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7 Best Practices For Temporary Recruitment Agencies

Temporary recruitment and staffing agencies need a robust recruitment process to thrive in a saturated market. A streamlined strategy with best industry practices helps you win contracts and meet client needs will help you build the best recruitment business possible. 

But in an ever-changing space, it can be hard to pin down current strategies. Recent surveys show that in the UK 48% of hiring managers view virtual interviewing as a significant benefit, and  23% of recruiters prioritise candidates who can work in a self-directed (remote) environment. This is a dramatic change from past hiring trends. 

So, if you haven’t already, it’s time to foolproof your recruitment process with cutting-edge techniques that industry professionals swear by. Scroll down for the best practices temp recruiters and staffing agencies need to know to help grow your temp agency business. You’ll be hiring talent in no time.

recruitment best practices

The 7 Best Practices For Recruitment Businesses

From clear timelines to data optimisation, these seven strategies should be in every recruiter agency owner’s handbook.

1. Provide Clear Timelines

Clear communication and deadlines are the oil that keeps the recruitment process moving. With a realistic timeline and a defined deadline, you can keep your clients (and yourself) organised and motivated. When clients have a date in mind for a hire, they have more confidence in your hiring process. 

Setting a clear deadline doesn’t mean you have to avoid delays. Setbacks are sometimes unavoidable. However, you must communicate them to your client without delays. This way, the process remains transparent and trustworthy.

2. Focus On Clients’ Niche Needs

You can’t find the perfect candidate without looking at your client’s specific needs, this is where good job briefing is vital. Not all candidates are right for the same job, so get to know the essential criteria for the role. This usually includes the budget, the general requirements, and an overview of the position.

Examining the individual role is probably the first step most recruiters take. However, it’s easy to fall into the trap of thinking different companies have the exact requirements for one job role. Each client has different needs, so investigate what’s most important for every job. 

You can prep your recruitment process for this by adding extra background checks or specific skill tests. This will streamline your search and help you find better candidates.

3. Consider A Virtual Process

As proven by recent studies, more and more recruiters don’t get the chance to meet candidates in person. So, you need to be prepared to tackle the hiring process online. 

Optimising your recruitment process for the virtual world is the way forward. Get familiar with remote tools like digital skills tests and video interviews now so you don’t face any hiccups in the future. This could be via quick online tutorials or test practices within your team.

lady working at recruitment agency

4. Leverage Automation

Let’s face it. Like them or not, automated processes help us work quickly and efficiently. These remove the tedious parts of the hiring process, meaning you don’t waste time sending follow-up emails, setting appointments, or entering data. 

End-to-end temporary recruitment software (like Easy Tech) streamline the process, leaving you with a more effective and stress-free hiring process. With good software, you have your ATS, CRM, temporary payroll, bookings, and timesheets all in one place. Easy.

5. Keep Candidates Interested

It is critical to improve the hiring process for your team. But don’t overlook the candidate’s side! Your applicants also need a pleasant process to keep them engaged and to improve your business’ reputation. 

Temporary workers often receive poor treatment in comparison to permanent applicants. If your process is set up to impress the candidates, it’ll raise you above the competition.

For example, most temporary candidates want regular updates about their applications and progress. Flexible communication and fast answers are key. Since they’re likely working with other agencies and looking for alternative temp roles, you need to keep them engaged to fill your job roles. 

Keeping your candidates interested doesn’t only involve successful candidates. Even if a candidate’s application doesn’t progress any further, keep them in the loop to increase the likelihood of them re-applying with your agency.

6. Optimise Your Process With Data

Data is everywhere within the temporary recruitment process, but it’s only helpful when you use it. So, monitor your metrics to stay aware of your hiring success. Examining data can tell you where you need to improve and what’s already working.

Look at the length of time between applications and hires, your overall success rate, and client satisfaction. These categories give you precious insights into your system and can point out areas that need extra attention. 

Collecting and reviewing data is easiest when you have a recruitment tool onboard. This is one of the many benefits of recruitment software, alongside cost-efficient pricing, dynamic reports, and excellent compliance management internal communication.

7. Use Social Media Platforms

Did you know that social media can assist your recruitment process? That’s right. Depending on the demographic of your prospective recruits, social media channels could be the next step for acquiring a suitable talent pool.

Examine the type of recruits your clients need and then connect them with the right platform. LinkedIn is best for administrative candidates, warehouse workers and tradespeople lean towards Facebook, and younger audiences tend to use TikTok. 

These days, social media isn’t just for personal connections. It’s a great place to boost engagement with your roles and increase brand awareness. For the best results, invest in high-quality content tailored to the correct audience.

Other Unique Best Practices To Consider In Recruitment

The seven strategies above aren’t your only route to a successful temporary recruitment process. Here are some other tactics to consider.

  • Maintain a solid talent pool — Having a pool of qualified talent ready for future job openings saves time and guarantees quality. Keep high-quality candidates on file and contact them when later opportunities arise.
  • Match candidates to suitable roles Alongside understanding what each job role requires, consider what your candidates need. During the assessment process, you can re-match them for more suitable positions. This ensures you’re making the right hires and providing client value.
  • Use online assessments — Pre-employment assessments work well for everyone involved. They assure your client that the candidate is skilled and provide candidates with a quick taste of the skills they’ll need to use.
Best Practices For Recruitment Agencies – The Bottom Line

Keeping your hiring process efficient is key to all recruitment agencies, regardless of which sector you focus on. With these practices and appropriate tech solutions, you can provide your clients with better talent and make hiring more straightforward for everyone involved. No guesswork or time wasting! Just satisfying solutions. 

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