Posts tagged "hiring strategy"

Staffing Agency Role in Helping Small Businesses Find Big Talent

The need for staffing is constant and regular due to many reasons. Sometimes employees quit and pursue other opportunities. Your business may expand and necessitates that you increase the number of staff or new roles may arise, and you need a new set of skills. Whichever the case, ultimately you will have to figure out how and where to get the new staff; that is where a staffing agency comes in handy.

You may opt to post the vacancy in the right places and specify the qualifications you need. But it’s always safest and more convenient to liaise with a staffing agency to find the big talent. Here’s how.

Partnership with a staffing agency

In small businesses, there’s a tendency for both the owner and the employed staff to take on multiple roles. This leads to a situation where they are all ready to take up new challenges, thus creating a self-sufficient kind of environment.  During peak season, when the volume of work scales up, burnouts are inevitable, resulting in a large number of sick leaves and requests for vacations afterward.

Often, you and your staff may not be well qualified for all the many roles you’re playing. It becomes hectic and gruesome to look for new staff when a new position that requires an unfamiliar set of skills arises. Team up with a staffing agency help you hire the right number of qualified staff who can perform well within your ability to pay. They are experts at hiring and can provide invaluable advice and recommendation.

Ease flow with the market trends

The constant change in the market also changes the expectations of job seekers. As a small business, hiring is done rarely and you may stay long before bringing in new people. As a result, you focus on the company and are unable to keep up with the job-seeking and hiring market. It is in this regard that the recruitment firms cover you. Their knowledge on the best screening techniques and the right keywords will get you the right staff when you need them and save you the need to keep up with the seeker market.

Access to a wider network

In the vast global market, small businesses are but a speck of the bigger picture. You know several people and contacts within your local business community and LinkedIn. They are majorly the ones from whom you source ideas, network, brainstorm and get employee recommendation. While this is good, it limits you from the advantages that come with an outsider staff, a more extensive network and the growth that comes with unusual challenges.

Through a staffing agency, you can expend your network. You will source ideas, talents, and skills from a global community in a much more reliable way and have better access to exceptional candidates.

Streamlined hiring process

Staffing agencies understand the job details, write a better job description, specify the qualifications needed, post it in the right places, screen the candidates and carry out the job interview for you. This gets staff on board sooner and at a cheaper cost.

A staffing agency is every recruiter’s most needed companion. Contact StaffAugmentation to get started today!

4 Ways to Win Over Passive Candidates.

Statistics according to Linkedin’s hiring, shows that the percentage of people seeking new jobs actively is only 30%. This implies that a bigger percentage of 70 LinkedIn users are just passive. It, therefore, takes more than just posting a job ad to capture their attention.

These passive candidates need to be shown by you that you have exhausted your research. They need to know that at your company, their life will actually be better without doubts. This can only be achieved within the hiring processes period by simply adjusting on your approach.

There are several factors to achieve this with variance from one person to another. Caption passive candidates attention is more of an art than science.

The main fundamentals which apply to assist you to increase your chances in standing out amongst competitors are discussed down below:

  • Strengthen your employer brand by use of videos.

Working towards attracting these candidates is solely dependent on your ability to strengthen the brand of your employers. Everything discussed in this article will only be effective if you are able to make your employer brand resonate with whatever these candidates are looking for. Is this upcoming opportunity worth risking my current role? This is the question asked by every passive candidate. The brand of your employer should be able to give this question a positive response which is only possible and effective by using a video. The videos are useful in that they will be able to grab their attention without the struggle. It is, therefore, necessary to adapt to using videos as a tool of showing candidates the daily adorable life within your company. The video helps in featuring your employees as they talk about reasons why they joined the company and the most adorable aspects they love about their jobs.

  • Be in a position to offer what they can’t get in their current role.

Trust me, passive candidates are 100% unlikely to run from their current role to unknown place with a similar position. The only way your opportunity will attract their attention is by being unique. It is high time you do a thorough research when you find a candidate with excellent skills. Be a detective and find out about the limitations within their current role, such as underpayment, poor environment, limited growth, and opportunities, among others.

  • Invest time in genuine personalization.

Cookie-cutters do a great job but have failed in engaging these candidates. Assume that you are them, will you drop whatever you are doing to respond to a message which seems like it has been sent to a hundred more people? No. the only way to show people that you care is by personalizing messages since it shows that you’ve actually taken your time to research them. This with no doubts will definitely increase the rate of responses.

  • For convenience, use videos to interview.

Time has become a major factor these days and convincing these candidates to create time and attend the interview is a very big challenge. Only 1% of these passive candidates are willing to make that kind of sacrifice in reality. Use videos to make your hiring processes convenient for them from them.













Sell your New Developer Hiring Strategy to Managers

As a recruiter, you need to stay on top of your game to find strong candidates and attract good applications. Remaining loyal to a set of techniques is not effective on the long-term and also kind of dull. So you decide to release your inner creative demon and come up with an amazing new strategy that could innovate how you attract talent. But before you can actually use it, you need to get the OK from your C-Suite.

When preparing your presentation, it is helpful to pay attention to three main aspects in order to have a successful first pitch.

No. 1 Build your presentation in a progressive manner that will strike their concerns

Managers who are not closely connected with the tech team cannot totally empathize with the pain of being understaffed. Therefore, you need to make them understand how this has an impact on the business.

Therefore, make sure to clearly outline what makes your idea a great one in their business context and how valuable it is. Speak their language!

For example, the vice-president of Marketing does not employ developers in his team so he can’t fully grasp their role. However, when the marketing team needs to develop some software to use in campaigns, they will need to come to the developers hired by you. Here is your cue to paint them a picture of the developer hiring process and its importance. Show them how your strategy is important to them, not to you.

No. 2. Key Performance Indicators should be your best friends

Numbers tell great stories. This is why you need to be able to explain to your C-suite, in numbers, how you will assess the effectiveness of your strategy. During your presentation, you should deliver some expected numbers and results.

If, for instance, you plan to use salary ranges in your job advertisements, talk to them about the increased traffic this change would bring. More traffic means more applications to sort through. Be ready to explain to them how you’re planning to check whether this change will positively impact recruitment.

No. 3 Listen to their opinions and use them

Listening to feedback is a power tool. But not just polite nodding while you stick to your idea, but actual active listening. Even if you have a strong strategy in place, more ideas can lead to even better plans. Not to mention that your relationship with executives will grow stronger.

It doesn’t mean that you need to accept all their ideas. Be brave and out-spoken when their pitch isn’t good for your initiative and they will respect you more. Make this presentation a conversation instead of a one-man speech looking for applause in the end. Whatever you do, always place yourself in a position that shows you have the company’s best interests at heart.