Please ensure Javascript is enabled for purposes of website accessibility

Does Your Staffing Agency Reach Active and Passive Job-Seekers


In February 2017, the Society of Human Resource Management’s Roy Maurer predicted the importance of data-based decision-making in recruitment, especially in terms of giving an organization a bigger competitive advantage. This means new uses for data analytics tools, not just enhancing data’s existing uses. He cites this insight from Jon Bischke, CEO of Entelo, “Not only will they know for certain which sources lead to new hires, they’ll also be able to identify and surface ideal talent profiles, and automatically seek out both active and passive job seekers who fit the mold. They will have a clearer picture of the talent population that exists and will be able to focus their efforts on the candidates who are the most receptive to new opportunities.”

The Background of the Matter

At Boutique Recruiting, we are an employer of record for many professionals, which means that our success rests on workers fitting well within their placement and meeting the client’s expectations. We considered what the future of predictive analytics means for helping businesses find the best talent under various arrangements (i.e. temp work, temp-to-hire, and contract work). Because we’re all about being a flexible business solution for employers and for helping candidates match with the right organizations, we came up with some tough questions like these:

+ What is each of our client companies doing to reach both active and passive job seekers who are good fits for their job openings? We have different tools at our disposal to source a mix of candidates for each position. When we are not getting the candidates that we want through one approach, we change it up to ensure that a company sources better talent. We also follow up with standard hiring practices, such as checking references and reviewing the results of background and security checks which may be outsourced, especially so our clients won’t hire candidates with high-risk factors.

+ How can we use our recruitment tools to help companies do this better? We take predictive models that work for one client and use them for another company if needed. We keep our focus on using the best practices in the recruitment industry for the benefit of employers and workers.

Key Connections Between Data Analytics Tools and Recruitment Systems

We want our clients to get the top talent. What’s more, if our clients rely on our access to the data analytics tools that interface with their online and mobile application systems, are we leveraging them in the newest ways? In some cases, we take our recruitment applications and tweak them to fit a client company’s specific talent needs. This could look like introducing new or different features to an application and/or finding new sources of recruits. We realize that we can serve companies better by ensuring that they try these models in appropriate ways.

The Future Looks Different

We agree with Maurer that our competitive advantage will come from more successful matching between employers and candidates. We can see this in measurements such as how long employees stay in their placements and what percentage of a client company’s positions for which we’re hiring are unfilled at any point in time. We want to help your company reduce the time it takes to fill different kinds of jobs (i.e. contract or temp) and have candidates stay longer and become more effective at their jobs. While your company cannot employ every talented worker for years because business conditions change, we want you to have them for the period of time that they’re needed. Then, we will place them in new assignments where they will also thrive. Please contact us for more information.