The history of outstaffing as an activity

Like most business innovations, outstaffing came to us from the USA. In the years 60-70, outstaffing service was provided by individual freelance entrepreneurs. But soon separate outstaffing companies began to appear, which the local government took as an attempt to deviate from taxes. But, in fact, this business is aimed at something completely different – cost and process optimization, therefore, in the 90s, outstaffing began to be defined as one of the types of services of recruiting agencies.

But there is another theory that this type of service came to us from Japan, where only a third of all employees work officially. The rest are outside the state, but they retain all the required benefits, insurance and payments.

Between 1998 and 2000, the American Small Business Administration increased the number of laws governing employment by 60%, with the main focus on protecting workers’ rights. All these actions have significantly complicated the work with staff for entrepreneurs, because the demand for outstaffing has grown by 25% and continues to grow every year. Thus, the owners of the companies remove the burden from the hr-department and close a lot of issues related to benefits and insurance, by the wrong hands.

Today, outstaffing companies operate in America that define their type of activity as a Professional Employer Organization. In total there are about 700 in 50 states. Total revenue is approximately $ 40 million.

In the post-CIS space, outstaffing is ordered to remove unskilled and seasonal personnel from the state. However, for the IT sector, this service is determined by a slightly different functionality, although it reserves the accepted standards in the legal field.

The Recruit Alliance company has extensive experience in removing staff from the state in Ukraine. If you have any questions regarding the process and its legality, we will be happy to advise you in a format convenient for you: at a personal meeting in Kiev, online or by phone.


As invaluable as executive search firms are for companies, they can also make a tremendous difference in the careers of professionals who are in the market for a new job. Tapping into a recruiter’s help calls for forethought as well as networking skills — считает manager of executive search consultants & recruitment американской компании BridgeStreet Partners.

(c) 10 Tips for Networking with an Executive Recruiter

Executive Search is a direct search for highly specialized personnel, for example, top managers or representatives of unique professions, as a rule, without posting vacancies. A representative of an executive search agency does not directly hunt one specialist upon request from a client. First, he compiles a list of competing companies (or receives it from the client), approves the sample with the client, receives as much information as possible about the desired ones, and only then begins to communicate with them.

So, who could be the focus of executive search for a recruiter?

  • Successfully heading up the career ladder or director of a department. A person who has grown to TOP positions on his own will be interesting to competitors
  • A specialist with a cool portfolio that changed the history of the company. He or she could raise profits, successfully rebrand and increase recognition – the main thing is to be heard
  • Human-brand, known in the circles of colleagues
  • Maintaining the company’s income and / or reputation at a decent level. They do not always look for a “star”, it happens that you need someone who can hold the position of the enterprise in the rating of Ukraine or Kiev.
  • Graduate of a prestigious educational institution, course or MBA. The case when the client is most often a family-owned or maximally fundamental company that prefers to grow personnel on its own.

After determining the pool of candidates, the most interesting thing for the recruiter begins – he tries to sell the candidate the job of his dreams. In the first round, he tries by hook or by crook to find the direct contact of the right person (sometimes for this you have to call directly to the company where the candidate works and introduce himself as another person).

The second is to persuade him to consider the proposal, because in 9 out of 10 cases the “victim” of executive search has been working happily in one place for many years and does not see the need to look for something new. Well, or the boss is standing nearby, in which such conversations are not appropriate.

And only after that, perhaps, the first meeting will take place, where the candidate will tell for the sake of what conditions he can think about a job change. Next up is the right tripartite communications.

I must say that executive search is a very interesting and difficult task, because we are talking about “luring” and a dialogue not with one, but with several applicants at once. Therefore, it is important in the process of “negotiations” not only to complete the task, but also to maintain the anonymity, reputation and attractiveness of the client-company brand.


Theoretically, an IT recruiting agency can sell search services for any specialists. But a company engaged in general recruiting is not a fact that it will be able to recruit staff. The thing is in the theoretical base of the recruiters themselves.

We will not underestimate the amount of knowledge and the number of skills that successful recruiters should possess. But recruiting IT personnel requires the same skills plus additional experience and understanding of the specifics of the field. Namely:

  • Know the hardware: how profiles, programming languages, testing methods, ux / ui and so on differ. It is not necessary to be able to write code or evaluate its quality on Github – this is already the stage of a technical interview, but it is strange if there are no technically savvy specialists in the IT recruiting agency.
  • Begin your journey in recruiting it staff by exploring the possibilities of LinkedIn, special “search” applications for Chrome, thematic communities on Telegram and, of course, studying popular IT publications.
  • Check the relevance of the database: specialists change stacks, switch to new technologies and are very upset when they send inappropriate requests. On the Internet you can find an infinite number of unsuccessful examples of attempts to establish a dialogue.
  • Be able to sell, because in IT the number of vacancies for Middle + significantly exceeds the number of developers / QA / etc. This does not mean to possess secret sales tactics, but it’s good to understand which particular “buns” or conditions will become decisive for a particular candidate.
  • Once again be able to sell, but already um the company itself or the candidate: to argue the prices for the selection, to recommend the size of the salary, to explain the reasons for the job changes or other paragraphs of the resume.
  • Deal with soft skills. There is an opinion that hr in food companies now place the maximum emphasis on personal qualities, because team comfort comes first.
  • Know English in order to be able to make requests in English, check applicants and communicate with representatives of foreign companies. Plus, to understand slang, humor and current news, most of which are written in a foreign language.
  • Ideally – to be in a “party”. Fill your pages on social networks, be open to communication, attend thematic events – work on a personal brand. There are many IT recruiting agencies, but not more than 10 are heard.

In most cases, IT recruiting begins with general recruiting, especially if the recruiter works on freelance and takes different projects to work. Although sometimes the selection goes from technical professions. The main thing is to love and be able to communicate productively with people, then work in any direction will be of high quality and well-paid.


Ukraine is a country that is just beginning to live in a system of gender equality. Many vacancies still contain suggestions regarding the gender of candidates. Even in a recruiting agency or in HR, there are more girls and only in conditionally more difficult directions are there guys. Or vice versa, in areas where male specialists predominate, they will be hunted by female recruiters. In a word, intentionally or accidentally, but in the post-CIS space, gender roles still exist.

But what about women in leadership positions?

A recent study by the University of Utah showed that women are most often appointed as department managers or department directors in companies that are particularly complex time. For example, at the time of a financial crisis or merger. Data based on a 15 year study of Fortune 500 businesses.

Why is that? According to our observations, men who focus on their careers are more likely to take risks. They are less likely to take on controversial projects, while many girls see in them continuous opportunities. Especially when it comes to “hard-to-climb” areas and work outside the marketing / HR / accounting department. Catch the well-known example of such a situation – the story of Margaret Thatcher.

Leaders are considered more empathetic, which helps the team easier to survive difficult times. On the other hand, women pay more attention to indirect tasks: caring for the environment or charity, which can be an important factor in choosing a job for generation Z.

Another reason is gender balance when entering international markets. If the company plans to work b2b with the United States, then for sure future partners or customers will be more disposed to a team led by a woman. Of course, this does not mean that the product has no future with a male director, but a purely masculine team may raise questions.

In other words, if you have problems or are in doubt, call a woman. However, one cannot but rejoice at the observation that Ukrainian companies are increasingly hiring employees based on their competencies, rather than gender.

Why companies hire the wrong people

The research company Leadership IQ found that 46% of employed professionals begin to regret their choice of job in the next 18 months. After that, their motivation level drops, labor results tend to zero and the next change of company occurs. There are always a lot of such “jumpers” replacing employers every 2 years on the market. One of the main reasons why this happens is that the recruiter poorly studied the person’s profile and could not or did not want to determine his real needs. He thought that he saved time for the client by recommending hiring an almost suitable person, but it turned out that the customer was in the red both in time and in money.

The reasons for this puncture can be different. But most often they start with the same phrase: “Hello, a recruiting agency? For yesterday I need a sales manager / marketer / director … Let the candidate be not perfect, but soon. ” No selection specialist will undertake a project with tight deadlines with a guaranteed result. Because, if he agrees, then most likely the client expects a fraud: understatement to the candidate or an embellished portrait of the applicant to the employer.

According to a CareerBuilder survey conducted in 2017, companies lose about $ 14,900 annually on bad hiring. This figure consists of repeated publication of applications, missed projects, payment of compensation, etc. An HR manager can hire a candidate based on his personal feelings – he / she knows the company better from the inside, understands what type of people get along in the department where there is a vacancy, and who will be comfortable with the project manager. But an external recruiter cannot take that risk even in the 5th year of cooperation – a specialist should not be tested for more than one interview.

What other risks exist when choosing the wrong candidate:

  • Loss of profit
  • The loss of team spirit within the team
  • Dismissal of key employees
  • Reputational risks, especially if the candidate works in the communications department

Only a careful study of the information field around the candidate will protect against all these failures – this is feedback from previous places of work, monitoring of social activity, verification of the veracity of KPI indicators and others.

Honesty is the best policy when looking for employees. Expecting sincerity from the candidate, be honest in reply: speak directly about the nuances of his or her functionality at the future place of work. In this case, it is possible that your applicant will be included in those 19% of the lucky ones who have been working in the same company for more than 3 years and do not plan to leave it.


Meetings with the future employer are the same negotiations that many job seekers are so afraid of. And the point is not that a person does not believe in his knowledge or only insidious recruiters have met him. In fact, in a state of stress, many (not only candidates, but also representatives of a recruiting agency) experienced failed interviews. We identified 5 most vulnerable types, which should better control themselves during negotiations.

  • Beginners. Everything is clear here – a lack of experience that can only be filled in practice. You will be helped by peer reviews, video training sessions from Youtube, or if you plan to work in the IT sector, you can check out anonymous and practice free interviews with cool software engineers from well-known companies.
  • Too friendly. Yes, it will sound strange, but sometimes open-minded and friendly people come across unemotional interviewers, which is very confusing and distracting. After that, the person closes and negotiations can be considered a failure. Although in fact the interlocutor could simply behave formally, thereby not showing the expected cordiality. In this case, it is important to learn 2 truths: “kindness is not a negotiation skill” and for “interviews, only facts matter”
  • Ready for defeat. All those who perceive failure not as a new experience and opportunity for growth, but as a loss and a collapse of hope. As a rule, such job seekers themselves do not believe in themselves and lose confidence with each uncomfortable question. In this case, thorough preparation of your fears will be a good preparation.
  • People who like to go out of their comfort zone. For example, this is a job seeker who is in a hurry and begins to get angry due to the slowness of the recruiter. He becomes unrestrained, may say something inappropriate or correct. Such negotiators are not only under stress, but others are also made nervous. Interviews with such candidates are initially doomed to failure.
  • Ready to do everything for victory. An experienced interviewer understands that such a job seeker is very interested in a job, so he will make any concessions. Or vice versa, the recruiting agency “promised” to the client exactly this candidate, therefore he makes unrealizable promises.

The only advice that always works is to be “here and now”, listen carefully and try to restrain emotions. Negotiations are not always conflicting. Moreover, they can become a truly interesting experience and open up new aspects in a person’s personality.


LinkedIn is not just a social network, but a real storehouse of knowledge and analytics. If only because they offer users not to limit their characteristics to the scope. The platform provides 50,000+ professional characteristics (hard skills), of which the person himself determines the actual ones for him.

Based on its research, LinkedIn came up with the following rule: personal characteristics (soft skills) are more important for a successful career than hard skills. They will never lose relevance and they will not be replaced by artificial intelligence. Any recruiting agency will confirm that in 8 cases out of 10, the founder of the company from the pool of worthy candidates will choose the manager who will be pleasant and understandable to him as a person.

Top 5 LinkedIn 2019 soft skills:

  • Creativity. In order not to sink in the information noise, you need to be different and be able to look at ordinary things in a new way. Now this is true not only for marketers, but also for other professions.
  • Persuasiveness. A good negotiator is worth its weight in gold.
  • Flexibility: easily integrating into the team, quickly changing and open to innovations.
  • Team player. People-orchestras are no longer popular, now each employee is doing his own thing. What are especially glad for both recruiters and applicants themselves 🙂
  • Self-organization and friendship with time. The world of employment is changing. Often, experts themselves determine the shortlist of tasks, build a schedule and close it, without reference to the office.

With hard skills, things are a little more complicated. They belong to different professions, but if you try to combine them by similarity, then students of the last courses should already know more about today:

  • Cloud technology, especially for future engineers
  • Artificial intelligence training, in particular speech recognition
  • Database for analytics
  • UX Design for all possible user services
  • Sales – will be relevant, perhaps always
  • Multilingualism to bring products to new markets
  • Audio and video production, graphics, animation and other visual cards of various formats
  • Communications, marketing (not general, but in certain areas) and work with feedback

More info here.

10 words clinging to employers for job interviews

Svetlana Ivanova spoke about socially approved answers. Psychologist and career coach Holly Crawford went further and identified 10 marker words that make the recruiter and HR manager more susceptible to interviewing. From their use you can “hide” the real competence and level of knowledge. Or confirm your real skills and get a dream job.

What are these words?

  1. Combining pronouns: we, ours, etc.

And now the candidate thinks that the entire recruiting agency will consider him an inseparable puzzle of a large team. But no.

2. Convenient features

Always available for customers, multi-tasking, flexible in negotiations, result oriented

3. Defining Leadership

An unsuccessful case also deserves to be heard if, in the process, the applicant has figured out how to overcome the difficult situation as a winner. Or at least take a chance and take responsibility.

4. Showing that the warrior is ready for battle

Nothing confirms professionalism as the ability to give practical advice to the top manager of the company at the first interview. Much better, if at the second meeting the candidate can voice his plan of action for the near future.

5. Confirming independence and responsibility

Mandatory parameters for the management staff, but also highly desirable for the average employee. Being proactive and effective are the best soft skills in many positions.

6. Clear figures, volumes, coverage

“At the last place of work, I carried out the established sales plan by 200% and myself raised 3 managers, one of whom later headed the competing department” – this phrase not only boasts, but also real facts. That’s what the arguments from the candidate should sound.

7. Performance criteria

A future employee who already during the first conversation wants to understand what is expected of him will at least be remembered. The father of advertising, Mr. Ogilvy, said that the consumer remembers the advertisement that he himself invented. It works the same with employers.

8. Flattery and indifference

A great scenario: get ahead of the HR manager’s questions and tell yourself what exactly you liked about the company and / or the vacancy. For a better argument, you should read publications, social networks and see advertising of the future employer.

9. Using storytelling

Until recently, it was the main tool of the marketer. Now it serves the benefit of “selling themselves” job seekers. And you can talk about anything, the main thing is that the story resonates with the company or person at the interview. Of the most popular topics: how I got into a difficult situation at work, but found a way out of it.

10. Words of thanks

Politeness is a necessary minimum. Of course, the TOP specialist can afford more, but they are not found as often as we would like. Most applicants still want to advise them not to take risks and try to follow the rules of etiquette.

Clear signs that your employee has outgrown his position

Employee enthusiasm may run low. It is very difficult to be optimistic in the work everyday. A person can get tired, burn out, get carried away with a new hobby and concentrate on him the maximum of his attention. But sometimes passivity is a signal that in the place of an employee you will soon have to look for a new person.

The signal for the selection of frames may be the following “bells” in the behavior of personnel. By the way, sometimes this is a signal that he simply outgrew his tasks and it is time to open new levels of access / functionality / to set more ambitious tasks.

The American recruiting company OfficeTeam conducted a study in which each of the interviewed office workers admitted that they were bored at the workplace for about 10 hours a week. All that is more is a signal of a possible soon “flight away” if nothing changes. And you can diagnose boredom only by individual parameters, a drop in efficiency and other personal indicators – here, unfortunately, there are no universal indicators.

Another indicator is that the employee has ceased to undertake complex goals, striving to learn something new. The only way to be a good specialist is to constantly grow and improve your skills by overcoming difficulties. Any call of a person who is tired of work, passively responds to any new load, tries to avoid even the most interesting tasks. It is becoming more aggressive and withdrawn, especially in corporate correspondence.

Solving such situations is worth it in stages. The first is to try to discuss the current situation and invite the subordinate to go on vacation. Perhaps he just accumulated fatigue. If this does not work, you will have to make a decision: either offer career growth, or layoff. Do not try to keep an employee who wants to leave without offering him anything in return. He may agree, but the efficiency will soon fall anyway.

If you are faced with the need to find a new person to replace the one who left, but cannot clearly state what kind of position will be discussed, contact the Recruit Alliance and we will help you make the vacancy.
And then we will offer you a selection of the most suitable specialists during the week.