Staffing Agencies And Their Advantages

https://i2.wp.com/compatibleprofessionalstaffing.com/wp-content/uploads/2015/10/employment-banner.jpg
Staffing agencies are referred to as professional firms who extend their services to the candidates who are looking for a job change or starting their career, as well as to the employers who need to fill in gaps for skills sets or add to the workforce. Staffing solutions have been in the limelight in recent years after the rising demand supply gap between the number of professionals required for critical positions and actual availability of the same. This gave rise to the staffing agencies and their services. So it is important to point out at their advantages from a business perspective.

  • The first and foremost the challenge that every industry is facing in current times is shortage of skilled professionals. Though might sound a bit off the track as millions of professionals are graduating each and many are looking out for job opportunities, but reality is somewhat different. The top notch professionals are hard to get and most of them come under passive candidature. Staffing agencies contribute towards reaching out to such candidates that contributes towards increasing quality of hire for the client company. This is especially helpful towards IT staffing
  • Recruitment drive is a time intensive process. A lot of time is involved during the initial application tracking and resume short listing phase as there are lot of random application that come in during the first stage of the hiring. This type of legwork can be done by the staffing agency wherein it will present a concise list of candidates who can be considered as potential employees for the final selection round.
  • The major concern over any business process is operational cost. Hiring and maintaining an in-house recruitment team within the organization is a cost sensitive approach. Moreover, the need of hiring fluctuates over time but the team needs to be maintained round the year. Alternatively if the entire process is outsourced then it brings down the operational costs to a great extent. The requirement of hiring can be scaled up or down according to the business need.
  • When a staffing agency is hired, there is accountability and transparency to the process. The agency first understands the requirement of the client company in terms of skills and performs an initial level analysis to point out the gaps and loopholes in existing workforce. This report is shared with the company and a further agenda towards the recruitment drive is formulated. Updates on candidate list and selection process are shared with the client company at regular intervals for transparent information sharing that contributes towards accountability.

Lastly, the network of the staffing agencies is often more stronger than the company itself. They usually maintain a database of candidates across various skill sets and expertise that is updated at regular intervals. This gives access to profiles which are not available on other job portals and forums. Moreover, the communication of the client company with such candidates is created at a faster pace with affectivity.

Recruitment Engineering Evolves As A Scientific Process

recruitment-engineering-evolves

Traditional recruitment process was primarily dependent on the experience of hiring professionals and gut feeling. But with time it proved to be inadequate for quality hires as the need for the organizations and corporate environment evolved drastically within a short span of time. Hence the recruitment engineering has remodelled itself as a scientific process that requires analysis and evaluation. Manpower consultancy firms stand by this fact and there are certain factors that prove this new structuring.

  • When there raises a need for hiring, a job description is prepared according to the need for the position. The traditional style of job description might have been adequate in the past but in recent times, the way job description conveys necessary information about the profile determines the flow of applications. For example, the choice of words is sometimes influential towards applications from male or female candidates. It has also been observed that male candidates apply for a job when 60% of the criteria meet according to their need. This percentage increases significantly in case of female candidates. So it is obvious that female applicants are pickier in this case. Study reveals that a company is likely to benefit from increased applications if it reveals the number of applicants statistics. Also personalized emails influence the application decisions in many cases. So the above deductions prove that recruitment is not just about intuitions, there is logical findings and analysis associated with the process.
  • The second scientific approach towards this process comes in the resume assessment and interview optimization methods. No matter how much any organization denies gender biasness still prevails in certain areas of recruitment. Male applicants are still preferred over female candidates in certain positions in terms of compensation, performance evaluation as well as promotions. Recruitment engineering has been effective towards reducing this impact to a notable level. It has influenced structured interview process that consists of well organized questions which is significant towards eradicating this bias. It helps in analyzing the entire information palette so as to assess the candidate in a complete manner without gender biasness.
  • Lastly people analytics has revolutionized the science of recruitment. Previously the recruitment process was restricted to resume analysis and interview performance. But now there are multi layered aspects to the selection process. In addition to the technical skill assessment, certain tests like Lego tests and opinion testing in terms of problem solving brings out the professional behavioural pattern of the candidate. This showcases the attitude towards work and fellow team members along with the ability to fit in the company work culture. In certain cases in can also be used to identify potential leaders who can be groomed in later years to take up decision making roles for company growth.

Recruitment engineering has been a widely accepted science in the corporate environment. Companies and recruitment agencies look in to this aspect with a more analytical viewpoint in recent times. With this progress it is anticipated to make further advancements in near future.