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Seven Tips For Establishing an Effective Relationship With Your Staffing Firm


Increasingly, companies all across the country are turning to staffing firms to help them with their recruiting and hiring needs. What many companies don’t consider, however, is that the more effort you put into developing a close working relationship with your staffing company, the better your results will be. Below, we will discuss seven tips for developing the most effective relationship with your staffing firm:

Know their specialty. Most of the time, staffing firms specialize in particular areas, such as manufacturing, information technology, finance, and administrative recruiting. In order to have an effective relationship with your staffing firm, you must first know what they specialize in so that you can ensure they’re a good match for your organization. Consider asking your staffing company what their strengths are, what resources they use, and how well they know your industry.

Meet with your recruiter. Often, staffing firms will have a designated recruiter to work with a specific company. Your recruiter will be the point person for all of your staffing needs, so it’s important to establish a strong relationship built on mutual respect and trust. Invite your recruiter to visit your company. A face-to-face meeting is a good idea for a few reasons. First, rapport is often easier to establish in person than through email. Secondly, in order for your recruiter to truly understand your staffing needs, he or she must first understand your company and its culture. This will help ensure that you’re getting the best possible candidates for your needs.

Communicate your needs clearly. When you’re working with your staffing firm to fill an open position, make sure that you communicate your needs thoroughly. In fact, it’s often helpful to have a written job description to send to your recruiter. Make sure you include a position description and a list of all skills and qualifications needed for the role. Additionally, you should discuss a timeframe with your recruiter; do you need a candidate in a day, a week, or a month? How long do you anticipate needing the extra help? Being detailed up front helps prevent potential misunderstandings.

Give continuous feedback. Did you love the last temporary employee your staffing firm sent to work for you? Make sure you communicate that information to your recruiter. In fact, don’t just tell your recruiter you liked the employee; communicate what exactly about the candidate impressed you. Alternatively, if you were less than impressed with a temp from your staffing firm, tell them that too. Did the candidate lack good interpersonal skills? Was she late to work? Your recruiter needs continuous feedback– both good and bad– to fine-tune recruiting efforts and develop a more effective partnership with your company.

Speak up if things aren’t working out. Despite their best efforts, not every candidate your staffing firm sends to you is going to be the right fit for your organization. When this situation arises, be honest with your recruiter. Express your concerns in detail so that you can work together to devise a solution. Sometimes your recruiter might be able to counsel the employee to help improve his work performance. Other times, it might be necessary to find a replacement for the position.

Use available resources. Did you know that many staffing companies offer resources like computer training for employees? Take advantage of available resources by encouraging your employees to increase their on-the-job skills through these free training sessions.

Keep an open line of communication. It’s no secret that open communication is the key to any successful long-term relationship. The same is true for your relationship with your staffing company. Besides providing regular feedback about candidates, you should also express your organization’s goals and your personal expectations to your recruiter. Keep your recruiter in the loop if you need to update a job description, end an assignment early, or put a position on hold. The more information you communicate to your recruiter, the more effective your relationship will be.

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