Through reference checks.
Through a work-commencement guarantee.

In the case of candidates—and where requested—our company conducts a reference check. This means our colleagues contact the supervisors or decision-makers at the candidate's previous workplaces regarding the mediated employee, naturally with the candidate's prior consent. Based on our experience, reference checks are sufficiently effective and credible to efficiently support the Client's decision during the handover process.

Work-commencement guarantee:

In this case, we require the applicant to make a written declaration confirming their serious intent to start work. This takes into account that failure to comply will result in consequences equivalent to the recruitment fee paid by the Client.

Four types..
Yes, it does.

Work-commencement guarantee::

In this case, we require the applicant to make a written declaration confirming their serious intent to start work, noting that failure to comply will result in consequences equivalent to the recruitment fee.

Replacement guarantee::

Under this guarantee, we replace a lost employee free of charge twice within 1 year, or once within 2 years. (The Client decides whether to choose the shorter or longer-term guarantee.)
The term "lost" includes the termination of employment by either the Employer or the Employee.

Trial guarantee:

In addition to the classic interview, this framework allows our Client up to 15 days of joint work to test the selected employee. Following this, the Client decides whether to contract them to their company or request a new candidate from us.

Money-back guarantee:

Should our company fail to present candidates who meet the described criteria, we provide a money-back guarantee.

The mandate issued to our company remains callable at a later date.

Our company undertakes approximately 300 mandates from our Clients annually.
Within this, it occurs quite rarely—about 1 or 2 times—that our Client finds their employee from their own sources in the meantime. In such a case, our company provides the Client the opportunity to call upon the ordered worker(s) at a later date, within 6 months of signing the contract with us.

Ethics and cost-effectiveness.

Our company does not make offers to previously delivered employees in order to fulfill new mandates. One reason for this is that if we were to do so, our Clients could request a replacement under the guarantee, which we would then have to provide free of charge.
This would result in double the work and double the cost for our company, instead of single the work and single the cost.
The other reason, and perhaps the primary one: it would be unethical.

Unfortunately, the job seeker market has narrowed significantly over the past 18 years. It requires much more work, time, and financial investment to acquire a good employee. However, even this is no basis for poaching mediated employees from one place to another.

Yes, in part.

Our company works with a single mandate fee, which our Clients can pay in two installments.
50% of the mandate fee is due within 8 days of signing the mandate, and the remaining 50% is due upon the Handover of the employees, i.e., after the successful mediation.

Of course. You can find our video references here: https://munkaerotoborzo.hu/munkaadoknak/referenciak

In two installments.

Our company works with a single mandate fee, which our Clients can pay in two installments. 50% of the mandate fee is paid within 8 days of signing the mandate. The remaining 50% is paid upon the Handover of the employees, i.e., in case of successful mediation. In the event of full payment in one lump sum, our company provides a discount.

Because it is a single advertisement..
Our company, however, is not a job portal or an advertising platform.

Our company is a professional recruitment and headhunting firm.

About job advertising in brief:

An advertisement is merely a single advertising space where the job portal undertakes to publish your listing.
Whether it will be viewed by enough people to result in 2-3 hired employees at the very end of the process is highly questionable.
Whether your specific target group will see it is also highly questionable.

The price of a single job advertisement promising an "optimal solution" is currently (as of 02/2024) between approximately gross HUF 203,000 and gross HUF 304,000 on well-known job portals.

Even if a company sacrifices this much for a single advertisement, there is still the risk of whether there will be enough potential employees to interview, to choose from, and to hire—and what happens if they drop out, who will replace them, and ultimately at what cost.

About recruitment in brief:

Our company does not provide our Clients with a single job advertisement; instead, we manage the entire process from the assembly of candidates to their Handover and our guarantee commitments.
The interviews, selection, full pre-screening, and any necessary guarantees are all handled by our company, all within the framework of a single mandate fee.

Any company that is serious about hiring and is tired of ineffective advertisements—which are quite expensive relative to their results—will commission a professional firm or a professional headhunter for their labor needs. Unfortunately, today this is no longer a matter of luxury or prestige. It is a matter of necessity, where companies are forced to find substantive, long-term employees and seek out a suitable professional firm to do so.

In our experience (we began recruitment in 2005), advertisements were effective until about 2016: many high-quality candidates applied to our job offers.
Then, around 2016, a significant narrowing of supply began, and the better employees no longer spent their time applying to job advertisements but were instead busy working. In other words, those who are substantive candidates were working then and are working now. They must be reached there—at work. This requires a headhunter who maps out these employees and approaches them directly.
One can wait and hope that a substantive candidate might apply to a job advertisement.
If a company is lucky, they might even get an applicant from it.
However, building a company, an operation, a system, and a workforce based on luck is quite risky.

Potentially.

It occasionally happens that our Clients specify concrete companies from which they would like to see targeted labor. Fundamentally, there is no obstacle to this, provided the specified company is not our Client, and we are aware of the search criteria: expectations, benefits, and tasks. However, in these types of searches, it is typically necessary to offer a better salary/package than what the targeted employee is currently working with.

Because this is how we make our living. This is our daily work.
\n
\n It is certain that, compared to the clients who come to us, our team has been engaged in recruitment the longest: for 18 years.
\n
\n It is also certain that, compared to the clients who come to us, our company carries out the highest number of recruitment assignments each year, around 300 mandates involving approximately 600-900 employees.
\n
\n Our company lives from this; this is how we maintain our team.
\n It is in our fundamental interest to work well and to use tools and channels that deliver results for our clients.

No.

Our company deals exclusively with recruitment.

On the difference between recruitment and labor leasing:

In recruitment, our Clients conclude the contracts with the employees.
In labor leasing, we would conclude the contracts with the employees on behalf of our Clients.
However, our company does not deal with this, primarily because our Clients have always sought and continue to seek employees for their own payroll.

This is understandable, as much more loyal colleagues can be found for our Clients this way.

Our company does not require exclusivity.

Narrowing.

Based on our 18 years of experience, it can clearly be said that there is a narrowing job market and changed employee trends.

Narrowing job market:

Channels have become of primary importance.

The application of tools and methods through which labor can be obtained.
If the right tool is in place—for example, with the help of a headhunting firm—then it is possible to screen, select, and employ from the staff they have assembled.
Today, the channel/tool through which we reach the employee has become primary. Having this is the very first step. However, this channel/tool is constantly changing.

While advertisements were effective until a few years ago, followed by social portals, today direct headhunting is much more effective. This is clearly visible in our work.


Changed employee trends:

Employees today have become much more conscious, or let's say, choosier regarding job opportunities.
They examine much more closely what kind of company is looking for labor, what can be known about the given company, and what its reputation is.
It has become less important for a company to be large; mid-sized or small sizes have become more important instead.
Places where there is a direct relationship with the employer, the atmosphere is more familial, and the team is friendlier.

It has also become important for employees what their interview experience is like—that is, how they feel during the interview conducted with their future Employer.
If the Employer interviews according to old habits, positioning themselves significantly and pointedly above the Employee, there is a high chance that the employee will not start working at that company.
Being "treated as a human being," being spoken to correctly and with respect during the interview, or not being kept waiting, matters a lot to employees today.
These small details all contribute to increasing or decreasing the interview experience, and thus ultimately to whether the employee starts working for the employer.

Regarding supply trends: it is already visible that Employers have begun to lower their expectations and,
where possible, no longer require a degree or specialized qualification. They only require the employee's willingness to learn the given profession, field, or task. This tendency will continue in the future and, with a bit of exaggeration, for those job opportunities that are not life-dependent (doctor, pilot, etc.), the expectation will virtually be whether they want to learn the duties associated with the job. Simply applying for the job will be enough for the person to get the opportunity. Our company indicated as early as 2017 on the RTL Reggeli program that this would be the trend. And today, this is clearly the case. Some job opportunities can be obtained merely by applying.