Recruitment: plan the search and compare costs
A recruitment agency searches for and screens candidates for a specific vacancy. Comparable quotes need more than a job title: duties, workload, location and employment arrangement must fit together. Establish what the agency will do and when its fee becomes payable.
Distinguish recruitment from temporary staffing
With direct recruitment, your business hires the selected person. The agency performs the agreed search and selection. With temporary staffing, the worker remains employed by the staffing agency while working in your business. A fixed-term contract with your company is therefore not automatically labour leasing.
Clarify the employment arrangement before the search method. Advertising, direct approaches and confidential searches may have different pricing. A later move from temporary work to direct employment also needs clear transfer terms.
| Arrangement | Check |
|---|---|
| Direct recruitment | Employment with your business, recruitment fee |
| Temporary staffing | Worker’s employer and assignment costs |
| Later transfer | Transfer fee and conditions |
Define a useful role profile
Describe the main duties and expected results. Separate essential qualifications from skills that can be learned in your business. A long wish list may unnecessarily narrow the search; specific tasks help the agency screen for relevant ability.
Specify vacancy count, workload per role, working languages and work arrangement. For different roles, explain the differences in one short brief. Avoid blanket requirements about age, origin or private circumstances that are unnecessary for the job.
Define the search and working relationship
Ask which channels will be used and what screening is included. Check that the agency understands the duties and sector rather than simply sending many CVs. Agree what information accompanies each proposed profile and who arranges interviews.
An exclusive search differs from engaging several agencies. Set rules for candidates already known to you, duplicate introductions and later hiring for another role. Agree feedback dates and decision owners so suitable candidates are not kept waiting unnecessarily.
Compare the fee basis, not just the percentage
Fees may be success-based, fixed or payable in agreed stages. A low percentage is not a complete comparison: check the salary basis, variable compensation, minimum fee and treatment of part-time or fixed-term contracts. Not every agency simply uses the actual part-time salary paid.
Get the fee trigger and due date in writing. Signing the employment contract is not the same as actually starting work. Check advertising, additional tests, travel and VAT separately. Compare total costs for the same mandate without treating another sector’s hourly rates or one agency’s terms as a uniform Swiss price.
| Cost item | Clarify in the quote |
|---|---|
| Fee | Calculation basis, minimum, workload |
| Search work | Stages, cancellation and extras |
| Payment | Trigger, due date and VAT |
| Replacement | Conditions and remaining costs |
Check quality and replacement terms
Screening does not replace your hiring decision. Assess job-related ability using the same criteria for all proposed candidates. A structured interview or proportionate work sample may be more useful than an assessment with no clear connection to the role.
A replacement guarantee is a contractual service, not a general promise. Ask about triggers, notification deadlines, exclusions and the difference between a new search and a refund. Check non-starts, changes to the role and cancellation of the search too.
Clarify licensing and vacancy notification
Regular paid employment placement requires a permit in Switzerland. Check the agency’s permit and scope; placement and labour leasing are different activities. Cross-border activity also requires a federal permit.
Not every vacancy has the same notification duties. Check the current occupational category and applicable exceptions before advertising publicly. If recruitment is delegated to an agency, it must fulfil the relevant notification duties. Record responsibility and confirmation in the mandate; this quote request does not notify a vacancy to the regional employment office.
Handle applicant data purposefully and securely
The first request should describe the role without names, CVs or confidential personnel files. For the later search, agree what data will be shared, who can access it and how long it is needed. Reference enquiries require the person’s prior consent.
A proposed profile should explain suitability for the duties. Do not routinely request private information or register extracts for every vacancy. Agree an appropriate protected transfer channel, access rights and handling of unsuccessful applications.
Frequently asked questions
How much does recruitment cost?
It depends on the mandate and fee basis. Compare the minimum, salary basis, extras and payment trigger rather than an isolated percentage.
Do I pay only after the person starts?
Not necessarily. The fee may arise on contract signing or in search stages. The agreed terms determine this.
Is a fixed-term job always temporary staffing?
No. Your company can employ someone directly on a fixed-term contract. In labour leasing, the agency is the employer.
Does part-time work automatically reduce the fee?
Not always. Check the minimum and whether the agency uses actual salary or a full-time equivalent basis.
Is a replacement guaranteed?
Only under the agreed terms. A new search does not automatically mean a refund of all costs.
What is needed for an initial quote request?
Role profile, vacancy count, workload, employment arrangement, location and start. Add planned salary if known; applicant dossiers are unnecessary.
