The five major benefits of hiring an Engineering Staffing Agency
Staffing agencies often play a critical role in any organization. Many companies will hire a recruitment agency so that they do not have to deal with hundreds of applications. In current times, there are more and more candidates applying for the same role and companies do not have the time to sift through a high volume of applications. Consequently, they hire a staffing agency to take care of this process and develop candidate talent pools into a manageable level. Business owners and executives do not have the time and in many cases, do not have the skills to find the perfect candidates, so outsourcing to a recruitment agency may be the best solution. Staffing agencies should supply companies with a recruitment process that will suit clients’ needs with the end goal of reducing the time to source, interview and hire the perfect candidate(s). As an Engineering Staffing Agency, TRS Staffing Solutions specialises in the sourcing of professionals, engineers and technical personnel. We specialise in Oil and Gas, Chemicals, Power and Renewable Energy, Infrastructure, Construction, Mining, Manufacturing, Automotive, Rail, Life Sciences and IT / Technology roles.
Many commentators in the recruitment industry have long been forecasting the decline of agencies, due to the growing competition from job boards, internal recruitment teams and social networking. However, the recruitment industry does continue to grow and is expected to ramp up projects in the future. Staffing agencies have a deeper relationship and understanding with the talent community clients are targeting to reach than internal recruiters. Staffing agencies offers an advantage to candidates as they are unbiased in negotiations for salary and benefits. It’s this deep level of relationship that unlocks hard to reach quality talent that is locked away from the casual enquirer.
The 5 major benefits
1) Experienced Recruitment Consultants
Hiring managers, internal employment specialists or recruitment managers may require a lengthy recruiting period to find qualified employees. Staffing agencies provide services that should significantly reduce the time an internal team would take and at a lower comparable cost. Staffing agency consultants generally have a high level of expertise relating to job knowledge, employment trends and recruitment practices by virtue of dealing with a diverse range of customer requirements. The best consultants will have their finger on the pulse of the industry and can give the hiring team insight into what is currently happening in the market. They should know the best available talent, how to reach out to them, salary rates, career expectations, available skill-sets and current hiring complexities. Additionally, many consultants are highly productive as their remuneration is linked to their ability to meet customer requirements in the shortest possible timeframe.
The long term benefits of hiring a staffing agency can significantly improve time management and budgets in your company.
Calculating how valuable the employee is to your business can put the cost of hiring a candidate through the recruitment agency into perspective. As staffing agencies manage the entire employment process, they also relieve employers of costs related to pre-employment testing, background investigations and drug screening. In addition, employers save money in areas such as payroll processing and benefits administration. Smaller employers find that they can rely on staffing agencies to provide them with qualified employees at remarkable savings.
A staffing agency can offer an employer a lower cost base when recruiting a volume of temporary and / or contingent employees. The employer’s HR department often expands (adds more internal recruiters) as their business grows, requiring additional temporary and/or permanent employees and internal labour cost rises as a result. However, the cost of using a staffing agency to find temporary or permanent staff will not rise as fast because temporary rates or permanent fees (for each candidate hired) will be less than the cost of taking on one or more internal recruiters. Furthermore, when an employer’s business contract is due to fall in demand, the employer will still be paying for their internal recruitment department. It may be difficult for them to reduce headcount and they may incur high redundancy costs.
Staffing agencies have a larger network of candidates than employers do. Employers looking to hire seasonal workers, for example, would need to advertise job openings; interview candidates and process new hire documentation for a relatively short period of employment. Staffing agencies, on the other hand, will have established relationships with workers they’ve already identified as dependable, reliable and conscientious and who can fill a vacancy in a matter of days. The network that staffing agencies maintain is a broad one from which they can tap potential employees who can fill any position an employer might have or anticipate. Agencies have many networks. Each consultant and their network of contacts (clients and candidates, etc.) provide a potential to leverage them; helping the employer connect to a large number of diverse people with a range of skills and experiences (many of whom would not be visible to the internal team).
4) Candidate sourcing
Employers that engage the services of staffing agencies for temporary employees receive an opportunity to observe employee performance, qualifications and work habits over a trial period (before offering the temporary worker a permanent job). This process reduces ‘new hire’ turnover as the temporary trial period is used to evaluate performance. Using staffing agencies in this way can result in significant savings in employment costs, for example investment in time, training and supporting needs.
Using a recruitment agency saves time. The hiring process can be very time consuming especially the initial stages of sorting through applications. With so many people applying for the same position, it is understandable for an employer to want to avoid this part of the process. Agencies often have an already defend set of candidates to approach.
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