Staffing firm can play a critical role in helping company find talent. By staffing firm I mean any external search firm that earns a fee for making a placement with companies. This including staffing agencies, RPO, contingency and retained executive search firm, and their hybrids.
There is nothing inherently superior to recruiter who work at external firm when they compared to corporate recruiters, other than they tends to work fewer assignments and their compensation is based on their result, not their level of activity. This is a huge advantage when it comes to representing stronger candidates.
Unfortunately, most of Staffing Firms do not take full advantage of the opportunity. Too many compete on speed & lower pricing, presenting the same candidates their clients can find on their own. Equally as bad, many of their corporate client force even the better firm to follow rules and processes that eliminates their unique advantages. To address this, suggesting using the following 10 factors when evaluating an outside Temporary Staffing and Recruitment agencies in Florida. If they do not meet this standard, don’t use the firm.
- Since they cover both the active and passive talent market, they can help raises the overall quality level of every new hire.
The only reason you should pay a fee of 20 percent or more for a candidate is if the person is clearly superior to the people your company is finds on its own. To get a sense of that, have the firms present a few of their best candidates, ask how they found them, and then compare them to those you are now interviewing for the same role.
- Given fewer assignment, they have the time to hone their search skill. In this case you will see & hire stronger people.
You need to have exceptional recruiting skill when dealing with passive candidate. To be successful staffing firm’s recruiter must excel here. Even if corporate recruiter have similar abilities, due to their workload, they just don’t have the time to invest in passive candidate recruiting.
- The best people want to work with them.
Top passive candidates, especially those with 3 or more years of experience, seek out the best third party recruiter to keep them aware of opportunities at different company. This is best advantage over corporate recruiter who only represents one company.
- They have deep network to search talent in fast way.
Part of being a best recruiter is the opportunity to develop deep networks of passive candidates. This gives them a source and fast advantage and allows them to find top person as soon as possible.
- They understand real job needs, so you will select people who can hit the ground running.
Part of being a strong Temporary Staffing and Recruitment agencies in Florida, especially those who are industry specialist, is understanding the real job need, as well as the hiring manager needs. While corporate recruiter could certainly do this, they rarely get the chance. As result, most of corporate recruiter over rely on skill, experience and compensation to filtering candidates, eliminating high potential and diverse candidates from consideration.
- They have more time to source Submissive candidates.
Convincing a person who not looking to consider an opportunity taking more time than recruiting someone who is anxious to leave. Most corporate recruiters spend the bulk of their time sourcing the latter types of effective candidates. The best external recruiter of leading Recruitment agencies in Florida should be spending 80-90 percent of their time networking and recruiting Submissive candidates.
- They have close coordination with hiring managers.
The best third party recruiters need to work more closely and more often with the same hiring managers. This develops a solidity factor that is hard to replicate with a corporate recruiter who needs to work with many different hiring managers. Astonishment, many talent leaders prevent their external firm from working directly with hiring managers, losing the chance to leverage this leading partnership.
- The best Recruiting firms offering longer assurance periods.
If an external recruiter is not willing to offer a 6 months or 1 year assurance, I did question their ability to deliver best candidates. However, if they correctly know what they are doing & are allowed to do it, this type of assurance should not be a problem for either contingency or retained search firms.