 and 1,300 euros for a 30-day placement.

Recruiting agencies offer different services depending on their focus. At ARTS, we have a comprehensive portfolio of recruiting services that support companies in making the recruiting process efficient and targeted.

ARTS supports its clients in defining the exact requirements and the optimal applicant profile as well as in the strategic search for suitable talent. An important aspect of this is integrated HR marketing in the form of job advertisements, campaigns and multiposting. ARTS creates appealing and target group-oriented job advertisements and distributes them via relevant job boards and social media channels to achieve a broad and targeted reach. In addition, our experienced recruiters can take over the proactive direct approach (active sourcing) in applicant databases and social media. 

In terms of content, the recruitment process with an agency hardly differs from the internal recruitment process. As your partner in the search for the best talent, we are at your side with our expertise. By arrangement, we can take over sub-processes or the entire recruitment process, including in your system and process landscape. Our solutions support you in recruiting in the short, medium or long term and are always individually tailored to your requirements and needs. This allows you to concentrate fully on your core processes and at the same time benefit from professional and high-quality recruiting.

The role of recruiting has changed significantly in recent years. Traditional methods no longer work as they used to. A new mindset is needed in recruiting, with more intensive cross-departmental collaboration with marketing, specialist departments and management and potential applicants being approached via all possible channels, (online) career fairs and also the professional/private network. Recruiting agencies are also a good way to expand your network. Nowadays, recruiters are not only sales talents for job offers, but also business savvy people who know their target group inside out, especially from a professional perspective, and know where to find them. Our recruiters act as consultants for your company.

HR-related topics are always associated with particularly high data protection requirements, which is why the outsourcing of personal processes is viewed with skepticism. At the same time, working with a recruiting agency offers various advantages that help companies to work more effectively and strengthen them in the long term.

The most important advantages include the following aspects:

Time savings and efficiency: A recruitment agency can take over sub-processes or the entire recruitment process and therefore also time-consuming tasks. This allows internal teams to concentrate on their core tasks. This approach speeds up the process and ensures a shorter time-to-hire.

Access to a larger talent pool: Agencies have access to a broad network of talent and use active sourcing to target passive candidates. With their reach and market knowledge, they can quickly identify suitable candidates - often faster and more effectively than internal teams. This extended access is particularly advantageous for hard-to-fill positions or specialized specialists.

Market expertise and advice: A recruiting agency has extensive industry and labor market knowledge, which is valuable for recruitment. It supports companies in defining the right candidate profiles and advises on current market trends, salary levels and the best methods of approach.

Quality and accuracy of fit: Recruiting agencies offer high quality candidate selection by using proven screening and testing methods. The pre-selection of applicants ensures that only the best and most suitable candidates are presented to the company. This increases the chance of a successful long-term appointment and minimizes the risk of unsuccessful appointments, which can be costly and time-consuming.

Flexibility and scalability: Companies can flexibly expand their recruitment capacities as required without having to build up additional internal resources. Whether temporary support or long-term staffing: a recruiting agency adapts its services to current needs. This flexibility is particularly advantageous when there is a high demand for personnel or seasonal fluctuations.

One option for effective recruiting is our Recruiting as a Service packages. This means that we take on individual tasks or entire recruiting processes and work transparently and at an attractive price to the extent required by you.

ARTS is a versatile recruiting agency that supports companies from a wide range of industries. Our roots are in the aerospace industry. For more than two decades, we have been supporting various clients in this industry - from corporations to start-ups - in overcoming their recruiting challenges. Today, we have steadily expanded our business and with many years of experience and a deep understanding of industry-specific requirements, ARTS is able to respond to the individual needs of companies from a wide range of sectors.
 

There is no one-size-fits-all answer to the question of the right partner for your individual issues. Nevertheless, there are some criteria that you should take into account when choosing a recruiting agency.

Industry experience and specialization

Make sure that the agency has experience in your industry and is familiar with the specific requirements of your positions.

Scope of services

Consider what services you need - from candidate search and screening to contract negotiation and onboarding. Choose an agency that can respond flexibly to your individual requirements and offer you exactly the support you need.

Processes and transparency

A good recruiting agency works in clearly structured processes and informs you regularly about progress. A transparent approach in which processes are adaptable and regularly monitored creates trust and security.

Experience and references

Check the experiences of other clients and read references to get an idea of the recruiting agency. Positive feedback and successfully completed projects can be a good indicator of the quality and professionalism of the agency.

Cost transparency

Find out about the price structure and make sure that all costs are transparent. A reliable recruitment agency will give you clear information about fees and services so that you can adjust your budget planning accordingly.

Yes, working with a recruitment agency can be particularly beneficial for smaller companies. Smaller companies often have limited resources and less capacity in the area of recruitment. A recruiting agency can provide targeted support here and take over the time-consuming search for qualified talent.

As recruitment, consisting of HR marketing, employer branding and recruiting, is undergoing major changes, new methods are also developing in this area:

Active sourcing allows you to proactively identify potential employees on the job market who are not actively looking for a job. With this method, you approach passive applicants directly and try to maintain personal contact until they have been recruited. Your own talent pool can help here, as can social or career networks such as Xing, Facebook, LinkedIn, Indeed, Stepstone and many more.

Building on this, you will find terms such as social recruiting or social media recruiting. These describe the combination of active sourcing and other communication channels in social media. These include contact points through target group-specific ad management or the free distribution of content and job offers with a company profile in social networks or the display of paid advertisements in social media, so-called programmatic ads.

Strategic recruiting refers to a long-term and planned approach to attracting and selecting talent that is closely linked to a company's business objectives and corporate strategy. More specifically, strategic recruiting is the groundwork for the actual recruiting strategy. It focuses on building a qualified, committed and diverse team that contributes to the achievement of organizational goals.

There is no universal solution for a successful recruiting concept, as this is based on the individual requirements of the company. 

A recruiting concept should always include an analysis of current and future personnel requirements. As part of this analysis, open positions, the requirements for the candidates and the time frame in which the positions must be filled are identified. A good recruiting concept also includes the individual recruiting measures that are best suited to address and reach the target groups. These include the placement of job advertisements, the use of online job boards, social media recruiting, career fairs, employee referral programs and other suitable channels. These measures also require specific budget planning.

Another point that should be considered when creating a recruiting concept is the application and selection process. A clear definition of the steps that candidates have to go through and assessment tools ensure that the process is efficient, fair and transparent. In order to establish a recruiting concept in the company on a long-term and sustainable basis, it should be set out in writing and be accessible to all employees involved. Training and instructions for employees involved in the recruiting process also help to ensure that the concept is implemented correctly.

It is important that the recruiting concept is continuously reviewed, updated and adapted to the changing needs and circumstances of the company.

Ultimately, it depends on your challenge and your time horizon. If one or more positions need to be filled quickly, we are able to fill positions quickly and easily by means of recruitment process outsourcing or interim management, for example.

However, when it comes to the long-term design of your HR processes, we work with you to analyze your actual challenges as part of our HR consulting services. We develop recommendations for action in areas such as personnel marketing, employer branding and personnel development.