One Size Does Not Fit All — A Closer Look at Recruiting Services

All companies have their own business objectives and strategies; so naturally, all companies have their own unique hiring needs. By listening to customers’ needs, third party recruiting companies can become “more than” a staffing and recruiting firm by taking on the extra administrative and tax burdens. This is also where consulting services come into play to help place the right person in the position for the job. We know the various terms for staffing solutions can get confusing, so we’ve pulled together some need-to-know information to help you better understand the different types of staffing solutions that will help you find your next superstar.

Finding the best staffing solution for your company starts with the third party handling recruiting learning the ins-and-outs of your company. The company helping out with your staffing solution needs should be interested in your business and take the time to understand your wants, needs and pain points. A goal for a recruiter should be having the customer say to them, “You know our business better than we do!” At TSP, we love hearing that! How is this possible, you ask? Here’s a little insight into an effective process for finding the best candidate. Start with the following “magic three” items that can make a big difference:

• A quick response to staffing needs
• A full understanding of the position’s requirements
• A focus on employee retention and customer satisfaction. 

Once these three elements have been clearly addressed, the company handling your recruiting can find the best solution that fits your company’s needs.  

If you’re wondering about the differences between the different types of hires, we’ve broken it down for you into a helpful guide. Ready to dive into the world of staffing services (or as we call it here at TSP, consulting services)? 

CONTRACT/TERM RECRUITING
Staffing gets complicated, and needs (and staffing budgets) often change in a flash. A contract plan is perfect for positions requiring a full range of flexibility. With this plan, the staffing company is responsible for representing both the client and the hire, so it is important to set clearly defined roles and goals for success upfront. This option allows clients to easily scale up or down depending on their changing needs, all while still staying within their budget. Not only is this plan beneficial for clients, but it also benefits candidates by giving them the opportunity to gain a wide variety of experience in different work environments, which helps them get a better feel for their ideal (and less-than-ideal) workplace.

CONTRACT-TO-HIRE
Hiring is an investment, and it’s important to ensure that your candidates are the perfect fit for your company. With a contract-to-hire plan, clients are able to get a real sense of the candidate’s work ethic, job performance and skill sets before making the ultimate decision to bring him or her on board fulltime. From candidates’ perspectives, they can evaluate the company they are placed with to ensure that they are the right fit for them, too! It’s a win-win trial period that helps ensure mutual satisfaction. This model is best for reducing the risk that comes with hiring, and can minimize any potential costs that could come from hiring the wrong candidate. Some studies predict that every time a business replaces a salaried employee, it costs six to nine months’ salary on average. That’s a hefty cost! Contract-to-hire is a great option for companies and employees who err on the side of caution, or have any doubts regarding the relationship – think of it like a dating period where you get to know each other.   

DIRECT HIRE/PERMANENT PLACEMENT
A permanent placement model is typically applied to information technology professional positions, including executive-level roles. This model is best applied to clients that have a clear understanding of their needs for the position and are looking for someone to hit the ground running immediately (and stay long term). To identify that perfect long-term fit, a recruiter will start with a clear understanding of the client’s core objectives and goals, which requires listening, collaboration, and professionalism. Permanent placement hiring is largely done on a contingency fee, so clients don’t pay unless the recruiting company delivers.

TSP loves offering consulting services as a solution because it allows our clients to be freed from the administrative (and tax) burdens that come with recruiting and hiring. They can dedicate that freed-up time and energy to achieving their business goals. Whatever your company needs, TSP promises to work diligently to deliver the best candidate for the position. If you’d like more information on how TSP can work with you to deliver on your staffing needs, we’d love to hear from you at sales@mytsp.net.