Not all staffing and recruiting agencies specialize in the same industries or types of businesses. So, one of the first things you need to be clear about with your potential clients and candidates is what industries and businesses you do work with. This will help you define your brand, give people confidence, and give you a chance to pitch your strengths in the areas you serve.
You should also use this opportunity to be transparent about whether you offer long-term contracts, temp work only, or other types of assignments and jobs. People may have preferences or specific needs when working with staffing and recruiting agencies. Let them know whether you meet their needs or not. Even if you don’t, they may still stick around because you’re upfront and honest, and you didn’t waste their time.
It’s important to note that every staff member and employer may have different terms and conditions for temporary work or contract jobs. Therefore, we’re happy to provide this guide to clear and comprehensive information. Our goal is to address any questions or concerns that your followers may have. Be prepared to realize that contract jobs can be complex and come with their own set of terms, and that it may not be feasible to provide a “typical” assignment or contract. Additionally, we list the types of positions offered, such as 30- and 90-day assignments, 6- and 12-month contracts, and the possibility of ongoing work or a full-time in-house position if available.
Several different people want to know what the benefit is to choosing a staffing or recruiting agency as opposed to chancing their own jobs. Fortunately, this is where you exceed — dealing your business to others. Then’s your chance to show workers all the gratuities that come from working with your staffing or recruiting establishment. You can point out effects like the eventuality for long- term employment, easier access to jobs without having to do all the searching, and more.
There are several different gratuities you could list then, but make sure that you punctuate the biggest selling points to show people that you ’re on their side in helping them find the stylish work, no matter what industry they ’re in.
This is a common misconception that needs to be clarified. A lot of people assume that staffing agencies only work with temporary positions that only last 30, 60, or 90 days. In reality, there are all kinds of staffing and recruiting enterprises with all kinds of positions and jobs available. Help people get a better understanding of the industry and explain that there’s a lot further to staffing and recruiting than the “ temp agencies ” of decades past. You can also advise people that if they’re interested in shorter contracts, you offer those options. It’s just not each that you do, and it’s clearly not each that the industry is, so you need to make that clear.
Numerous staffing agencies moment work with companies that offer temp- to- hire contracts or the eventuality for long- term employment. A lot of workers are looking for this, specifically, and won’t want to waste their time with agencies or enterprises that do n’t give those connections. Make sure that you explain not only how your endless placements work, but also the colorful options you have for them, including the fact that occasionally, a placement just goes so well that the company outright asks to hire the hand on, so there’s always the eventuality for those who seek it. Still, make that clear for people, as well, If you really do only retain for temporary jobs or short- term contracts.
Employees don’t want to work in positions where they aren’t appreciated. Some people might outright just not fit into the position where they were placed. However, if this happens, we have an open- door policy that allows workers to come to their supervisor or representative and describe how well their placement is going or whether something needs to change. However, they ’re not going to benefit from what your we offer, or if they feel people “ wedged in” or put in the wrong place, we will reassign them and send you a more suitable team member.
Some clients will want to know where their employees are coming from. In the case of administrative positions or those that bear specific training and education, it helps to know that the seeker pool is sourced from a a broad array of sources. Employers frequently do n’t want to work with staffing agencies that hire anyone off the road, or who don’t try to place people with companies that fit within their chops and experience.
Again, companies want to know that they’re getting employees that are well- screened and going to perform well for the position. CXC Talent pre-screen employees saves companies a lot of problems when it comes to in- house onboarding costs.
Overall, the process from job seeker contact through to hire can take anywhere from a few days to several weeks, depending on the factors mentioned above.
As a staffing agency professional, it is important to communicate with both the job seeker and the client company throughout the process to ensure a smooth and efficient hiring experience.
