There are many recruitment agencies in Tashkent, and at the first meeting almost all of them promise the same thing: fast, high quality, guaranteed. The difference shows later – when a month on you have five random CVs and the position is still open. To avoid this, judge an agency not by its promises but by how it actually works.
The questions below will help you find out before you sign a contract.
First, define the task
Agencies are strong in different areas. Some specialise in mass recruitment for contact centres and retail, others in finding top managers and rare specialists, others in IT. Before the meeting, decide for yourself:
- how many people you need to hire and by when;
- the level of the role: frontline staff, specialists or managers;
- whether you need recruitment only, or also employment of staff (outstaffing) and help with HR processes.
The answer determines which agency will suit you and which questions to ask first.
10 questions to ask an agency
1. In which roles and industries have you filled the most vacancies?
Ask for specific examples similar to your task and for client references with names and company names. A general “we work with all industries” says nothing about results.
2. Who will handle my vacancy?
Find out whether you will have one recruiter in charge, what experience they have and how many vacancies they handle at once. A recruiter with thirty open roles is unlikely to give yours enough attention.
3. Where do you look for candidates?
If the answer is “we post the vacancy on job sites and wait for applications”, you are paying for something you could do yourself. A good agency combines several channels: its own candidate database, direct search, professional communities, Telegram channels and referrals. Executives and rare specialists require direct search, because such people rarely look for a job actively.
4. How do you assess candidates before sending them to me?
Ask who does the initial screening and how: phone pre-screening, competency-based interviews, language checks, test assignments. This decides whether you will spend time interviewing people who clearly do not fit.
5. How many candidates will I see, and when?
Agree on a shortlist: how many candidates the agency will present and by what date. An honest agency will give realistic timelines and explain what they depend on – the market, the requirements and the conditions you offer.
6. What is the guarantee if the hire does not work out?
Find out whether there is a free replacement, how long it is valid and under what conditions. No guarantee at all is a warning sign.
7. How does payment work?
Clarify what exactly you are paying for: the search, the employee's start or the result after probation – and what happens to the prepayment if no suitable candidates are found. All terms should be written into the contract.
8. How do you ensure confidentiality?
This matters most when you are replacing a current employee or opening a new business line. Ask how the agency presents the role to candidates without revealing your company too early, and whether it is ready to sign an NDA.
9. What will you tell candidates about our company?
The agency is your face on the labour market. If a recruiter overstates the conditions, the candidate will be disappointed at the interview or leave in the first month. A good agency agrees with you in advance on how to present the role.
10. What feedback and reporting do you provide?
Besides CVs, it helps to get market insight: how many candidates were considered, why they decline, how well your salary matches specialists' expectations. This helps you adjust the vacancy if the search drags on.
Red flags
- They promise to fill any vacancy in a couple of days without asking about your company and requirements.
- They send dozens of CVs without screening or comments.
- There is no contract or replacement guarantee.
- They demand full prepayment without any commitments.
- They cannot name a single client or a similar project.
How to prepare for the first meeting
The more precisely you describe the task, the faster the agency will find the right person. Prepare:
- the duties and key results you expect from the employee;
- must-have requirements and nice-to-haves;
- the salary range and working conditions;
- the interview stages and who makes the hiring decision;
- the desired start date.
How we work
Human and Capital is a recruitment agency in Tashkent. We hire specialists and managers, fill mass positions and employ staff under the outstaffing model. Every recruitment project comes with guarantees: one free replacement within the agreed period, a free trial day for the candidate and a refund of the prepayment if we do not present at least three suitable candidates within the agreed timeframe.
Learn more on our recruitment page.
