| Hiring managers are in a tough position...many of you | | | | "speak the language" of the specific industry, |
| face time sensitive projects or short-term spikes in | | | | understand the differences between specialized |
| labor needs, while challenged with limited human | | | | certifications, and have the technical knowledge to |
| resources and even smaller department budgets. In | | | | present the right candidate for that particular client's |
| today's corporate environment, the pressure is on to | | | | project or department. Anything less could result in |
| increase productivity, while tightening the corporate belt. | | | | inadequate service, and could have lasting effects on |
| For many corporate managers, the answer to this | | | | those hiring managers responsible for selecting their |
| very real issue is to augment an internal department | | | | company's staffing partner. |
| with temporary professional staffing. | | | | Hiring managers have numerous staffing companies to |
| Wonderful, you've found the solution to your interim | | | | choose from, and many recruiting firms claim to have |
| labor needs - simply partner with a staffing firm who | | | | the expertise necessary to identify specialized talent, |
| will identify, qualify and vet a pool of candidates for | | | | but actually lack the industry experience or depth of |
| your project, and everything else will fall into place. | | | | knowledge necessary to truly assess the skill set of |
| However, hiring managers beware: not all staffing | | | | the temporary contractor. Therefore, when considering |
| companies are created equal, and selecting the wrong | | | | staffing partners, decision makers must assess the |
| staffing partner can have devastating effects on your | | | | strengths of the provider on the basis of several key |
| mission critical project, and perhaps even your career. | | | | areas, including: |
| The current labor market has increased the candidate | | | | - The company's depth of knowledge related to the |
| pool significantly, and as a result, hiring managers, and | | | | client's specific industry & project needs |
| their staffing partners have a significant talent pool to | | | | - Use of proprietary candidate sourcing tools & the |
| draw from, which places greater pressure on | | | | staffing company's ability to adapt to rapidly |
| recruiters to use their assessment skills to identify the | | | | changingsourcing methods - does the firm rely solely |
| right person for the project. Staffing companies that | | | | on traditional job boards, or use new social media |
| lack the subject matter expertise to properly assess | | | | tools? |
| candidate skill sets and qualifications can waste | | | | - The vendor's ability to quickly identify & qualify talent: |
| valuable time submitting unqualified candidates, resulting | | | | Can the staffing company generally provide a pool |
| in delay of your time sensitive project. | | | | ofqualified candidates within 4 hours of receiving a |
| When choosing a staffing company, decision makers | | | | client request? |
| must ensure that the staffing firm has the ability to | | | | |