Choosing the right staffing company to deal with can be time-consuming, and you don't want to waste time or money working with an agency that does not match your staffing needs or expectations.
Before employing a staffing firm to begin a search, ensure that you are clear on your recruiting requirements. Will you require someone to work on a short-term contract, contract-to-hire, or on a direct-hire basis? What is your financial situation? Hiring someone directly on a full-time basis through an agency typically results in a lump sum set percentage charge based on the first year's wage. Many employers are unaware of the advantages of a contract-to-hire arrangement in which you pay as you go and have the option to terminate the contract at any time if something isn't working out.
When looking for a staffing firm, look for one that has a thorough understanding of your sector and expertise, as well as a systematic approach to engaging top candidates. An accounting staffing firm will not have access to the most excellent engineering personnel. An engineering staffing firm will not have an extensive database of the best accountants on the job market.
While expenses are crucial in every business, selecting an agency solely based on price can be a costly mistake that can cost you more in the long run. Be aware of anyone in the staffing market who offers conditions that appear too good to be accurate and are well outside the norm, as there is a good chance they are cutting corners while looking for temporary personnel, which could result in you receiving undesirable candidates who have not been thoroughly screened. If you use a temp staffing agency for temp/contract or contract-to-hire services, obtain a copy of their "certificate of insurance," often known as the COI. Also, be wary of temp-to-perm arrangements that charge additional costs after the contract expires. If you're hiring on a contract-to-hire basis, look for an agency that doesn't charge a conversion fee once the contract period is over.
What is the staffing firm's procedure for locating, engaging, and attracting candidates for your openings? What recruiting methods and resources are available to them? How long have they been networking and developing their candidate talent pool? What kinds of jobs have they been working on recently? How long have they been in business?
Recruiting is more than simply posting a job opening on a job board and sorting through the applicants who apply. Job boards are only one tool in a recruiter's arsenal; the best recruiters are also on networking sites, attending business events, engaging in user groups, obtaining recommendations, and having access to applicants who never apply to job boards. Top staffing firms spend years building their internal applicant database to assist businesses in identifying talent swiftly and efficiently. They know where to look for and engage the most incredible people, whether it's through the latest AI recruiting software or through social media.
Can you rely on the resumes you're receiving? Does the staffing partner properly screen the individual, including reviewing references from the last2-3 managers, verifying dates of employment, rehire eligibility, skill set, workplace attitude, interpersonal skills, business culture, and overall knowledge of the position? You may want to ask these questions to prevent staffing firms from conducting little or no screening by simply pointing and clicking "send resume." Instead, work with an agency that appreciates the service they provide and the individuals they present to you.
This is an excellent question to ask to get a sense of when you expect to see candidates in your email. Be aware that most of the time, it will rely on the sort of job vacancy; for example, if you're looking for an IT help desk associate, it will most likely take less time to find than a high-level software engineer. Establishing a timetable to ensure that you receive a candidate within the time limit you want is critical. It could take a few hours, days, or even weeks, depending on the position.
You should ideally collaborate with a staffing firm that will give you a single point of contact from start to finish. Working with a full-service professional recruiter is usually the ideal option because they communicate with you and engage and attract applicants on your behalf, ensuring that nothing is lost in translation.
The staffing firm functions as an extension of your human resources department. By offering your opportunity to prospective individuals, the agency is representing you. Both parties must share similar beliefs to ensure successful candidate placement.
Find an agency that looks out for your long-term interests, both when providing short-term contract staff and while working on permanent roles. People you hire as temporary can often turn out to be excellent long-term workers. Working with a too large agency puts you in danger of being missed when you need talent quickly. While reputable staffing agencies come in different sizes, you want to choose one that will offer you the attention you need. Finally, pick a fantastic staffing agency that will work hard to give you the most outstanding applicants available with the long-term goal of creating a mutually beneficial partnership.
The benefits and drawbacks of employing a staffing agency must be balanced against the scenario you are in. Staffing services may be appropriate for your organization if you require a quick hire or to cover a temporary position. Staffing firms are more expensive, but they provide access to a more extensive and more diverse pool of talent. If you need to fill a specialist or vital corporate position, the extra expense for excellent personnel may be worth it.