There are many reasons why a company should hire a Staffing Agency as we have already mentioned (in case you’ve missed this blogpost you can find it at https://www.frontallusa.com/why-hire-a-staffing-agency/). However, many companies make the mistake of believing that once a Staffing Agency is hired, they don’t have to worry about recruiting at all. This could lead to a frustrating relationship between the company and the recruiter.
A Staffing Agency role is to facilitate the hiring process, but, it is important that both the agency and company understand each other’s roles and responsibilities to have a more accurate hiring process.
So here are some tips to make sure your company is getting the best of the Staffing Agency:
1 – Be involved from the start
We all know that for a company to run smoothly they need to have a good team. For this, it is important that you are involved with the process from day one.
Although sometimes you may need to fill in a role ASAP, don’t let your recruiter know about a candidate need with short notice. Remember, the more time you give your recruiter, the better the chance for them to find a suitable candidate. So, let them know about your needs as soon as they arise. Communicating the Staffing Agency about coming up plans will also help them get prepared for the search.
The main reason for a bad relationship between Agency and Company is lack of communication. Be honest and upfront about your needs, and communicate them early and you’ll get that really good team you need.
2 – Get to know each other
Before working with a Staffing Agency, you need to understand all of the services they provide and how it matches your company’s needs. For example, some companies offer contract, temp, temp-to-hire, direct-hire, etc.
Understanding the payment process is also important. What is the percentage they charge for their services? How long do you have to pay? These are all questions you should be asking.
Equally as important, you need to talk to the agency about your company. Explain its culture and values, the kind of environment, and your work policies. This way the recruiter can get a better understanding of the type of candidate you are looking for.
3 – Be clear about the role
Many companies think that a simple “I need a warehouse assistant” is what it takes. But remember, the more information you give the recruiter the better. So, take the time to clearly define the role. What are the responsibilities and skills needed? What would be the ideal employee?
Additionally, don’t offer opened-ended ranges for salary and hourly pay rates. Be precise about payments and benefits the company offers for that role.
4 – Be honest and direct about your candidate needs
You also want to clearly define the type of employee you would like for this role.
Tell your recruiter what qualities and skills you value, and also what kind of person you believe will be a better fit for the company’s environment.
If you have discarded a possible candidate, tell the recruiter the reason. Don’t leave them guessing. This helps the two of you get a better understanding of each other.
5 – Maintain close contact even after a hire is made
Is the employee doing well? Great, let your recruiter know so they have a better idea of what candidates best adapt to the company.