Every recruit, whether an intern or a senior executive, has the potential to propel your firm to new heights — or, in some situations, to new lows. Because of this, it is essential that the employees you recruit reflect your company’s beliefs. As a human resources professional, you know this is more difficult than it seems.
While conducting a number of unsuccessful interviews, you must also manage a variety of HR responsibilities, including payroll, attendance, employee engagement, complaints and more…
Because HR has so many responsibilities, it’s possible that some or all of the jobs may go unattended. Because of this, outsourcing employment to a professional staffing service is more convenient.
1) Specialization in a Particular Field of Study
Do they specialize in a particular field? There are now specialized staffing agencies specializing in recruiting workers for a specific industry or job function. Some agencies have the ability to recruit top people for executive jobs, while others have the ability to satisfy the demands of a specific business. For example, consider BetterPlace. It is estimated that they have at least 4.1 years of IT recruiting experience. More than 10,000 people are employed by the company, which serves more than 100 customers in a variety of industries.
Check whether the staffing agency’s primary expertise corresponds with your current and long-term requirements.
2) Process of Recruiting and Orientation
As a result of outsourcing the recruiting and onboarding process, businesses are able to meet their staffing needs more rapidly. Using BetterPlace’s AI-powered HRMS software, new employees may be up and running in no time at all. Dashboards can keep track of attendance, compensation, and other statistics for further information. Your staffing provider’s recruiting approach must be well understood to enable a smooth onboarding experience.
The following are examples of questions you should address to your recruiting firm:
- Where do they find their employees?
- They’ve already done what type of background checks?
- Is the applicant being individually vetted by the hiring manager?
- How do they determine whether the applicant is a good fit for the organization?
- How can they make the paperwork and the onboarding process more user-friendly for the new employee to deal with?
3) Edge in the market
It’s a brutal world out there. Because of the large number of applicants and the emergence of more specialized positions inside companies, employment agencies must meet a number of requirements in order to remain competitive.
Here are some things to mull over:
- What distinguishes the agency from the rest of the pack?
- What is the pricing structure like compared to other companies in the same industry?
- If so, does the agency provide extra personnel services like onboarding assistance, training and payroll services?
You’ll be able to gauge the staffing firm’s effectiveness if you address these and other concerns.
4) Exceptional customer service.
Staffing providers, especially in IT Staff Augmentation, that are really devoted to their clients must guarantee that the prospects they send to your organization are long-term successes. They must often check in with your management or HR department to verify whether the applicants are fulfilling your performance standards. BetterPlace has a 30-plus strong account management team that meets with customers on a regular basis to monitor employee performance.
In addition, to determine the quality of a staffing firm’s service, look into the following:
- Compliance and practices are made clear to the public
- adhering to deadlines and promises
- Timely redress of complaints
5) Reputation and Reliability are the fifth factors.
When deciding on a staffing agency, consider the following factors to determine their trustworthiness and reputation:
It takes years of expertise, relationships, and a solid reputation in the industry to be proficient in providing staffing solutions. Measure your staffing provider’s dependability using the following criteria:
- Inquire about their background and experience in the industry.
- Financial statements and the size of the company
- HR operations and regional distribution are vital assets.
- Client and job seeker feedback about this service provider
To help your company develop, use these recommendations to choose the good staffing source.