Recruitment agency for permanent roles in Malta

The agency is paid only if you hire a candidate it introduced, usually a fee calculated on the successful candidate's starting salary. It suits roles where there is a reasonable pool of candidates, and you can brief more than one agency, although the same candidate introduced twice can cause disputes about who earned the fee.

Retained search, typical for senior and hard-to-fill roles, is paid in instalments: part at the start, part at shortlist, the rest on appointment. You get exclusivity and a structured search, including approaching people who are not looking for a job, which is what headhunting means. Executive search firms work almost entirely this way.

Recruitment process outsourcing hands part or all of your hiring to a provider for a period, often with its staff working inside your business. It is priced by the month or per hire and makes sense for high or ongoing volumes rather than a single vacancy.

The Conduct Regulations no longer prescribe the content of an agency's agreement with a client, so the terms are commercial. Read them before you receive CVs, because many terms say that accepting an introduction means accepting the terms.

The rebate or replacement clause decides what happens if your new hire leaves or is dismissed within an agreed period: a partial refund on a sliding scale, or a free replacement search. There is no standard period or scale; it is whatever you agree, and it usually applies only if you paid the fee on time.

Watch the definition of an introduction and how long it lasts. Some terms charge a fee if you hire a candidate the agency sent months earlier, even for a different role, or if the candidate joins a group company.

• fee basis: percentage, flat fee or staged retainer, and what salary it is calculated on
• when the fee is due and what triggers it
• rebate or replacement period and scale
• how long an introduction remains valid, and ownership disputes
• exclusivity, if any, and for how long

Agencies work faster and fill roles better when they know what you actually need. Give the job title and a realistic description, the salary range and benefits, working pattern and location, whether hybrid or remote working is possible, the must-have skills and the nice-to-haves, the interview stages and who decides. Say how quickly you can give feedback; slow feedback is the most common reason good candidates drop out.

Be honest about difficulties. If the salary is below market or the commute is hard, the agency will find out from candidates anyway.

The GDPR applies to candidate data; in Malta the Information and Data Protection Commissioner (IDPC) is the supervisory authority. If a supplier processes personal data on your behalf, you need a data processing agreement.

Maltese companies are registered with the Malta Business Registry. Ask suppliers for their company and VAT numbers, and whether they work in English, Maltese or both.

Source: idpc.org.mt · eur-lex.europa.eu · mbr.mt

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