Robert Half International: Are you hiring? Here’s how to work with an employment agency


Does your business need short-term help during a peak period? Are you short of staff and need a permanent employee? Are you looking for people to work in your office or to work from home?

Talent management solutions come in all sizes: contract, seasonal, permanent, contract to permanent, project-based, remote, on-site, one employee, an entire team – the best hiring strategy can be as unique as the needs of each business. A top-notch employment agency prioritizes these needs.

They also give you quick access to highly trained professionals that you might not find on your own. And they do the heavy lifting with hiring, alleviating your workload – and stress load – and providing the peace of mind that no details about the new hire will slip through the cracks and no of your important projects will only be delayed while you sift through resumes.

So how do employment agencies work – and how can you work with them more effectively? Here are five tips to optimize your experience:

1. Hire a specialized employment agency

When outsourcing the hiring process to recruiting professionals, make sure the agency specializes in the type of staff you need, whether for accounting, marketing, or other roles. of your company. Non-specialist or generalist companies work with a wide variety of candidates. This makes it harder and longer to find someone with the exact skills and qualifications you need than if you were working with a company focused on your field – and who probably already knows at least a few candidates who could be successful in your field. Vacancy.

In addition, companies specializing in talent management solutions have a better idea of ​​the candidate market in your industry and can effectively assess candidate experience and skills. Getting a good match the first time saves you time and money.

Robert Half has supported companies in their recruitments since 1948. Let us help you.


2. Communication is the key

Try speaking directly to a hiring manager rather than communicating only by email. They’ll ask you questions about your hiring needs and how long you’ll need extra help, whether it’s for a week or for a permanent position.

Make sure you create a job description that completely describes the job responsibilities so that your agency knows what skills the candidate should have. Your recruiter can help, and we’ve put together a plan to create a job description that can streamline the process.

Also mention any policies your business follows, such as dress code, remote working, working hours – including how you handle overtime – and breaks. These details help your representative get a sense of your corporate culture and the type of professional who is likely to be successful in your business. When you feel that you have clearly defined your needs, the recruiter immediately launches the search.

From there, the employment agency will post your job posting, review resumes, conduct initial assessments of applicants over the phone, negotiate salary and benefits based on your parameters, perform background checks , etc. All you need to do is conduct the in-person or video interviews and pick your best candidate.

3. Get ready, get set …

A good recruiter doesn’t stop when you hire. Agencies like Robert Half can help you with your onboarding checklist so that your office and teams are ready to welcome your newcomer, whether permanent or contract. Simple tips include making sure space, equipment, email, and other basics are ready before the employee’s first day. But there is more you can do to help new people feel like part of the team from the start:

  • Ensure a smooth start by providing guidance, even for contract workers. Make all appropriate team introductions and designate a contact person for any questions that may arise.

  • Be inclusive and encourage team bonding by inviting the new worker to staff functions such as lunches, team meetings, and other group discussions. This is especially important for remote employees, who can participate by video conference.

  • Communicate with your new staff members, as well as those with whom they interact, to assess how they fit into the team. While contract workers have the skills for the job, it’s also important to adapt well to your corporate culture.

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4. Follow-up with the employment agency

Providing feedback on the new worker to your Talent Solutions Representative assists you and the recruiter in any future talent searches. Immediately notify the agency if there is a problem and let the recruiter know the specific aspects of the individual’s performance that stood out, positively or not.

5. Weigh the costs against the costs

For you, the client, there are costs associated with using an employment agency, but the overall cost is usually a net savings for you if you choose the right company, especially in the long run. Finding qualified and knowledgeable employees can be complicated and time consuming, so you save time, money and potential frustration by outsourcing this process to recruiting experts.

In addition, the most reputable employment agencies are likely to offer a satisfaction guarantee. So if you are not happy with the worker, the company will find a replacement. And if you build a relationship with the agency, not only does your savings add up over time, but you also have a trusted solution that you can trust when hiring.

Now that you can answer the question of how employment agencies work, be sure to communicate your goals and needs to recruiters every step of the way. This will put you in the best position to maximize your working relationship with them.


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