Regardless of the industry, recruiters are always working to build their pipelines - particularly those who work in supplemental staffing agencies. Typically, these individuals have clients that will expect the temporary firms they partner with to have people ready to go at a moment's notice whenever they communicate a need. Given that there is so much competition in the world of short-term staffing, the primary focus of any agency is to provide value by always coming through for clients.
The better staffing firms are at achieving this goal, the more staffing opportunities will come their way which leads to greater bottom line revenue generation. As such, the goal of any manufacturing, technical or engineering recruiter is to be proactive in their sourcing efforts as opposed to reactive. Recruiting candidates who have certain skills when the need isn't readily apparent will be beneficial once an opportunity opens up that aligns with their area of expertise and the recruiter already has this person fully vetted and ready to be sent out on an assignment.
How to establish a strong candidate pool
With more companies looking to add to their payrolls, recruiters across multiple business sectors are hard at work trying to identify and secure talent for their business partners. However, the harsh reality is that these efforts should've been undertaken long before these needs ever arose.
Certainly, the Great Recession was challenging for supplemental staffing agencies everywhere. However, at the first sign of recovery, recruiting efforts should've been doubled in order to be adequately prepared for an influx of client needs.
Building candidate pools isn't a difficult practice, but it does require a consistently aggressive approach. Recruiting Trends offered a number of helpful suggestions for staffing professionals to build up their candidate rosters even if the business is slow.
One of the best pieces of advice offered by the website is to become familiar with the local market. Regardless if an agency's staffing expertise is in the area of engineering, information technology or manufacturing, understanding the ebbs and flows of the sector will help to better determine the level of emphasis that needs to be placed on recruiting candidates with a specific set of skills.
Having a thorough understanding of market conditions and recognizing industry-specific patterns will help recruiters know the kinds of candidates they need to recruit ahead of time in order to satisfy clients when they having certain staffing needs.
Another area of focus highlighted by Recruiting Trends is retention. As previously mentioned, there is no shortage of competition in the supplemental staffing industry. Therefore, it's important for recruiters to establish strong working relationships with candidates in order to keep them on board. Deepening the bond between a temporary worker and his or her recruiter can be mutually beneficial for both parties, especially when it comes to asking for referrals.
People who have certain skillsets often know others like themselves. Recruiters can tap into this pool of individuals simply by treating their field staff with respect and, obviously, keeping them gainfully employed.
The power of technology
Although recruitment is essentially a person-to-person endeavor, taking steps to facilitate these 1-to-1 interactions is especially important. USA Today, citing a Beyond.com survey, stated that 83 percent of job seekers look for employment opportunities using their tablets or smartphones.
Staffing agencies, particularly those that use their branded website to post job openings, should ensure that landing pages have been optimized for mobile. With more people being technically savvy these days, companies that ensure their sites can be accessed by people who use these gadgets stand a much better chance of making a connection with these individuals and forming a good working relationship.