Guide to Starting a Recruitment Consultancy: Essential Steps and Tips

Hi friends, I am an MBA graduate willing to open a consultancy of my own. Can anyone help me with the procedures on how to start?

Regards,
Suju

If you need advice on whether you need to open a partnership, proprietorship, or a limited company, here's an interesting article: [The Right Sort Of Company | Opinions - IN - Yahoo! News](http://in.news.yahoo.com/blogs/opinions/sort-company-065011573.html)

However, if you are asking the question on how to go about it, here are a few steps:

1. Get clients - To get clients, you need to show reasons why they need to entrust their search process to you rather than an established recruiting firm. To do that, you need to present a unique proposition that your competitors do not have.

2. Get candidates - Once you get clients, you need to focus on candidates that you need to present to the client. You can rely on job sites, but you have to realize that many other recruiters would also have access to them. Are there passive candidates that you have access to that others don't?

Hope that helps.

Hi Suju,

I have just started an HR consultancy, so I can provide you with a lot of information on how to get it started. Gautam Ghosh's link at the top sums up the legal requirements for starting a recruitment consultancy. If you need any additional information on the operational or functional aspects of a consultancy, please feel free to get in touch with me.

Regards,
Anwar Sadat
Sisco Jobs LLP
hr at siscojobs dot com
9944661401

Hi everybody,

I have completed my MBA and have 8 months of experience in HR recruitment. Now, I have decided to start a home-based job. Please help me.

Setting up a qualified recruitment firm or consultancy is not a hard issue. The issue revolves around the level of social network you have with other businesses and employers - this is what sells. No one wants to take on such services with someone who is not fully embraced in the industry.

1. Identify qualified HR personnel who are key in the business operations for in-house roles such as interviewing and reporting.
2. Identify key shadow personnel temporarily who are specialists in unique businesses to be part of unique job interviews. When recruiting doctors, ensure a doctor is on the panel; when recruiting an engineer, make sure an engineer is on the panel, etc., to guide and ask technically applicable questions related to the task.
3. Develop a recruitment logo, which I can provide, and name.
4. Register the company.
5. Make a lot of sales visits to organizations to sell the business.

For any further information, please contact me at +2567180566188.

Thank you,
Antony Enyaru
Uganda