If you own a staffing agency, you are a combination of a successful diplomat and a gifted school counselor.
Staffing is the action of placing people within employed positions; typically, positions that require an advanced degree of qualification and competence. As the agency owner, you are responsible for the outcomes of placement…to a certain degree.
This translates to the need for your agency to be equipped with the best tools to assess the viability of job candidates. In this article, we’ll discuss the ways in which you can create job candidate assessments, provide for your clients, add tech tools for efficiency, and employ targeted marketing strategies, all of which will lead to the best structure for building a great agency. Let’s get started.
Step 1: Inform the Structure of Your Agency
One of the essential tools of building a great agency is structure; without it, the agency may not thrive. Constructing a business plan such as this staffing agency business plan pdf will provide the foundation needed to grow a strong business.
Include in your plan the mission and objectives for your agency, along with the demographics of your customers. Add information regarding competition in your geographical region and any additional information about their unique offers that may threaten your services.
Chart financial forecasts and add the marketing strategies to be used over the first year of the business. Include an operational chart to define staff member positions. Add other information, as is appropriate for your agency.
Step 2: Consider the Needs and Wants of Agency Clients
Before supplying your clients with any job candidates, you’ll want to build an informational database of employment requirements, candidate employment records, education, and ancillary data. To do so, use a human resources software program such as FreshWorks HRMS or Manatal.
Apply customer relationship management (CRM) software to enter the details of your clients and their needs and wants in both general categories and job-specific categories. Entering every item of detail will ensure the best outcomes, even if the wants or needs of the client appear to be trivial; the client will note whether or not those items or candidate attributes are of importance to your agency.
Step 3: Interview And Assess Job Candidates
Employment positions that require a high degree of proficiency in any field require a vetting interview with each candidate. Your role will be to closely align the qualifications of each candidate with the requirements of the position in question.
In addition to noting any needs and wants of your client, you will also want to consider the needs and wants of the job candidates, as they will certainly include those in any pre-employment conversations with the employer. Gather all data and include it in the client file, as well as the job candidate file.
Step 4: Present The Best Candidates For Consideration
Present the job candidates via phone or in person; however, do so by including all relevant information you’ve gathered through phone conversations, employment history records, education verification, and other documents. Arrange for a follow-up appointment to discuss the next steps with candidates of interest.
Step 5: Negotiate The Employment Contract
In most states, the role of the staffing agency will be limited in certain areas when the employment contract is negotiated. For example, you may not be able to represent the candidate outside of the first six months of employment. It is likely the agency will receive a predetermined payment based on the total salary package; if not, this is the time to discuss your remuneration for placing the candidate.
Step 6: Employ Targeted Marketing Strategies
Depending on the rate of job growth, the health of the economy, the financial status of tech companies, and other factors, you’ll have a wide pool of job candidates from which to pull, or you may have only a few.
The same is true of employer clients: you may have several during healthy business seasons, or during a down economy, there may be fewer clients looking to hire. For this reason, you’ll want to employ targeted marketing strategies to reach and retain both, no matter which season of business it may be.
Target job candidates by using resources such as LinkedIn and Instagram. Invite potential candidates to forums on popular topics within their industry sector. Use casual gatherings to introduce employer clients to potential job candidates, along with staff members. Advocating for both employer clients and job candidates will create relationships with both that last beyond one placement or one interview.
Use the agency website to highlight employer and candidate testimonials of the agency’s proficiency and service to the industries represented. Create a blog that reaches job candidates with announcements of job fairs, open positions available and other points of high interest for job seekers. Finally, use social media to produce short reels that invite potential job seekers to join the winning circle within your staffing agency.
As the owner of a staffing agency, your talents and capabilities go far, far beyond that of a successful diplomat and a gifted school counselor in the real world of staffing. You will, however, be trusted as a friend and confidante by employing these talents.
Relationships that are built on trust will result in the best employer-client business together and satisfying job candidate placements for the same reasons.
A great staffing agency will be equipped with the best tools to assess the viability of job candidates, create assessments, provide clients with stellar candidates, and add tech tools for efficiency in all areas. Following the steps provided in this article will take you and your staffing agency directly there.