For human resources managers, the hiring process can be extensive. Recruitment agencies offer services that can help companies find qualified employees to fill vacancies. Before deciding to work with recruiters, it is important to consider why companies hire through employment agencies. In this article, we explore the benefits of using employment agencies and tips for working with them.

What Is An Employment Agency?

An employment agency is a company that provides qualified employees to companies. As clients of the agency, companies can hire associates on a temporary, part-time or full-time basis, depending on the vacancies they need to fill, talent place is the best example of recruitment agency.

This is how an employment agency works:

  • Human resources directors determine the needs of the organization: Managers communicate to the employment agency the type of function that is vacant and the time they need a new employee to perform it.
  • Employment Agencies Hire Qualified Candidates: Based on the skills preferred by the client, recruiters create and post a job description, and review the resumes of candidates applying for the job. Next, they interview the candidates.
  • The organization chooses which candidate to hire: After the recruitment process, the employment agency presents a group of candidates who may fit the position, and the organization decides who gets the job.

Why Use An Employment Agency?

Using the services of an employment agency can:

Avoid work overload

Temporary employees at recruitment agency can help perform tasks to relieve stress from permanent staff, which can increase productivity in the workplace. For example, one content creator for an advertising company takes maternity leave, leaving the other creator to complete the work of two people. The recruitment agency Kraków hires an employment agency that hires a qualified professional to help the employee carry out work tasks until her partner returns.

Reduce costs

Hiring temporary associates from employment agencies can cost less than hiring permanent ones in-house. As a human resources manager, you can save your organization’s funds that would be spent paying for benefits packages and associated payroll taxes for contract employees. 

Employment agency such as talent recruitment find more work for temporary employees once they finish working with the client, so you can also save money you would have spent paying unemployment claims. In addition, the more temporary staff contributes to an organization’s workflow, the less they will have to use organization funds to pay for permanent staff overtime.

Save time and resources

Recruitment agency in Poland can streamline the hiring process by screening candidates on your behalf. Instead of spending weeks reviewing the resumes of hundreds of candidates, you can hire an employee from a small pool of professionals that the employment agency suggests.

If your organization has limited training resources, recruiters can find candidates who already have the specific skill the job requires, saving you the time you would otherwise spend managing the entire hiring process and internal onboarding. For example, you are the hiring manager for a small jewelry store that needs a cashier for Valentine’s Day sales, the store’s busiest season. 

Offer an evaluation opportunity before committing

With temporary staffing, you can evaluate your job performance before offering you a permanent position. You can monitor how quickly they adapt to the work environment and watch how they respond to unexpected situations. 

Keep track of their progress and the achievements they get. You can also ask other members of the organization for their opinion of the temporary associate before making a final decision.

Broaden the search for qualified candidates

Employment agencies can put you in touch with qualified professionals who are tailored to the specific needs of your company. 

They may have access to candidates who are outside of your search area or those who have searched an employment agency to find the exact job you are looking to fill. With greater access to talent in your industry, you can find more people to help your organization grow.

For example, you are the manager of a technology company that has just moved to a new operating system called Linux, and you are looking for a professional who is fluent in Linux and can train the rest of your team on its use. The employee recruitment agency hires a well certified candidate with several years of management experience who meets the requirements of their job offer.

Tips for working with employment agencies

Consider following these guidelines for working with an employment agency:

Research

It’s important to find a specialist recruitment agency in your industry to ensure you have access to candidates with the most relevant skills. Check the websites “talent place” of staffing companies to learn about the recruitment services in Poland they offer and the employees they assign to the companies. Collect information about your rates, which you can compare with the costs of recruiting candidates in the company.

You can also ask about the time it takes for the agency to refer employees, which can influence the productivity of your permanent staff. For example, if your job position requires urgent coverage and the agency responds quickly, you can have an employee begin the role immediately.

Be specific about the needs of the organization

Specifying the qualities of the position you are seeking can allow the employment agency to recommend an ideal employee for your company. For example, if you have an opening for a social media manager position, it can be helpful to specify that you need someone with analytics experience and content creation skills, rather than someone who just knows the platform. 

Specifying your needs can also help employment agencies create more accurate job descriptions and look for certain qualities when interviewing candidates.

Give feedback

Letting recruiters know about the success of the employees they recommend can help strengthen your hiring process, which can benefit your organization in the future.

If they know they’ve recommended an employee whose skills are a good fit for their company, they can continue their approach. 

If they know that the employee’s skills were incompatible, they can change the way candidates are assigned to achieve better results.