Here at Talention, we have both staffing agencies and companies as customers and therefore know both sides of the coin. Agencies often contact us to find out what companies pay attention to when selecting a staffing agency. We have summarized here what we have received as feedback in these discussions.
It is often difficult for companies to find the right staffing agency and sign a contract with them.
The selection process usually begins with an internet search. The first step is to make a rough selection of different staffing agencies. At this point no contact is made. The necessary information is found out exclusively via the website.
How does the company proceed? From this rough selection of 15 service providers, for example, on average only four to six are shortlisted. It is only with these that the company makes contact and examines general conditions such as contracts, legal requirements, quality control, etc.
First the company looks at the recruiting process of the staffing agency on the website and wonders, can they recruit the desired target group? The product "Recruiting" plays a decisive role in the selection process.
We once asked companies which criteria they used to evaluate whether the "Recruiting" product met their requirements. At first glance, companies want to have the impression that the agency can find the right candidate at the right time.
It is important for staffing agencies to know exactly what companies are looking for when they make their choice. This is the only way you can make it into the shortlist and talk to the company.
1. Career page
Is the career page clearly laid out and appealing? Candidates simply have to find their way around the career page. For example, it makes sense to create different landing pages so that the company knows whether you have specialist expertise in the desired target group.
A landing page is a web page set up to address a specific target group. The landing page serves to show the candidate the job offers and information suitable for him or her. Here you can find out which essential components a successful career site needs.
2. Job advertisements
Are the job advertisements presented attractively? The job advertisement should not only consist of text, but also convince the candidate to apply. It is also important that the job advertisements are responsive. You can find out about the essential components for a successful job advertisement here.
It is important for companies to get replacements as quickly and cost-effectively as possible. Especially for service providers it is important that they have access to an extensive pool of interested parties / lead / talent pool. Is there a possibility on the career side for candidates to sign up for a talent pool/job subscription and thus be informed about suitable job offers? Is the database regularly maintained and updated?
4. Application process
Does the application process take place online? This is the only way to really analyse which optimizations need to be made in order to recruit even more successfully. The application form used must not deter candidates.
5. Data protection and privacy
Especially when dealing with applicant data in the online application process, it is important that data protection guidelines are followed and disclosed.
6. Modern extras
Candidates should be given an overview of the job offers they are interested in as soon as possible. In order to achieve this, a filter function, even better a so-called live search, is suitable. In this case, the candidate is already shown results while they are typing in their search.
Another important point for measuring the success of recruiting is the searchability on Google. Therefore, it is important that job advertisements are SEO-optimized. Job advertisements in PDF form cannot be found and therefore do not appear in Google.
Furthermore, it is interesting for companies to know whether the staffing agency uses multi-channel posting and which channels the recruiter uses to reach candidates.
As a service provider, you should therefore ensure that these points are met in order to be shortlisted for a company.
Check out our page "The Ultimate Guide to Recruitment Marketing for Staffing Agencies" to find further resources on the topic of staffing agencies.
Would you like to learn more about staffing agencies and how companies select them? We will gladly show you further best practice examples and concrete implementation in the Talention software. You can request a demo here and someone will get in touch with you shortly. Request a demo now.