Recruiting New Talent? 3 Benefits of Using Temporary Agencies

In Staffing Solutions by adminburnetts

temporary agencies

Hiring the right candidate to fill a position in your company is vital for the continued productivity of your business. When bringing a new employee onboard, you need to be certain that he/she is qualified for the position, and more importantly, that the new employee is happy to be part of your company.

Most companies usually trust their HR department to handle the interviewing and hiring process. However, temporary agencies may be best suited to find the most qualified employee for your company. Especially for big companies, HR departments often have too much on their plate. In such a case, the company may hire staffing agencies to do recruitment for them and find a suitable employee.

You may also have a young company without an established HR department. By engaging employment agencies, you bridge the gap and ensure that your company operations will not be affected as you focus on hiring. Temporary agencies will take away the stress and inconvenience caused by the lengthy process of hiring. By taking over the staffing process and providing relevant staffing solutions, recruiting agencies help you focus on your main line of business.

Here are more benefits that a company gains from using temporary agencies.

1. Save on Time and Cost

Since job placement agencies’ main work is hiring and interviewing prospective employees, your company will not have to go through the tedious process. It can take hours of interviewing dozens of candidates to fill one position. If your company decides to do the interviewing, it costs you more time away from the main business, and which reduces the general productivity of your company.

Additionally, your company may not have the resources to confirm crucial details such as applicant’s criminal records and authenticity of their academic certificates. Staffing agencies have access to official platforms that can be used to verify the information. Mostly, these platforms are subscription-based, and your company would have to pay to have access. Instead of paying for a subscription that you will use just for the hiring period, it makes much more financial sense to have an employment agency do it.

2. Temporary Agencies Have a More Established Network

The average job agency has a wider audience than your HR department. More specifically, the agencies command a network of serious professionals seeking job opportunities. Advertising publicly through your HR department will attract hundreds of eager applicants who might be unqualified but apply just for the sake of it. Even if your company is legally required to advertise job openings publicly, it is best that you have a recruiting agency do it for you.

Candidates applying through an agency are likely to have more potential, as they are aware of the intense interviewing process the agencies conduct. If hired, these are the employees who will stick with your company for longer. This is a welcome addition given that 57% of organizations cite employee retention rates as a major problem.

3. Help Training a New Employee

Some recruitment companies go the extra mile and train the new employees to enhance their productivity. As the job agency is aware of the line of work your business is involved in, it is easy for them to train an employee before dispatching him/her to work for your company. It will be much easier to onboard a trained employee into your company’s operations. The new employee will blend in quicker and start contributing to your company almost instantly. The downtime involved when making the transition between an old and a new employee will dramatically reduce, and your company will enjoy sustained productivity even in the face of talent switching.

Temporary agencies are a good fit for small to medium-size companies that may not have a dedicated HR department. They also work magic for the big companies that are often too busy to divert resources and time into hiring new employees. Some of these companies have hundreds of employees and may need to fill positions more often as employees quit or transition to other levels.