©2005-Infinity Peak Talent Capital Solutions. From the awesome brains that built Peak Employment Solutions, LLC All Rights Reserved.
An Equal Opportunity Employer.
An Equal Opportunity Employer.
Everyone wants a miracle worker for minimum wage. The fact is, if you pay minimum wage you'll get a minimum wage work ethic and miracle workers cost miracle worker salary. But what about those of us who fall somewhere in-between? We want good talent in our doors but we also don't want to pay an arm and a leg interviewing, training, and paying an employee just for that person to up and leave one day.
That's where Peak comes in. We find top talent who work for normal wages and offer exceptional work ethic, but you'll only get this if you follow these 10 Tips for Utilizing an Employment Agency
1. Not All Employment Agencies are Alike
Some agencies will specialize in industrial staffing while others are only experiences in medical employment. Know what the agencies strengths and weaknesses are before jumping into bed with them. The best way to find out this information? Look at what positions they are currently filling. If their current postings are along the lines of the type of talent you need, chances are they already have a stack of qualified candidates. If you are seeking an administrative candidate but the only job listings the agency shows are industrial, you can bet it will be a long time before that agency is able to send any decent candidates over to your organization, if they send any at all!
Go beyond the typical rate letter or “Dog and Pony Show” Presentation - invest some time to learn about the employment agencies full range of capabilities. Take maximum advantage of their experience, knowledge and resources. A good employment partner saves you time, money, and most importantly - SANITY!
2. If it Sounds Too Good to be True...
You've heard the cliché over and over, but it has never been more true than when dealing with employment providers. In business people are your most important assets. And whether you use employment agencies for direct hire talent or contingent employees they are an investment, not an expense. Cheaper is not better.
The last thing you want is the “low-ball” service that always accompanies “low-ball” pricing. Besides- if they can make more profit off your competitor- where do you think the best talent is going? Go with an employment firm that understands your specific needs takes the time to fill your needs correctly. You will save money in the long run!
3. How to Train Your Recruiting Representative
Take some time and educate your recruiting representatives on your organization's business goals, culture, history, and past and current performance. Tell them what types of work attitudes, styles and skills will fit best in your organization. Be honest about your office's culture and vibe. It doesn't further anyone's goal if your recruiting representative is consistently sending over great talent but their core values are opposite of you and your business. Familiarizing your representatives with your company's needs and expectations will greatly assist the employment firm to become a more knowledgeable extension of your human resources department.
4. Set Clear Expectations
Upon establishing your relationship with the staffing partner, set clear expectations for communication and service. This can include development of job order, placing procedures, appropriate quality control checks, and feedback methods. If you clearly set out with the amount and style of communication you expect, you will never have to be annoyed by too many or not enough phone calls.
5. More Lead Time = Better Quality of Talent
The demands of business do not always allow it, but you should attempt to give as much notice as possible when placing orders with your employment partner. This will greatly increase your chances of finding an ideal candidate for the position and may give you more than one suitable candidate to choose from. And when lead time isn't an option, let your employment partner know which skills and traits are most critical for the assignment.
6. Job Descriptions Versus Wish Lists
Job descriptions are vital to any successful hiring and retention program. Well-defined, current and complete job descriptions submitted to your employment partner can save you time and money by reducing your exposure to unqualified or unskilled candidates. They should always include your expectations in terms of candidate abilities and experience along with specific performance goals, standards and expectations.
Wish lists on the other hand tell your recruiting representative what your ideal candidate looks like. Obviously we'd all like to have an Einstein who works for minimum wage but be realistic with your wish lists. If there is a certain personality trait or hobby you'd like your new employee to have that you think will benefit them in the position, tell your agency! This may not be a deal breaking factor but it helps the recruiter get a clear idea of the person you have in your head for the position.
7. Benchmark Candidate Performances
Inquire about the testing and screening procedures your employment partner utilizes. When candidates are referred to you, ask for their test scores and the results of any pre-employment references. Establish preferred scoring levels and skills for placements within your company (you might even ask to have one of your internal employees in the same position tested to give you a benchmark for performance requirements).
6. COMMUNICATE, COMMUNICATE, and COMMUNICATE
Your employment partner cannot fix what they don’t know about. Don’t allow problematic situations or employee conduct to “snowball”. Maintain an ongoing dialogue and honest relationship with your employment representatives. Keep them updated of changes in your company or recruiting initiatives. Provide them useful feedback on their service and the performance of the employees they referred. Meet as often as needed to enhance interaction and ultimately improve quality, service and placements.
9. Pick a Partner Interested in Mutual Success
Your organization should always be respected by your employment partner. Choose to work with agencies that don't treat you like just another number. Your employment partner should offer solutions and talent that will contribute to the overall success of your organization. Consider involving your employment partner in your company's planning, recruiting, and retention strategies. A truly professional employment organization can offer a great deal of insight regarding the many uses of strategic employment to meet the needs of workforce demands, new hires, and managing attrition.
10. Increase Your Employment Partner’s Commitment
A legitimate and quality employment firm will always focus on more than filling orders. They will strive to help you save time, save money, and make it easier to find the qualified and skilled talent your growing business demands. While all employment firms are not created equally, the truly good ones can be worth their weight in gold. Look for opportunities to enhance the relationship. Invite your employment partner in and challenge them to help you solve problems. Reward their commitment with your own and you will both share in mutual success and growth!
Utilizing an employment agency can grow your business by miles if used correctly. Every agency is different so take the time to investigate an agency before signing a life long contract. Some agencies out there are just looking to make a quick buck or to pump up their hours, whatever the cost, but you know talent is more important than that. If you take your time and do your research then finding the perfect employment agency for your organization's needs should come easy. And remember every experience is a learning experience!