Lack of feedback. Providing the wrong job description. Failed background tests. Not telling the whole truth.
These are just a few of the issues that can arise in the three-way circle that encompasses staffing firms, their candidates, and clients. For hiring managers, it’s frustrating when a candidate shows up to an interview and is a wrong match, or worse, if they cancel the interview the day of because they weren’t properly informed about the role or took another job offer. Needless to say, these kinds of gaffes happen. The recruiter gets reprimanded, the hiring manager gets irritated, and the cycle of miscommunication and frustration continues.
Staffing firms can work to minimize these types of occurrences, but because there are multiple parties involved, they can’t control everything. Since all are partners in the relationship, all can do things to help the process work more effectively and efficiently for everyone. Companies working with a staffing firm can do a number of things to improve results, from maintaining trust and good communication, to providing the information recruiters need to do what they do best.
What exactly can you do?
Provide the correct and most recent job description
Sometimes job descriptions can be generic and provide little to no details on what a company is actually looking for. Often times, this leads to candidates interviewing for jobs that are different than what they thought they were going in for. This can mean that they are either not interested, not properly qualified, or both. It’s a waste of everyone’s time and it can be avoided. When you partner with a staffing firm it is very important to provide as much detail as you can to help recruiters with their sourcing. When the same job description keeps showing up over and over for multiple positions, it leaves recruiters confused as to what or who they should be looking for and submitting. It’s a recruiter’s job to help you, but they can only do that with the right job description and information.
Consider flexibility in hiring
Due to the niche skills that are often needed for many roles, especially in IT and Healthcare, finding the perfect candidate can be like looking for a needle in a haystack. This is why it is good for companies to consider being flexible when it comes to adaptable and learned skill sets. If someone with the right background happens to have 8 years of experience, but the role is asking for 10, truly consider if someone who is close could do the job. This goes for lower-level roles as well.
When job requirements are too rigid and hiring managers are unwilling to be flexible, many good candidates who may be able to grow into the role could end up being looked over. If the position is still open one month later, and the hiring manager is suddenly willing to interview your candidate, you may find that the candidate has already taken a different job, leaving you back at step one. Due to this, it is always good to be flexible and consider candidates who are close to what you are looking for.
Keep everybody updated
A lack of feedback often leads to frustrating scenarios between clients and candidates. Sometimes the hiring manager doesn’t get back to you with any feedback, and then the candidate is left wondering if they should hold out hope for a job offer or not. Sometimes the hiring manager and their team need to take some time to get approvals and deliberate over the potential hire. This is fine, but always make sure to keep your staffing firm updated on where consideration of the candidate for the role is.
Without updates, the recruiter won’t be able to figure out what was wrong with their candidate and submit a more suitable one for this or a future opportunity. On the other hand, if hiring managers take even a small amount of time to provide feedback on the interview, it can help the recruiter immediately start looking for someone who more closely aligns with what is needed. Providing feedback for candidates and recruiters should always be an expected best practice.
The importance of timeliness
Timing is everything when it comes to hiring. Without good timing, someone else, especially a competitor, may snatch a great candidate from right under your nose. Many job seekers simply don’t have the luxury of being able to remain unemployed while companies mull things over. If you really like the candidate, being quick and efficient with the hiring process should be your goal.
The time constraints of candidates and the competitive nature of recruiting make it important to avoid waiting too long before making hiring decisions. That candidate that we love and you love unfortunately can’t sit around forever, so be sure to keep that in mind when hiring. You don’t want to lose a great candidate because they took a job offer 30 minutes before you offered them one!
Have trust in your partner
Trust is a crucial element in successful partnerships between staffing firms and clients. Without it, the relationship can be one of friction and distrust. Why work with a firm that you can’t trust to understand your business, treat you with respect, and charge fairly for its services? Staffing agencies are often seen as extensions of a company’s brand; you certainly want to trust the firm representing you. That requires a focus on relationship-building rather than on a transactional approach. Find a staffing firm that treats people like people and not numbers, and you’ll have found a firm that you can build trust with.
Remember these best practices
Working with a staffing firm can be a great benefit to your business. With large talent pools, specialized recruiters, and the ability to handle complicated benefits and payroll, working with the right firm can be a cost-efficient way to hire for in-demand positions at your company. When you partner effectively with a staffing firm, and implement these best practices, it can be a huge benefit to your business and bottom line. When your company is working with a staffing firm, help them help you and your business.
Interested in working with people who want to build a great business relationship? Reach out to us at ATR.
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