Eddy’s HR Mavericks Encyclopedia
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Staffing
Deciding on the right recruiting approach can be challenging for any HR department and company. In many instances we simply don’t have the time to invest in a traditional recruiting approach. That’s where staffing and staffing firms come in.
What Is Staffing?
Staffing is generally known as an outsourced recruiting firm. These companies will provide candidates and employees to your company either on a direct-hire (the employee is your employee from day one), a contract-to-hire (the employee belongs to the staffing firm for a set period of time then converts to your employee), or a temporary (the employee always belongs to the staffing firm) basis.
Staffing Versus Recruiting: What Are The Differences?
There are some stark differences in staffing and recruiting. It’s important to remember that there are great things and also negative things when you use staffing firms to fill your needs. You will need to look at your business goals to determine what is the best approach for your individual situation.
When To Use Staffing
Deciding to move forward with a staffing firm can be a tremendous help to smaller HR teams. There are multiple factors that can go into deciding to use a staffing firm. We’ve detailed three of these factors below.
- High volume. If you have a role that needs a high number of candidates, staffing firms can help you attract and hire vast numbers of candidates in a timely manner.
- Time. If you are a smaller HR department, chances are you don’t have a full-time recruiter and recruitment is just one of the many hats that you wear. Staffing firms can fill that need for you.
- Highly specialized fields. If you have a role that requires a very specific skillset, it may fit your need to use a staffing firm. They often have lists of resumes of some of the top people in an industry and can be a great resource to use when targeting a specific skillset.
When To Use Recruiting
Staffing isn’t right for everybody. An in-house recruiter or team can ensure that you retain control over your hiring process, but it can also be time consuming.
- Personal touch. When you want to offer your candidates a true personal touch to your recruiting practice, nothing beats an in-house recruiter.
- Control. When you have a need to retain the majority of control over your hiring process and candidates, recruiting is much easier to use due to keeping everything in house.
- Highly specialized fields. Yes, this criteria is in both staffing and recruiting because of the exact same reason. Your team knows the position and role best. Whether to go with a staffing company or in-house recruiting really just depends on how much time you want to have your team dedicate to filling the particular role.
How To Select and Start Working With a Staffing Agency
Finding a staffing firm to work with doesn’t have to be a complicated or painstaking decision. But it is an important one.
Step 1: Define Your Position
When you first contact a staffing firm that you want to work with, the first question they are going to ask you will be something along the lines of, “Tell me about the position.” You will need to know details such as the rate of pay, type of position (direct-hire, contract-to-hire, or temporary), how quickly you are looking to fill the role and a general idea of job duties.
Step 2: Get Quotes From Different Staffing Firms
Staffing firms will generally charge a percentage of the base salary of the candidate for their services. You should have multiple conversations with different firms and know what they will guarantee and what their commission percentage is.
Step 3: Refine Your Approach
If you are working with a good staffing firm, they will ask for your feedback on the candidates that they have been sending over. Be prepared to offer candid and honest feedback to ensure that your business needs are being met so that you can hire the correct person for the role.
The Disadvantages of Using Staffing to Fill a Role
While staffing is a convenient approach to fill roles, there are some major drawbacks that you need to be aware of.
- Cost. Staffing firms generally charge a percentage of the employee’s base salary to cover their costs in attracting talent on behalf of your organization. Be prepared to pay when using a staffing firm.
- Loss of control. Essentially, you lose your ability to control the types of candidates that you are interviewing when you use a staffing firm to find these candidates for you.
- Lack of transparency. Staffing firms will often withhold information, such as the company name, the actual position or other important details from candidates when first speaking with them. This can create confusion with the candidates. There are also times where they will withhold information from you as the HR team. There will be times that you don’t know anything about a candidate until they walk in the door for an interview.
Topics
Nick Staley
Nick is a certified HR professional holding an SPHR and SHRM-CP. Nick has built HR teams from the ground up as well as worked for big corporations. Nick enjoys consulting and training those who are just getting started in HR. When not working, he enjoys spending time with his family.
Frequently asked questions
Other Related Terms
Eddy’s HR Mavericks Encyclopedia
Staffing
Deciding on the right recruiting approach can be challenging for any HR department and company. In many instances we simply don’t have the time to invest in a traditional recruiting approach. That’s where staffing and staffing firms come in.
What Is Staffing?
Staffing is generally known as an outsourced recruiting firm. These companies will provide candidates and employees to your company either on a direct-hire (the employee is your employee from day one), a contract-to-hire (the employee belongs to the staffing firm for a set period of time then converts to your employee), or a temporary (the employee always belongs to the staffing firm) basis.
Staffing Versus Recruiting: What Are The Differences?
There are some stark differences in staffing and recruiting. It’s important to remember that there are great things and also negative things when you use staffing firms to fill your needs. You will need to look at your business goals to determine what is the best approach for your individual situation.
When To Use Staffing
Deciding to move forward with a staffing firm can be a tremendous help to smaller HR teams. There are multiple factors that can go into deciding to use a staffing firm. We’ve detailed three of these factors below.
- High volume. If you have a role that needs a high number of candidates, staffing firms can help you attract and hire vast numbers of candidates in a timely manner.
- Time. If you are a smaller HR department, chances are you don’t have a full-time recruiter and recruitment is just one of the many hats that you wear. Staffing firms can fill that need for you.
- Highly specialized fields. If you have a role that requires a very specific skillset, it may fit your need to use a staffing firm. They often have lists of resumes of some of the top people in an industry and can be a great resource to use when targeting a specific skillset.
When To Use Recruiting
Staffing isn’t right for everybody. An in-house recruiter or team can ensure that you retain control over your hiring process, but it can also be time consuming.
- Personal touch. When you want to offer your candidates a true personal touch to your recruiting practice, nothing beats an in-house recruiter.
- Control. When you have a need to retain the majority of control over your hiring process and candidates, recruiting is much easier to use due to keeping everything in house.
- Highly specialized fields. Yes, this criteria is in both staffing and recruiting because of the exact same reason. Your team knows the position and role best. Whether to go with a staffing company or in-house recruiting really just depends on how much time you want to have your team dedicate to filling the particular role.
How To Select and Start Working With a Staffing Agency
Finding a staffing firm to work with doesn’t have to be a complicated or painstaking decision. But it is an important one.
Step 1: Define Your Position
When you first contact a staffing firm that you want to work with, the first question they are going to ask you will be something along the lines of, “Tell me about the position.” You will need to know details such as the rate of pay, type of position (direct-hire, contract-to-hire, or temporary), how quickly you are looking to fill the role and a general idea of job duties.
Step 2: Get Quotes From Different Staffing Firms
Staffing firms will generally charge a percentage of the base salary of the candidate for their services. You should have multiple conversations with different firms and know what they will guarantee and what their commission percentage is.
Step 3: Refine Your Approach
If you are working with a good staffing firm, they will ask for your feedback on the candidates that they have been sending over. Be prepared to offer candid and honest feedback to ensure that your business needs are being met so that you can hire the correct person for the role.
The Disadvantages of Using Staffing to Fill a Role
While staffing is a convenient approach to fill roles, there are some major drawbacks that you need to be aware of.
- Cost. Staffing firms generally charge a percentage of the employee’s base salary to cover their costs in attracting talent on behalf of your organization. Be prepared to pay when using a staffing firm.
- Loss of control. Essentially, you lose your ability to control the types of candidates that you are interviewing when you use a staffing firm to find these candidates for you.
- Lack of transparency. Staffing firms will often withhold information, such as the company name, the actual position or other important details from candidates when first speaking with them. This can create confusion with the candidates. There are also times where they will withhold information from you as the HR team. There will be times that you don’t know anything about a candidate until they walk in the door for an interview.
Topics
Nick Staley
Nick is a certified HR professional holding an SPHR and SHRM-CP. Nick has built HR teams from the ground up as well as worked for big corporations. Nick enjoys consulting and training those who are just getting started in HR. When not working, he enjoys spending time with his family.
Frequently asked questions
Other Related Terms
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