Do Clients win by using more than One Staffing Agency?
Much like the distressed job seeker who’ll just take anything merely to find a paycheck, once you are a staffing service rep pounding the sidewalk trying to become in the door of a business you’re probably going to take whatever they have, even if it means playing moment or third fiddle to additional staffing services currently servicing that client.
After all, if your foot isn’t even in the door, how can you possibly begin climbing the ladder, right?
And as soon as you are in and you start to hire terrific folks and establish yourself being a service, the goal isn’t merely to climb which ladder, so it’s to kick off your competition mercilessly to the suppress onto the way upward.
Of course, agencies may argue for one or another depending on where they are in their relationship with that client, and there are certainly different factors involved, such as market, size of client, kind of job, etc., but in most situations, even if we’re the bureau trying to perform our way in, I would assert that it is best for a client to utilize one capable (key-word being competent!) Agency in place of multiple ones. Below are four Factors why:
It’s exactly the same pool of people: From a recruiting standpoint, chances are most job seekers in a given area, if they will have registered with one, have registered with every staffing agency in town. Thus, if you utilize ten or two offshore recruiter, you aren’t going to receive ten or two times the qualified applicants. And if you are, you can find different problems that very well could arrive with that (see beneath).
Confusion reigns: Instead of one rep, you have two or three that all may mean very well, but all will recruit and procedure their people differently, even if you’ve specified how you desire your orientation to become. With one agency rep, you’ve got consistency across the board. If the man or woman is a temp, they deal with that rep, period. That you really do not need to keep track of that is with that. If something was missed, you realize who to attribute and also how to fix it.
Unequal therapy: Why? As agencies are somewhat different! You will specify precisely what your entry-level personnel will create, however, some agencies offer insurance, while others don’t. And the ones that do pay different amounts toward employee aims. Some agencies have vacation and holiday pay, while some do not. You receive the picture.
And even more relevant to you personally – some agencies may possibly even permit that questionable medication test or horrible reference check pass since they wish to place a temp and beat their competition, while others will do the right thing and disqualify that individual for your accounts. And here is the kicker – what’s to stop that very same occupation seeker out of walking across the road and registering with a different bureau and getting in your door? Nothing, that is what! (much more on this under)
The thing is, whenever you utilize different agencies, you are unintentionally but still extremely far treating your entry-level staff differently, and as a result you along with your employees could end up on the raw end of their deal.
You Really get a lower quality worker: Regrettably, it’s really a common occurrence for our staffers to become on site at a client and run into a temp from another service that, only ahead of signing with them, blew it with us in one manner or another, whether by way of a failed drug evaluation, walking away a job, and even badly misbehaving at another client. If it’s something quite awful we will notify the client, of course, but generally our arms are tied in such situations simply because we don’t want to seem vindictive, petty, or be a tattletale.
Additionally, competition is a good thing, however, if it’s manufactured seemingly solely for that purpose of creating competition it also, for better or for worse, creates an incentive to decrease corners. It would never happen with our agency, of course, however this may frequently result in your getting a decrease quality worker than you may otherwise receive.
You actually may acquire fewer workers: It could be counter intuitive, but place your self in a US staffing manager’s footwear. You might have 10 occupation requests each in two different clients, one of which is exclusive and one is serviced by a couple of different agencies. In a limited source situation, which tasks would you fill first, the one which is counting on you personally or even the one in which one other service may very well beat you to the punch after you obtain your individual processed and ready to move?
The Choice – Deal with a respectable agency that has got the locations, the resolve, and also the resources to recruit most individuals for the account, which understands your expectations and is willing to bend over backwards to please you as a customer, and also with a solid community reputation as well as a proven track record of being good to their own employees. It won’t always be easy sailing, however it’ll sure be a lot better compared to the alternative!