subject: Building Good Professional Relationships With Employment Firms [print this page] Browse company directories, and you will notice various recruitment agencies. Recruitment agencies are independent human resource firms. They provide business solutions for human resource needs. Basically, their clientele includes companies and business enterprises. Recruitment agencies are also known as temporary staffing firms.
Temporary staffing firms look for employees for their client companies. These firms provide manpower for their clients. They interview, screen, and evaluate applicants for available positions. Companies contact these staffing agencies for temporary and contractual jobs. Temporary and contractual employment is common in project-based jobs. Frequently, contractual jobs last for 3 to 5 months.
A good professional relationship between a client company and a staffing firm is necessary. The quality of a companys workforce depends on staffing firms. Firms serve as an applicants gateway for employment. These agencies determine standards and requirements in applicant screening and testing. Good professional relationship helps establish high standards for applicants. Company managers can easily request for improvement of standards in employment. Likewise, staffing firms can simply accept improvement areas in employment services.
Do you want to improve your relationship with your temporary staffing firm? Here are some tips on building an effective relationship with your recruitment agency.
Treat your recruitment agency as your business partner. In technical employment services, companies schedule regular meetings with recruitment firms. They update available positions and improve recruitment standards. Semiconductor and manufacturing companies request for modification of the recruitment process. This is done to improve screening tests for engineers, technicians, and electricians. In addition, explain your business goals, objectives, and operations clearly. Many technical employment firms inquire about nature of the job and the business workflow before employee recruitment.
Provide your recruiters with an employee expectation overview. Managers often provide job descriptions and skill requirements to technical employment services. These indicate basic corporate expectations like attitude and communication skills. If you need a telephone operator for customer service, request for applicants with excellent communication skills. Explain your needs in detail. Employment firms acknowledge honest and straightforward requests from clients. Nevertheless, be polite. Remember, you want to build a good professional relationship with your recruitment firm.
Request ahead. Make requests for needed employees one to two weeks before work operation. In technical employment services, managers request for outsourced engineers and technicians at least 3 weeks in advance. This helps employment firms select the best employees for your project.
