What to Look For in a Staffing Company | Tulsa Staffing

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What to Look For in a Staffing Company | Tulsa Staffing

All right, there are three things, that I think people should consider asking, or at least knowing, if they’re going to use a staffing company. In interviewing a staffing company, and trying to figure out who it is that you want to use. There are many different staffing companies in Tulsa to choose from. Especially right now, our economy has just really produced a lot of staffing companies. They made it so difficult on employers to hire someone and so many employment cases have been against the employer, there’s a lot of fear that our judicial system has put on the employer later. Because of that, a lot of people started using staffing companies. Somebody watching this right now, if you’re considering using a staffing company, there are three things that I think you should consider when hiring a staffing company.

First, is make sure they’re not running the numbers game on you. I’ll explain what that means later. The second thing is to learn about the recruiter. What kind of recruiter are you looking for? I’ll explain a little about that. Then the third thing is to know and learn what they’re specialties are. I’m going to go over those things with you.

Tulsa Staffing

The first thing is running through the numbers. So what does that mean? Let me explain. Most staffing companies are set up, the most successful ones, the big dogs, this is how they’re set up. If you send out this many resume’s and you make this many phone calls for sales, you’re going to make money. What gets missed there is quality. Every time the quality gets missed because their system is set up to do a word search, find the word to find the resume’s that have the specific key words in there that you’re looking for. Just click here, here and here and just blast them out.

What happens is the recruiter doesn’t know exactly who they’re sending, personality-wise. That’s how you get a good fit is personality. If the person can’t play well in the sand with the other people, they’re not going to last. People hire for skill, but they terminate for whether they get along well with people. You need to make sure that the people that you’re getting sent are being vetted to match the type of personalities that supervisor likes to work with. You’re not just providing talent, you’re providing the people there, somebody that they really enjoy working with. You really do not want to have a staffing company run the numbers game on you.

Here’s how you can find out. If you give them a call, and all of a sudden you receive eight or nine resume’s within a very short period of time, think about whether or not they really analyzed them for you or not. Think about that. There’s no way. Not if they blasted them out real quick like that. If you’re getting a ton of resume’s, most likely you’re getting the numbers game ran on you. It’s probably not something that is going to produce you the best results.

At Trinity, we will not run the numbers game and rather than getting seven or eight resume’s off the bat, it may take just a little bit longer. But you are going to see quality over quantity every time we do what we do. We talk about it every morning in our meeting. We’re going to do quality over quantity. We provide Tulsa with the best staffing service in town, because we’re not going to run the numbers game. You’re always going to get quality from us. You won’t get a ton of people necessarily. Some people might want that. I wouldn’t recommend it. Instead you’re gonna get three or four really solid candidates from Trinity. That is how we’re not going to be running the numbers game. Don’t let somebody run the numbers game on you. You’ll lose.

The next thing that I would recommend, number two, is to know what kind of recruiter is recruiting for your position. Because that’s where your quality is. If you’ve hired a staffing company, and they’ve hired somebody for $10 or $12 and hour to do your recruiting for you, and that person probably is not specialized in your specific industry, they’re going to be many aspects that get lost in there. It’s not that that person isn’t trying. It’s not that they’re not a good person. It’s just that they are not qualified to do the best job that they could for you. That’s really, really, really important.

You need to find out who is it that’s doing the recruiting for you. Because in most staffing companies, you’re probably not going to be dealing with the recruiter. You’re probably going to be dealing with an account manager who has a group of recruiters underneath him. You need to know who’s doing the work for you. Because it’s probably not that really nice guy that you talked to that you liked. You need to make sure and differentiate that. You might like that person, but you need to make sure that the person that’s doing the work, the real work for you, knows what they’re doing.

I would ask to interview the recruiter. Find out whether or not they know their craft. Find out whether or not they know your industry. That way, the people that they’re going to send you, are actually going to be vetted. They’re going to be spoken to with candor. They’re going to be spoken to with competence. Let me tell you another thing, candidates that are really confident, they’ll know whether the recruiter knows what they’re doing or not. If they don’t they’ll go find somewhere else to go interview. The most competent people only want to be around other competent people. You need to make sure that the staffing company you hire, the recruiter really knows what they’re doing. They know how to do it. They know the questions to ask. They know whether the answers they are given, are the right answers. That’s how you’re going to get quality out of a staffing company. Make sure that that happens. Because if it doesn’t, you’re going to lose.

The third thing is is you need to know what specialty the staffing company specializes in. Let me tell you a little bit of a story that really ran Trinity the wrong direction very first time in probably, year or two years. We tried to be all things to all people. We tried to staff for it all. Anything that came our way, we were going to tackle. We started going and skewing out in the wrong direction, because we were not specialists in what we did. Really our recruiters literally had no clue what we were doing in all of these industries. If you’re going to use a staffing company, you need to make sure that you’re not hiring a staffing company that’s trying to be all things to all people. You try to chase two rabbits, you’ll lose them both. You need to make sure the people that the people that you hire are specialists in what it is that you do. If not, your quality is going to suffer and that’s the reason why you’re using a staffing company. Never forget that. You’re using them to get quality. If you’re not getting quality, you need to go somewhere else and make sure that that’s quality.

At trinity, we’re not all things to all people. We let our customers know what we specialize in. We let our customers know what our recruiters’ specialists abilities, their skill sets, their job background has been in. We make sure that if we’re going to provide staff for somebody, we actually know what we’re doing and we’re not just guessing. Because when you assume, and most staffing companies assume, you know what you do when you do that. I don’t want you to use a staffing company that you are pretty certain that they’re assuming about the people that they’re sending you. You need to make sure that they know. When you follow those three things in finding a staffing company, most likely, if you do a good job, vetting and interviewing them, making sure those three things are sound, you’re going to reduce your costs. You’re going to reduce your time. You’re going to make more money. You’ll have ‘A’ players at the end if you follow those three things.

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