Marketing jobs are growing at a faster rate than industries can catch up. This has created a talent gap for organizations. Hence, many businesses hire marketing recruitment agencies to find the right talent. And here are top five ways a marketing staffing firm make hiring process seamless.

Highly Qualified Candidates

According to research by Robert Walters, 50% of employers experience skill shortage when looking for marketing professionals. This makes it difficult for employers to find highly qualified candidates. In most cases, the top talent in the marketing domain is already employed elsewhere. Due to their limited reach, it might be impossible for in-house recruiters to reach passive candidates.

Even if passive candidates are not actively searching for a job, there are good chances the recruitment agency knows which passive candidates are suitable for different job positions in your company and know how to reach the candidates with your job offer and encourage them to switch jobs.

Reduced Time to Hire

According to a LinkedIn 2017 global survey, it can take around a few days to four months to fill positions. The average time to fill marketing positions is around 50-54 days which might also increase due to the talent shortage. The best ways to reduce time to hire are embracing a data-driven hiring process and build a talent pipeline well ahead of time.

In-house recruiters who hire once or twice in a year follow a traditional hiring process that does not go beyond a resume. On the other hand, recruitment agencies use advanced evaluation techniques such as assessments and scorecards to make data-driven hiring decisions.

Recruitment agencies are also known to maintain talent pools that contain ready for job candidates with specific marketing skills and years of experience. Talent pools might have a variety of candidates that includes candidates who are actively seeking a job, sourced candidates, referred candidates, silver medalist, and marketers who have willingly joined an agency’s talent pool in an inbound way.

All this means the recruitment agency can provide you potential marketing candidates within a few days and the marketing positions in your company might get filled within a week or less.

Reduced Risk of Bad Hires

According to a CareerBuilder survey, around 74% of employers are affected by bad hires and the average cost of a bad hire is around $15,000. It could be because of giving more importance to previous job performance and less to the skill set required to succeed at the job. Companies that lack a standard hiring process and that has less knowledge of the job market are more likely to make bad hiring decisions.

Marketing recruitment agencies use a standard hiring process that compares the job requirements with the candidate skill sets. Staffing agencies are also known to conduct different skills tests to ensure candidate actually possess the skills that are mentioned on the resume. As a result, the candidates recommended by the agency are well-matched with the job profile.

Pre-Employment Checks

There are several essential pre-employment checks that need to done before a candidate is offered a job. Recruitment agencies are known to conduct background checks, criminal checks, and reference checks before sending candidates to their clients for final interviews. This means the candidates appearing for final selection have already gone through pre-employment checks. The hiring managers just need to see whether the candidate is right for a particular job profile.

New Hire Guarantees

Many new hires that leave a new job within a few months of joining can cost companies dearly. Leading staffing agencies offer new hire guarantees like a full refund or free replacement guarantees that reduces losses to some extent.

· Full refund guarantee- A full refund guarantee means if a new hire leaves the organization before the agreed period of time, the agency would issue a full refund of the amount it received as a fee for recommending the candidate.

· Free replacement guarantee- A free replacement guarantee means if the new hire leaves the organization before the agreed period of time, the agency will provide a replacement candidate at no extra cost to the client.

These are different ways marketing recruitment agencies make hiring easy for businesses. Do you have any questions? Please feel free to comment.

It’s a no-brainer that the most important element in the relationship between your organization and staffing partner is the quality of candidates your organization receives. A little research before selecting a recruitment partner can save your organization from lots of headaches, time and money.

Here are a few things you need to know before partnering with the best recruiting firms in San Francisco or elsewhere.

What Is Their Team Structure?

Before choosing a recruitment partner, first, you should know their team structure. If the structure is “Sales Heavy” then they might not be able to do a commendable job. This means they are more focused on winning clients and have fewer resources to perform the job you are actually hiring them for.

If the recruitment agency has only one recruiting manager per project, it would be difficult for the staffing agency to meet a deadline. Instead, you need to look for recruiter-heavy staffing agencies.

How Does the Team Recruits?

Get into the details of their sourcing methods. If the recruitment agency is going to use the same recruitment channels as your internal recruiters, there is no point in partnering with them.

Ask about their sourcing techniques, talent pools and relationships with passive candidates. Make sure the agency is capable of attracting the quality candidates your organization seeks.

Are They Generalist or Specialists Recruiters?

Find out the recruiting agency you are planning to hire is a niche recruiter or they work across a wide range of industries. A specialist recruitment agency hiring specifically for your industry would have a better understanding of different job roles and the relevant skills candidates need to have to be successful at the job.

The best recruiting firms in San Francisco also have good relationships with hundreds of passive candidates who might be perfect for the job. On the other, a general recruiter would be hiring for every possible role like day laborers, nurses, mechanical engineers and so on.

There are more chances the generalist recruiter may not understand the skills required for different job roles in your industry and also not have the experience of recruiting for such job positions. The dearth of talent making recruiting tougher so your chances of getting desired talents are minimal when working with a generalist recruiter.

Does the Recruitment Agency Have Experience in Hiring in Your Business Niche?

Anyone can set up a recruitment agency overnight and call themselves an expert recruiter. You need to look for recruiters who have several years of recruiting experience in your business niche.

Recruiting for difficult-to-fill roles needs some knowledge about required skill sets, available skill sets and know-how about the job market. A well-established and experienced agency would have a wider network and also know the right places to find candidates.

What Are the Steps in the Screening Process That Candidate Is Put Through?

Knowing the screening process in detail is important. It will help you understand what parameters or KPIs the recruitment agency takes into consideration when presenting candidates for final interviews.

You need to look for the best recruiting firms in San Francisco who have effective methods to screen the candidate’s technical abilities, understand the candidate’s personality and determine whether they can mesh with the company’s culture. Learning about the screening process would also help you know whether the agency checks candidate’s references and performs backgrounds and criminal checks before referring a candidate.

Does the Agency Offer a Single-Point-Contact for Their Clients?

Communication plays an important role in the success of any partnership. Recruiting does not always go as smoothly as intended and sometimes unexpected problems might crop up like referred candidates not meeting your expectations. In that case, your hiring managers would need to communicate the feedback to a responsible person who can take corrective action.

When the recruitment agency provides a single-point-contact for your recruitment project, you don’t need to waste time.

The basic objective behind learning these things about staffing agencies is to help you in dealing with best recruiting firms in San Francisco and hopefully prevent any disappointment and enhance success rate.

Did we miss any important points? Please feel free to comment.

According to the ManpowerGroup survey, talent shortage has increased to 45% from 40% in 2017. In such a scenario, you need to look for a recruitment partner who can help you recruit and fill the open positions.

Besides filling vacant positions, a san francisco staffing agency brings a host of other benefits as well. Here are some reasons why you should work with a staffing agency:

High-Quality Candidates

Staffing agencies follow a well-structured recruiting program. The procedure starts with an accurate job description to attract the right talent. Staffing agencies create an ideal job profile based on the work responsibilities of the position.

Recruitment agencies also identify the right skills for each job profile and develop a series of phone screening questions that help them quickly identify qualified candidates. This means the candidates referred by the agency have passed all recruitment filters and the internal recruiter only interviews high-quality candidates.

Reduced Risk of Bad Hires

According to a well-known recruiter Jörgen Sundberg, the cost of a bad hire is 30% of the new recruit’s annual salary. As per the CareerBuilder survey, 43% of HR respondents interviewed mentioned the immense pressure to fill positions was the primary reason for bad hiring. Hiring managers are so anxious to get someone to fill a vacant position that they overlook the candidate’s flaws and hire a person who is unsuitable for the job. On the other hand, recruitment agencies have a standardized interview process and they use advanced hiring tools to formulate good questions and assess candidates to prevent bad hiring.

Recruitment agencies also conduct peer-to-peer and behavioral interviews that help them determine if the candidate fits in the company’s work culture. Your staffing agency in San Francisco looks beyond hard skills when assessing candidates. Some of the soft skills the candidate is checked are:

• Effective communication

• Team player

• Time management

• Leadership qualities

• Adaptability

• Diplomatic

• Perseverance

• Problem-solving

As you can see the recruiting agencies equally focus on the candidate’s personality and overall experience that reduce the risk of bad hires to a greater extent.

Reduced Time-To-Hire

Recruiting is a time-consuming task and it can take anywhere from a few days to four months to find the right candidates according to LinkedIn’s global survey. Talent shortage adds to the woes of recruiters and it can further increase time-to-hire significantly. According to the ManpowerGroup human capital survey, 45% of employers acknowledged they can’t find candidates with required skills.

Staffing firms maintain a pipeline of thousands of qualified candidates who are ready to take up job when the right opportunity knocks. By working with a staffing agency, you get easy access to such voluminous talent pools and get qualified candidates quickly.

Guarantee

Recruitment agencies offer various types of guarantees to their clients for the new recruits. Some of them are:

Full Refund guarantee – If a new recruit leaves the company within the negotiated period of time, the recruitment agency refunds the complete amount that it received as a recruitment fee for the new recruit.

Replacement guarantee – If the new recruit leaves the company within the negotiated period of time, the agency would provide a replacement candidate for free.

There are other guarantees like prorated money back guarantee and prorated replacement guarantee in which the agency refund a certain percentage of amount or charges only a certain percentage of the fee for a new recruit.

Save Money

Background and criminal checks cost money. You need to spend around $2 to $20 for each identity and criminal background checks. Recruiting agencies conduct identity and background checks before referring a candidate to their clients. This reduces recruitment expenses to a great extent.

There is a burgeoning trend in the industry to use staffing agencies. According to the Frontline Source group survey, around 90% of businesses use recruitment agencies to meet their staffing needs. We hope these reasons are enough for you to partner with a staffing agency in San Francisco and enjoy the numerous advantages that come with this association.

Do you know other reasons for working with a staffing agency? Please feel free to comment.