Volume 21
Employment Essentials Volume 21: Why is there such a difference in pricing between different staffing agencies?
When it comes to staffing agencies, what makes ones candidate’s cost feel like a splurge, while another feels like a steal? Staffing companies come in all shapes and sizes and their pricing is no different. But why? Aren’t they all doing the same thing? While their may be similar core concepts, there is definitely a difference in the end result which should equal a happy hiring manager. Staffing is simple, not easy, and it costs resources to keep it simple.
You’ve heard all the euphemisms about shopping for a bargain, “you get what you pay for” and “you buy cheap, you buy twice” and staffing is no different. This isn’t a case for higher prices for the sake of it, this is a case for value. Like they say, quality is remembered long after price is forgotten. In other words, imagine paying super low prices, and STILL not getting what you want? Sounds expensive, doesn’t it? It’s a competitive market indeed, as it should be! Competition should drive better quality and service through those very same items, great quality and service! Some companies only compete on price, and the trade just so happens to be quality and service.
Today’s Masterclass Monday is all about what you need to be looking for in staffing services to understand what it means to “buy cheap at twice the price”. There are many costs associated with sourcing and screening, so today’s focus is on the top 5 things that ultimately matter to your operations team the most.
Talent Pool
Your staffing service should be able to generate a talent pool of relevant talent that can potentially fit your company’s needs. This requires sourcing tools like job board and resume database platforms that come at a price! If the price is pretty low, chances are that company may be relying on foot traffic. The office may be located in a high traffic area that generates foot traffic. Struggle here is you’re limited to the geographical area and have no control over what skillsets you can attract.
Specialization
Not every position your company will ever need help with will be an “Entry Level” role. When you’re in a pinch and need some serious skilled talent, are you ok with hoping your staffing can do it? One of the biggest feedbacks managers share about talent mismatches is that they felt their time was wasted and the person didn’t know what they were talking about. Ouch! A reputable service should have established pipelines of relevant candidates and the ability to differentiate levels of expertise to better fit your company. A specialty recruitment firm understands the differences between industries, the difference between a Mill and a Lathe, the difference between Accounts Payables and Accounts Receivables, you get the idea!
Screening
If your staffing company has low prices, that also means they have low margins. Businesses such as these rely on volume hires as opposed to quality hires due to the nature of their structure. Screening takes quality time and thoroughness in order to avoid the typical negative experiences companies get such as No Shows and bad skills matches.
Tools
When the pricing goes down, staffing services look for places to cut costs in order to make a profit. One of the biggest expenses is sourcing tools! They can cost thousands, and 10’s of thousands per year! Yes, they are technically “killing the goose the lays the golden egg” but they aren’t really thinking about that.
Its been saif that all staffing agencies “fish from the same pond” and while that may be true, it takes the right kinds of “resources” to catch the biggest and the best fish, whether it’s the boats, fishermen, fishing rods, and even the bait. We’re definitely all fishing, but some of us are catching more than others.Internal team
Last but not least, it takes a strong recruiter to deliver on items 1-4! While a company may get lucky, you don’t attract a strong staffing professional with low wages. There are many nuances and best practices needed to successfully help companies like yours with strong hires and those recruiters should be fairly compensated for their value in the marketplace. Not only that, it takes a strong supporting cast as well to make sure everything else goes smoothly! Don’t forget, there is still the payroll, invoice, and safety aspect of the service you need delivery on!
Overall, the staffing service with low margins has an operating budget that dictates what kind of service they can offer. This means they by default see themselves and in turn you as their client as a transactional commodity. Commodities come and go. Companies like FLAG see themselves as a partner with a reputation of quality and service. If you’re ready to take your organization to the next level, consider FLAG and see how you can start shining when you stop nickel and diming!
Employee Insights Volume 21
The implementation of technology is becoming more and more integrated in our daily life. We are now able to connect and stay connected with others like never before with tools such as video, automated programs and even AI. These advances have helped individuals accelerate their careers in ways not possible before. We’ve seen it as well in the staffing world with so many companies looking to take advantage and focus on their operational efficiencies. With such a competitive talent market, companies are now expediting their interview processes and meeting their candidates virtually to save time in the interview process and meet more talent. In fact, according to a recent Gartner report, 86% of employers conduct virtual interviews!
So, what does this mean for you on your next job hunt? Chances are you will be meeting your future potential employer online and having a virtual first impression! While virtual interviews aren’t necessarily harder, they come with their own challenges and nuances you need to master before turning that camera on! In fact, when asked, 93% of candidates shared preparing for an online interview was very different than in person.
So what’s the big difference? You miss the In-Person feel for the interviewer which is crucial but both In-person and virtual have one key thing in common. If you want to do great, you have to PREPARE.
This Masterclass Monday, FLAG shares 4 key things you can do to optimally prepare for your next virtual interview.
Prepare your technology:
One of the main setbacks in a virtual interview is a poor connection or an inability to get your video call properly set up. This takes away from a positive experience and initial rapport. So, what can you do?
Check your equipment: Test your camera, microphone, internet/wifi connection 30 minutes before your interview.
Update your software: to avoid any last-minute issues, make sure you have the latest software update your application needs.
Have a backup plan: This can be either a different device or the interviewer’s phone number to call in case your connection fails.
Have a professional setting:
Ideally this is an office setting with minimal distractions. Avoid interviewing in places such as your car, while being out and about, or in a noisy area. You want to recreate a professional interview setting.
Neutral background: Find a clean uncluttered background where your interviewer can focus on you specifically. Professional Virtual backgrounds and filters are OK if professional.
Good lighting: Position your face so it’s well lit and not obscure or dingy as this can be distracting.
Quiet area: Whether its children, pets, or a busy setting, noisy areas make it difficult to focus and properly engage with the interviewer. Find a quiet area to meet!
Dress Code
The convenience of a virtual interview affords you extra time to prepare, use that advantage to stand out in other ways such as dress code to stand out versus the competition.
Dress to impress: Treat this as a normal interview. Even if you are home, avoid casual attire and dress as if you were interviewing in person.
Use solid colors as they work best on camera. Avoid busy patterns or graphic T shirts.
Body language
Whether virtual or In-Person, your body language is still a large percentage of your overall communication. Be mindful of what you are doing with your body as it can be personified in a virtual call. Focus on your breathing.
Maintain Eye contact: Make sure you are looking at the camera and not the screen. You want to give the interviewer your undivided attention and let them know you are fully engaged.
Smile: Use your smile to relax and build rapport faster. Use it sparingly so as not to come across as disingenuous.
Sit up straight: Find a comfortable area you can sit up straight in for the duration of your interview.
Minimize fidgeting: Avoid swiveling in your chair, touching your face, or playing with nearby objects. Instead, focus on your breathing and listening to the interviewer.
Bonus- Follow up
After every interview, it’s a Best Practice to follow up with the team that interviewed you.
Send a Thank You email: Thank the team for meeting with you. Mention something specific that called your attention and show them your engagement.
Reiterate your interest: Let them know you are excited for the role and are excited about potential next steps.
Nailing an online interview requires preparation, professionalism, and adaptability. By focusing on your environment, technology, and personal presentation, you can deliver a strong performance and leave a strong impression with the hiring manager. Ready for that interview? Work with a FLAG recruiter on your next opportunity and try these tips yourself!