Ten Steps for Choosing a Staffing or Recruiting Firm

Identifying a quality staffing firm can be confusing. There are thousands of firms from which to choose. There are small, specialized firms with one or two offices - and nationwide firms with offices in every state. Some specialize in certain skill sets, and others recruit in a variety of disciplines.

When you hire a recruiting firm, you are effectively relying on an "outsider" to recommend your company’s most important asset - its employees. So, investing time in the selection process is well worth it to develop a long-lasting staffing partnership that will save your company time and money.

1. Determine Your Staffing Needs
Before you can choose the best staffing firms for your searches, you need to outline your own needs. Are the positions temporary, temp-to-perm, or permanent? Do you need a firm that can work on simultaneous searches in many corporate offices around the country or one local position? Will you need an industry specialist or a generalist to work on your searches?

2. Shop and Compare Staffing Agencies
Whether you are hiring permanent or temporary employees, you should speak with several firms up front. Obtain fee estimates so that you can compare. Some firms will charge a retainer to work on your search (retained search firms), while others search free of charge and only bill you if you hire one of their candidates (contingency).

3. Recruitment Letter of Agreement
Ask for the firm’s Letter of Agreement if your company does not provide one to outside staffing vendors. Study the Agreement and make sure your company is comfortable with all the fees for services rendered. Read the small print. Ask questions.

4. Ask for References from Other Staffing Clients
A reputable staffing firm will gladly provide 2 to 3 references from current or past clients. You can call upon those references to see how the firm handled their searches.

5. Staffing and Recruiting Guarantees
Find out about the Firm’s guarantee policy. Make sure they offer a full refund for 90 days in case an employee quits or is terminated.

6. Chemistry with Your Recruiter
Since you will be relying on the dedication, knowledge, and diligence of your recruiter, make sure that you feel confident in their abilities. An easy working relationship with that recruiter will make the process more successful. Make sure that the individual is professional and knowledgeable and that he/she will represent your company’s open positions in the best light.

7. Experience Saves Time
Make sure that the firm and its recruiters have experience in the type of skill set you need. Ask about the professional background of your assigned recruiter. They should understand the nuances of a specific job and not just perform searches based upon key words. The more detailed you can be about a specific job, the better the odds of filling that job.

8. Recruiting Methods
Ask about recruiting methods. Determine if the firm uses additional methods to those used by your internal HR Department. You want to work with a firm that reaches out to candidates via many different types of methods.

9. Corporate Culture
No matter how talented a candidate is, they will never pass muster with a hiring manager if they do not fit into the culture of the company. If your recruiter cannot do an on-site visit, you should describe your corporate culture in detail. Try to share as much information as possible so that the recruiter can model some of their interview questions on cultural considerations.

10. Professional Associations
Make sure the firm is a member of important professional organizations. Do they network within Associations in a specific industry or skill?

By investing the time and effort to select the firms that best suit your needs now, you will fill your open positions more efficiently and effectively, and save time in the future.

Article by Clifford S. Yurman, President, Marketing Pro Resources, Inc.
Copyright ©2008 Clifford S. Yurman. All rights reserved. No part of this article may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, recording, scanning or otherwise, except as permitted under Sections 107 and 108 of the 1976 United States Copyright Act, without the prior written consent of Clifford S. Yurman. Once permission is received, article must appear in its entirety, unedited, including this paragraph and all preceding paragraphs. The copyright owner may be reached at: info@marketingproresources.com.