Engaging With A Staffing Agency

What do you currently do when you need short term help during a busy seasonal period? How do you manage those critical IT projects without enough staff to manage existing infrastructure and complete the required project simultaneously? 

Ever wondered what is the best way to engage or utilize a staffing agency? Read on!

Hiring comes in all types and sizes (terms are available here if you need a review.)

There are situations where you may simply need a temp to fill in while staff is on vacation or out for an extended absence. Then there are the situations where you have a very unique work environment and are worried about an individual’s personality.

Whatever your hiring needs are, staffing agencies can give you rapid access to hard-to-find or high demand talent that you simply wouldn’t have access to otherwise.

So how do staffing agencies work? How can you work effectively with them?

Here are some great tips for maximizing your utilization of a staffing agency client.

1. Specialized or Generic Staffing Agency?

A phrase on our website (www.nestaff.com) sums up this question succinctly: “You hire a mechanic to fix your automobile and a plumber to fix a leak” because they are both experts in their individual fields, so why work with a generic staffing agency or a generic recruiter — one with no experience in the field they recruit for? Makes sense, right?

Your goal is to hire the right person the first time. Who better to understand the needs and requirements than someone with real-world experience in that field?

2. Communication is critical!

In the days of email and instant messenger, we have lost the ability to communicate thoroughly and effectively. Simply put – pick up the phone and have an open and honest discussion about the environment you are hiring into. Make sure you and the potential new hire discuss the team the new hire will be joining as well as their team dynamics and any idiosyncrasies within the team or organization as a whole. In a world with extremely low unemployment levels nationwide, you must be able to differentiate your company versus others hiring for the same roles. Gone are the days where companies will find 10 qualified potential candidates. These days the roles have changed, and a candidate will potentially have 10 companies chasing them!

Be ready to answer this question “Why would I want to work here?” 

When you create a job description make sure it completely describes the position’s responsibilities and is as specific as possible so your recruiter knows the skills the candidate must have. Also, you should mention things such as dress code, vacation, or other relevant company policies such as remote work, overtime, etc. You can never provide too much information! This information makes it easier for your recruiter to better understand the company, the role you are hiring for, and eliminates questions as the process goes on. At the same time, invite your recruiter onsite so they can see for themselves what your organization looks like. This makes it much easier for your recruiter to “sell” the job to prospective candidates!

3. Get ready!

Hiring and onboarding new employees isn’t a small task and involves people’s future, team members, as well as various other employees. Make sure the new employees’ workspace is ready to go before they arrive. Make sure they have all the tools they need to be successful – even beyond the typical computer and phone. Go above and beyond to make the new person feel welcome. Something as simple as a coffee cup with their name or the name of the company will go a long way!

There is an excellent article on our website titled “Making Onboarding More Enjoyable” that can give you some additional suggestions.

4. Follow-up

The entire hiring process is a two-way street and requires strong communication between all involved parties. When candidates are submitted for the role a “no” or “pass” simply won’t suffice. The staffing professional will need more information as to why!

A true staffing professional should/will follow up post-placement as well. This is to the advantage of the employer as well as the staffing agency to make sure anything of issue is caught early enough to be resolved. Granted this typically is more focused towards temps!

5. Weigh fees vs. costs

There are obviously fees associates with engaging with a staffing agency, but you must look at the cost of you completing this process while at the same time doing your regular role versus the cost of utilizing an agency!

There is an article discussing exactly this on our website titled “How a Staffing Agency Can actually save you money” and is available here.

If you’ve never engaged with a staffing agency or haven’t had the expected success rate, we hope this article provides some tips and tricks for future engagements.

Best of luck!


About the author:

Christopher Connolly is the Founder & General Manager of New England Staffing (www.nestaff.com) a highly specialized staffing firm in Connecticut that exclusively focuses on the placement of IT professionals.

Christopher brings his extensive experience within the IT field as well as 10+ years of successfully placing IT professionals throughout the United States. 

He can be contacted toll free at 833-337-1614 or via [email protected] for additional questions or comments.

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