As a staffing agency, it is important to have a solidified recruitment process in place. This adds a beneficial layer in differentiating your company from other competitors in a highly-competitive staffing market, resulting in the signing of new contracts. Taking this into consideration, how can companies make sure that their recruitment process is not only effective but efficient, especially as the recruitment of employees continues to be more remote-based?
According to a survey conducted, 51% of recruiters have interviewed candidates remotely, with 42% making a job offer for a remote position. Even though there are more candidates available on the job market, companies are still facing the issue of finding the right candidate for occupational roles. It is imperative that staffing agencies rethink their hiring initiatives and make the necessary implementations.
The good news for staffing agencies is that incorporating digital mediums like video interviews, pre-employment assessment, and using automation, can help vet, screen and adapt to the changing environment when it comes to job hiring. Furthermore, this piece will lay out the best 5 practices staffing agencies can utilize in their recruitment process.
1. Focus on clients specific needs
The initial step to recruiting the right individuals is knowing the exact type of employee your client needs. The client should be asked:
- What is the role about?
- What are the requirements?
- What is your budget?
By asking simple introductory questions at the beginning of the recruitment process, can help enlighten respective parties on what your client is looking for. This information can be used to determine the best recruiting strategy for each role.
2. Set a clear timeline
When hiring, it is important to be realistic with timelines. Through this, staffing agency operations and clients’ needs will be organized. Establishing a timeline in the recruiting process will reduce anxiety relating to when your company will have a candidate in place; leading to higher levels of confidence and trust in your process. In the event where a delay is visible, it is imperative to communicate them to your client immediately. By figuring out a job’s start date, you can build a recruitment process backwards from that start date.
3. Design a virtual recruitment process
With the proliferation of the number of remote occupations on the job market, designing a virtual recruitment process is vital. Exploring the realm of remote recruiting tools such as video interviewing and other facets of digital skills tests that enhance and make hiring over the internet seamless. The main benefit of adding new technology into your recruitment process is the flexibility it gives you. Depending on the needs of the clients, you can mix approaches such as virtual interviews and job fairs to attract prospective candidates.
4. Match candidates to the right roles
Integrating technology in the recruitment process can help assess a candidate’s skills and match them to a job role that fits their skills. Through an assessment process, the implementation of specific tests relevant to the role a company is hiring for can be useful in ranking applicants amongst other candidates that completed the same assignment based on attained results. This will not only save your staffing agency time but also make sure that you are hiring the right person for the job role.
5. Use automation
There is no denying the effectiveness of automation and its ability to generate efficiency. It helps take care of the mundane parts of the hiring process, such as data entry, screening candidates, follow-up emails, interview appointments, and onboarding.