JobScience

Specific industries require customizable staffing software

Sabine Gillert Education, Healthcare, Staffing, Tips & Tricks

Every industry is different, so staffing professionals shouldn't settle for standard CRM solutions. First, general business software solutions are often designed for traditional companies selling products online or in stores. Secondly, superfluous information system features slow down daily operations and lead to mistakes.

Staffing software should provide functionality created to help agencies communicate with candidates, evaluate talent and place people in the proper positions. As organizations research possible options, they need to find systems they can customize to work with their particular needs. Whether a staffing agency looks for healthcare, construction or education candidates, the position requirements, resumes and skill assessments are going to be unique.

Challenges and opportunities in the market
While there are events that cause for widespread recessions, it's not uncommon for particular industries to go through skills shortages. Building Design and Construction magazine reported a lack of talent in the 2016 market caused businesses to increase the wages of open positions to attract qualified candidates. During these periods, companies turn to staffing agencies for a dependable source of consistent talent.

A skill shortage in the construction industry forces employers to turn to new solutions. A skills shortage in the construction industry forced employers to turn to new solutions.

Both companies and agencies must recognize the reasons for skills shortages and where solutions exist. The Educator detailed a program designed to prepare students for future careers in highly technical industries. Partnering with these organizations – or at least observing their results – helps agencies recognize the demographics of future candidates and what they seek in employment.

All of this information must be visible in a staffing software system. Companies need solutions to store datasets about best practices that are flexible enough to adapt information to changing regulations.

Industry demands
A flexible applicant tracking system should allow for agencies to design their own talent templates. When contacting leads, agents should be able to quickly build initial records based on the skills particular industries need. Sometimes this is a matter of quantifying education and experience, while other positions may require details on soft skills.

Meanwhile, finding a way to score traits like dependability and honesty are very important for industries that work with children or disadvantaged individuals. The New Hampshire Eagle Tribune reported a staffing agency will be held responsible for the actions of a medical technician who created a disease outbreak through careless and criminal behavior.

"Background screenings are common practice for certain industries."

Background screenings are common practice for certain industries but every position wants an honest candidate who will fit into a company culture. Staffing software should allow companies to quantify personal attributes and create a consistent record to help agency representatives build personal relationships with candidates.

Flexibility for changing regulations
A centralized system means every time a staffing software user updates a dataset, the change should be visible for all relevant agents and managers. This feature is particularly important for industries undergoing disruption.

For example, NBC Charlotte reported North Carolina may soon change the employment screening requirements for teachers in the state. Any change to an industry's hiring process could cause staffing agencies to alter application requirements or communication processes. A customizable solution allows managers to implement organization-wide alterations immediately and monitor how agents adapt to new rules.

What skilled candidates want
Candidates must also be kept abreast of industry changes. New hiring requirements for industries may instantly disqualify candidates or provide opportunities for new groups. By publishing the details of late-breaking news with public audiences, a staffing agency can bolster its appeal as an information source.

When candidates have questions about new developments or job opportunities, it's important agencies make themselves available to communicate. Staffing Industry Analysts shared research that discovered many professional drivers and laborers are hesitant to take jobs with on-demand companies. These candidates need staffing agencies to present them with positions that offer the financial incentives and benefits necessary to consider this type of employment.

Solutions for all companies
Creating consistent records on candidates is important for all industries. When jobseekers tell agents they don't want to be considered for certain positions, it's essential time is not wasted through similar offers. Talent profiles should be updated with every communication, making it simple for candidates to contribute data important to their relationship with an agency.

"It should be simple for candidates to contribute data."

No matter the industry, the workforce is getting younger. As millennials – and soon Generation Y – become the majority of candidates, companies should recognize how they like to communicate with organizations. This often means utilizing mobile technology and social recruiting strategies.

Customizing software
A mobile software system with the streamlined performance staffing agencies demand is a start, but organizations must also work with a provider to help them implement the technology and customize functionality. A Jobscience customer case study detailed how Bradley Harris, an agency that finds staffing for nursing homes, worked with the software partner to create customized dashboards.

Bradley Harris began operations to ensure residents of assisted living communities received the best care possible. After working with Jobscience, agents of the organization were greeted with important information on candidates and positions as soon as they began any task. This prevented them from overlooking details and helped them quickly and efficiently place the talented candidates ready to provide care.