If you manage or own a small business, staffing agencies can be an excellent way of improving the standard of your recruitment process.
With a healthy professional relationship, you can recruit better staff and enhance your company’s efficiency. To achieve that objective though, you will need to ensure that you and the agency are clear about what is required. Getting help from pre-employment screening professionals will ensure safety of your business and your recruitment choices.
Understand Your Options for Recruitment
If you are new to using business staffing agencies, make sure you discuss all your recruitment options carefully. You might not realize what services are on offer that can help your company. Ask lots of questions to increase your confidence in your recruitment decisions.
Mention the Culture of Your Business
As a recruitment firm, one of our primary aims is to identify a good match between staff and their potential employers. Although a worker may have the right qualifications, he probably will not stay long in his role if his habits or personality do not fit in with your business culture. If an agency inquires about your culture, spend some time detailing what kind of person thrives in your company.
Allocate an Agency to Each Position
Lots of businesses opt to use several recruitment agencies, however take care not to tread on anyone’s toes when filling each position. This might damage the relationship you have with a recruitment firm, if they recommend a worker for a role that another agency has already filled. It is bewildering to job seekers as well. This damages your ’employer brand’, or how job candidates see your business. You might even scare away some good candidates.
Make Sure the Decision Maker is Accessible
To get the best recruitment results, allow your recruitment agency to directly access whoever it is that makes the recruitment decisions. If you don’t do this, and use someone lower down the corporate chain, the agency might overlook some important details about what you require. Receiving feedback from the person who makes the decisions informs the agency about which candidates are likely to be most suitable.
Have Realistic job Market Expectations
Speak to the agency about the job market and listen to their ideas. This way, you can gauge what types of candidates you are likely to attract for your budget. If required, also discuss ways you can amend expectations for the job. For instance, if you need a certain set of skills, you might choose to include some on site training, rather than waiting for someone fully qualified to come along.