The US economy is recovering. The staffing industry has been one of the driving forces responsible for this recovery. There have been numerous surveys and research efforts to measure the growth of the staffing industry and assess some of the hiring trends. Based on the results of this research, it is possible to identify some prominent ways in which the staffing industry is contributing to the recovery of the economy:
Recruitment firms are ahead in the war of talent
Most of the surveys conclude that there is a skill gap with available candidates and this gap becomes most evident among IT workers. Companies’ HR professionals often find it difficult to find candidates with the desired IT skills or experience. There have been recurring cases where companies are forced to hire candidates with lesser experience and skills and then train them to match the needs of a position. Replacement staffing is also another challenging area for many businesses.
Recruitment companies provide better access to talent
Employment firms have better access to talent. Almost 80 per cent of survey respondents rated staffing firms as either an extremely useful or useful as a tool for finding candidates. Businesses understand that classified ads are just not enough to tap the right IT professionals. Recruiters need to be innovative in their search for the right candidate. They have to use a combined strategy including social media networking, online searching, job boards and referrals to create a pool of pre-screened talent. Employment firms also need to maintain a list of passive talent. This enables them to provide rapid access to a highly skilled and diverse pool of talent thereby making it easier for businesses to hire the right candidate faster.
The present economic condition provides a green pasture for the growth of Information Technology staffing agencies. But they need to capitalize on certain trends and ideas for their growth:
How can an employment company capitalize on the economic recovery for its growth?
Understand your customers’ needs: Although the economic condition is favorable for a staffing agency, not everyone can succeed in this industry. An employment firm needs to know its clients well. Recruiters must be able to look at client’s workforce and work culture and find a candidate that not only suits the technical need but is also compatible with other workers and their work environment. A staffing firm should take a close look at a client’s requirements and hiring scope to identify opportunities for strategic staffing options.
Be proactive with your search: Every recruitment agency tries to find the best candidate for a job order. How are you different? Try to provide extra service for your clients that will prove your competency and dedication in finding IT candidates. For example, you can do a free background verification of the candidate and share that result with the client.
Show your work: If you have been able to recruit a candidate for a client and have received positive feedback from them, do not hesitate to share that on your corporate website and marketing collateral.
Recruitment firms are ahead in the war of talent
Most of the surveys conclude that there is a skill gap with available candidates and this gap becomes most evident among IT workers. Companies’ HR professionals often find it difficult to find candidates with the desired IT skills or experience. There have been recurring cases where companies are forced to hire candidates with lesser experience and skills and then train them to match the needs of a position. Replacement staffing is also another challenging area for many businesses.
Recruitment companies provide better access to talent
Employment firms have better access to talent. Almost 80 per cent of survey respondents rated staffing firms as either an extremely useful or useful as a tool for finding candidates. Businesses understand that classified ads are just not enough to tap the right IT professionals. Recruiters need to be innovative in their search for the right candidate. They have to use a combined strategy including social media networking, online searching, job boards and referrals to create a pool of pre-screened talent. Employment firms also need to maintain a list of passive talent. This enables them to provide rapid access to a highly skilled and diverse pool of talent thereby making it easier for businesses to hire the right candidate faster.
The present economic condition provides a green pasture for the growth of Information Technology staffing agencies. But they need to capitalize on certain trends and ideas for their growth:
How can an employment company capitalize on the economic recovery for its growth?
Understand your customers’ needs: Although the economic condition is favorable for a staffing agency, not everyone can succeed in this industry. An employment firm needs to know its clients well. Recruiters must be able to look at client’s workforce and work culture and find a candidate that not only suits the technical need but is also compatible with other workers and their work environment. A staffing firm should take a close look at a client’s requirements and hiring scope to identify opportunities for strategic staffing options.
Be proactive with your search: Every recruitment agency tries to find the best candidate for a job order. How are you different? Try to provide extra service for your clients that will prove your competency and dedication in finding IT candidates. For example, you can do a free background verification of the candidate and share that result with the client.
Show your work: If you have been able to recruit a candidate for a client and have received positive feedback from them, do not hesitate to share that on your corporate website and marketing collateral.
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