Employer-Staffing Agency Synergy is Central to Making Good Hiring Decisions
Most business owners/executives would likely admit that a poor hiring decision can have significant financial implications for their company. First, there would be the loss of time and money invested in the recruiting and hiring process, which will essentially need to be rededicated to find a more suitable candidate; second, there would be the matter of lost revenues and/or productivity during the extended period in which the position was either vacant or essentially performing below capacity/expectations.
To reduce the risk of a bad hire (i.e. succumbing to the pressure of just filling a position as soon as possible) and to presumably reduce the time invested by internal resources in the recruiting process, many of these same business owners/executives will choose to outsource their hiring needs to a professional staffing agency. In principle, this makes good business sense – contract the recruiting work to an external organization that can focus more intently on finding qualified candidates while allowing the in-house staff to focus more intently on their full-time and day-to-day responsibilities.
Of course, this concept holds true only if an employer makes a good hiring decision with respect to the recruitment agency they use. Therefore, despite the overarching purpose for contracting out their recruiting, companies must invest the time and effort, and by association any costs, to determine the optimal agency for their specific organization and their precise hiring needs – in essence this means identifying, researching, and screening the firm that will be identifying, researching, and screening any possible new employees.
By making such an investment upfront, employers will establish the foundation for a long and mutually-rewarding working relationship with a staffing agency that will consistently deliver the following:
- High-calibre candidates from which to make the final hiring decision
- An expedient process to reach the point of making that final decision
- A smooth hiring process from its outset to the onboarding of new staff
Factors to Consider When Selecting Your Recruitment Consultants
When a synergy exists between the employer and the staffing agency, it will increase the probability of making good hiring decisions whenever such external services are needed. So how, exactly, might employers proceed in their quest to select a recruitment agency? It may be beneficial to segment this process into two distinct sets of considerations:
- Compiling backgrounds on several staffing agencies
- Examining their methodology for candidate selection
Considerations with Respect to the Agencies
Although they may all advertise themselves as staffing agencies or recruitment agencies, their processes and areas of expertise may be very different. Investigate the following:
- Areas of Specialization
- Candidates most often placed – entry-level, experienced, generalist, specialist?
- Jobs for which most candidates are recruited – administration, technical, sales?
- Emphasis on/preference to fill full-time, part-time, temporary, or contract roles?
- Industry Familiarity
- General knowledge of the company’s industry? And specifically its local markets?
- Experience placing candidates in like roles within the industry? With competitors?
- Clients Lists
- Do they post or share this information willingly? Are client references available?
- Fee Structure
- Contingency or retainer? How does this conform to company’s policies/practices?
Essentially, employers should look for the best alignment between their staffing needs, their corporate culture, and what the recruitment agency can deliver for their specific industry/markets to expedite the hiring process and find the most suitable candidates.
Considerations with Respect to Candidate Selection
Not surprisingly, employers do not want to spend time/money on unqualified candidates. Therefore, the recruitment agency needs to do its homework upfront in order to focus on quality over quantity in terms of candidate recommendations. Examine the following:
- Candidate Pool
- Base of candidates on file for the related industry/skill requirements at any time?
- Anticipated number of candidates to be put forward for final interviews/selection?
- Screening Practices
- How are candidates pre-screened – by phone, in person, based on resumes only?
- Capabilities to conduct or coordinate pre-testing/skills assessments (if required)?
- Background checks done routinely – references, criminal records, certifications?
- Is there a guarantee period? What does it include? How long after the hire date?
- Will the agency serve as a facilitator for any cases of performance-related issues?
Hiring decisions should not be taken lightly, and especially when they pertain to choosing the agency that will be intimately involved in the eventual staffing/hiring decisions for an employer. The benefits of conducting a thorough assessment of local agencies will far outweigh the investment of time, money, and effort in such a process.
As a leading staffing agency in Toronto, Winters Technical Staffing has been successfully fulfilling the recruitment needs of a multitude of clients for more than 40 years. Winters Technical Staffing will readily and willingly provide answers to all of the above questions and more in an effort to assist any potential new clients who may be considering Winters Technical Staffing for their staffing services.
Contact Winters Today
Is your company looking for an experienced recruitment agency to support your staffing needs? Winters Technical Staffing offers access to a wide range of qualified candidates and can ensure a seamless and expedient hiring process. Call Winters Technical Staffing today at 1-877-495-7422 to discuss your hiring needs and timelines.