Jobscience

How staffing agencies set up jobseekers for success

Sabine Gillert Staffing

Successfully placing workers takes more than turning a resume over to an employer. To earn the trust and loyalty of businesses and jobseekers alike, a staffing firm must go beyond providing a high volume of employees. Staffers differentiate themselves from the competition by meeting the unique needs of various organizations and cultivating ongoing relationships with everyone involved in the hiring process.

For staffing agencies to maximize their results, they must select and prepare candidates in ways that optimize their chances for success. With recruiting software and proactive strategies, professionals bolster the likelihood of applicants becoming new employees with a productive future ahead. Here are some of the most important considerations to keep in mind when filling a position:

1. Find the most qualified candidates
Improved placement outcomes start with finding and referring the best candidates for the job. With an applicant tracking system, staffing professionals can search internal databases more efficiently and achieve better results, narrowing the field according to factors such as location, skills, education and work experience. Viewing the relevant details in a standardized format, it becomes a simple matter to pick out the individuals with the right background to succeed.

"Improved placement outcomes start with finding the best candidates."

Once you  select likely applicants, you can pass important information to colleagues or send profiles along to the client. With a colorful, attractive and consistently organized format for presenting candidates, staffing software serves the needs of all stakeholders in the hiring process. The profiles show off prospective workers' abilities and experience, making it easy for employers to draw comparisons and offer feedback.

2. Communicate smarter
Regular, thoughtful communication makes a major difference in quality placements. By frequently exchanging thoughts and information over multiple channels, staffing agencies get a concrete sense of their clients' needs, gathering more detailed and actionable feedback. Meanwhile, forging bonds with applicants starts with placing carefully worded job postings. These documents precisely explain  the necessary skills for a position and accurately outline the company culture.

Nurture these connections through the screening, interview and placement processes and even after temporary terms of employment. This mainly requires regular emails and the occasional phone call, but staffing professionals can garner more extensive responses by utilizing various tools and platforms. With social recruiting methods, the agency gets to know the applicant's skills and self-presentation as well as hints of his or her personality. By engaging in mobile recruiting strategy, staffing professionals reach out to more candidates through the platforms they use every day and keep in regular contact.

3. ​Consider cultural fit and soft skills
Job experience and education are important, but other factors can have a huge impact on whether an employee fits in and flourishes in a new workplace. Monster noted that cultural fit and soft skills are crucial for achieving a satisfactory placement, even in the cases of temporary or contract workers. Florida-based staffing professionalKim Malatesta explained to the employment website that agencies focus on these aspects because they can make all the difference in retention.

"For one of our new clients, the first interview is always about culture. Because that culture match is how you keep workers," Malatesta said. "We ask candidates a lot of open-ended behavioral questions; that way we get a lot of information out of people."

Discussing cultural aspects of the job with all parties, including considerations like the amount of collaboration with fellow staff members and the layout of the office, will improve the chances of finding a great match. In addition, staffing professionals should have a solid understanding of what soft skills, such as observation, problem solving and teamwork, will be expected of the new hire and discuss those requirements with applicants.

JobsciencePrepare candidates by discussing the necessary qualifications and the workplace culture.

4. Building lasting relationships
Candidates, clients and the agency all get more out of these interactions by nurturing them over the long term. As Haley Marketing pointed out, a staffing firm's attention to creating meaningful relationships with stakeholders can be a highly effective means to stand out among the competition. Developing such a strategy requires careful thought about the unique needs of clients both immediately and as circumstances for the business change over time.

Staffing professionals improve the prospects for these collaborations by actively enhancing their understanding of how each client does business. The firm must be attentive to the needs of decision-makers and other contacts, tailoring the selection and presentation of prospective employees to show how they will contribute to the company's mission and goals. Meanwhile, demonstrating an individualized interest in candidates by offering tips on how they can accentuate their areas of strength could lead to better results.

Corporate recruitment and staffing agencies distinguish themselves by going the extra mile to engage workers and employers. Using up-to-date tools, communicating extensively and focusing on relationships can all contribute to making more and better placements.