Current Labor Provider Struggling To Meet Your Talent Requirements?
Maybe the TALENT you require just isn't in their wheelhouse.
Your organization utilizes a staffing vendor for your manufacturing facility and they do an outstanding job providing the unskilled and semi-skilled labor you require. The relationship is solid and they have become a trusted adviser for your temporary and temporary to hire labor requirements.
You are so dedicated to your staffing vendor that all other workforce organizations are given the cold shoulder when they come calling for your business; you remain loyal and entertain no other. Why rock the boat? Why risk the relationship and the success you enjoy to save a few pennies on the dollar? We respect loyalty, but that very loyalty may soon test your relationship.
A position opens up inside your organization for an accountant and you naturally turn to your staffing supplier with the opportunity to assist in the acquisition. They eagerly accept.
You wait. And you wait some more. There's been no movement after a week, so you call your favorite staffing representative and inquire. Seems they had but one accountant in their database- and she's gainfully employed now-so they've began advertising for the talent, and assure you their recruiting efforts will turn up the perfect candidate. Chances are they won't.
It won't be because they didn't try or that your business doesn't matter to them (of course it does!) In a momentary lapse of business judgement, they neglected to inform you that your current talent need is not in their wheelhouse of expertise. In their zeal to keep you happy, Mr. Big Client, they omitted one big fact: this new search assignment may very well push their range of professional staffing capabilities and potentially be out of their wheelhouse entirely based upon the training, experience, and candidate insight of those recruiters who comprise their staffing agency. In a nutshell- it's not something they would highlight on their corporate resume.
Your vendor is a temporary industrial supplier by choice and trade- in fact, over 90% of their clientele are industrial in nature.
They are well known for their industrial staffing prowess and practically own the local industrial/manufacturing marketplace. Therein lies the real issue- to successfully meet the demands of the 90% plus of their clientele who demand their industrial/manufacturing labor needs be met-sometimes with little or no notice- they spend 99% of their time interviewing legions of industrial candidates required to meet those very demands. The overwhelming majority of their advertising dollars are directed towards driving industrial candidates to their door. And it works. Unskilled labor candidates pour in, consuming their time and energy. All to maintain VOLUME accounts. They have no choice- industrial and manufacturing is their bread and butter.
Due to the specific workforce demands of their clientele, your staffing partner is limited in the type of talent and skill-sets they are exposed to. Since they rarely advertise job openings outside the industrial/manufacturing discipline, they have failed to establish themselves as anything other than just that; an industrial temp supplier. As a by-product, they have succeeded in eliminating themselves as a viable employer of choice outside those fields. Job and Career candidates in search of opportunities by-pass your partner or never consider them when aligning their search to their employment goals. This equals limited/zero qualified candidate availability and extended/dead search TIME. Time you really don't have.
Suggestion: Keep your industrial staffing vendor in place and show them the gratitude they deserve. To capably handle staffing at their level is an art. Trust the remainder of your talent requirements to a workforce provider who maintains a proven track record of engaging, acquiring and placing the talent outside your industrial partner's wheelhouse. It may just very well preserve the great relationship you share with your unskilled labor vendor and even better, save you time, profit and sanity.
You are so dedicated to your staffing vendor that all other workforce organizations are given the cold shoulder when they come calling for your business; you remain loyal and entertain no other. Why rock the boat? Why risk the relationship and the success you enjoy to save a few pennies on the dollar? We respect loyalty, but that very loyalty may soon test your relationship.
A position opens up inside your organization for an accountant and you naturally turn to your staffing supplier with the opportunity to assist in the acquisition. They eagerly accept.
You wait. And you wait some more. There's been no movement after a week, so you call your favorite staffing representative and inquire. Seems they had but one accountant in their database- and she's gainfully employed now-so they've began advertising for the talent, and assure you their recruiting efforts will turn up the perfect candidate. Chances are they won't.
It won't be because they didn't try or that your business doesn't matter to them (of course it does!) In a momentary lapse of business judgement, they neglected to inform you that your current talent need is not in their wheelhouse of expertise. In their zeal to keep you happy, Mr. Big Client, they omitted one big fact: this new search assignment may very well push their range of professional staffing capabilities and potentially be out of their wheelhouse entirely based upon the training, experience, and candidate insight of those recruiters who comprise their staffing agency. In a nutshell- it's not something they would highlight on their corporate resume.
Your vendor is a temporary industrial supplier by choice and trade- in fact, over 90% of their clientele are industrial in nature.
They are well known for their industrial staffing prowess and practically own the local industrial/manufacturing marketplace. Therein lies the real issue- to successfully meet the demands of the 90% plus of their clientele who demand their industrial/manufacturing labor needs be met-sometimes with little or no notice- they spend 99% of their time interviewing legions of industrial candidates required to meet those very demands. The overwhelming majority of their advertising dollars are directed towards driving industrial candidates to their door. And it works. Unskilled labor candidates pour in, consuming their time and energy. All to maintain VOLUME accounts. They have no choice- industrial and manufacturing is their bread and butter.
Due to the specific workforce demands of their clientele, your staffing partner is limited in the type of talent and skill-sets they are exposed to. Since they rarely advertise job openings outside the industrial/manufacturing discipline, they have failed to establish themselves as anything other than just that; an industrial temp supplier. As a by-product, they have succeeded in eliminating themselves as a viable employer of choice outside those fields. Job and Career candidates in search of opportunities by-pass your partner or never consider them when aligning their search to their employment goals. This equals limited/zero qualified candidate availability and extended/dead search TIME. Time you really don't have.
Suggestion: Keep your industrial staffing vendor in place and show them the gratitude they deserve. To capably handle staffing at their level is an art. Trust the remainder of your talent requirements to a workforce provider who maintains a proven track record of engaging, acquiring and placing the talent outside your industrial partner's wheelhouse. It may just very well preserve the great relationship you share with your unskilled labor vendor and even better, save you time, profit and sanity.
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An Equal Opportunity Employer.
An Equal Opportunity Employer.
