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Staffing in a Time of Low Unemployment

Tammy Cohen, PHR, SHRM-CP
September 27 2018
Low unemployment is the upside to a strong, healthy economy, but it comes with its own challenges, especially for recruiting. Recruiting in low unemployment is difficult and puts a great deal of pressure on staffing companies; if you aren’t performing well, your clients will move on to work with someone else.

Times like these require staffing companies to reevaluate their strategy. Each step of the recruitment process needs to be streamlined and efficient – from reaching talent to ensuring your clients’ satisfaction. Here are some tips on how to recruit great talent in a time of low unemployment.

Reaching talent

Luckily for those in the staffing industry, reaching talent is constantly being made easier by innovative technology. Many companies are texting to communicate with candidates and schedule interviews. Mobile optimization grants recruiters easy access to quality talent and is convenient for the applicants themselves. More advanced technology, like certain forms of artificial intelligence, utilizes algorithms to automate basic tasks like resume screening and requesting follow-up information. Regardless of your size, make sure your staffing agency is leveraging the right digital tools.

 

Assessing talent

Screening your applicants and verifying their identities is a crucial, but often time-consuming, part of the recruitment process. Vetting talent ensures that your clients hire the people they need to be successful, which in turn grows your business. To protect your brand and deliver a streamlined, quick candidate experience, it’s imperative that you choose a good background screening provider. Experienced providers will deliver accurate information and quick turnaround times. A streamlined, easy process prevents your client from losing out on highly sought-after, quality talent. That provider needs to customize services to fit your needs and take a consultative approach that factors in your individual clients’ risk mitigation standards; you don’t want to have a candidate pass a cursory staffing background check only to fail a client’s more rigorous screening when they become a full-time hire.

 

Placing talent at the right company

In talent acquisition, your job is understanding which candidates fit at which companies. Not only will the right match please your clients; it will strengthen your brand’s reputation. Your clients recognize and appreciate your company’s ability to comprehend and deliver the credentials, skills, and personalities that work best within their company culture. There are a couple of ways to achieve this: some are investing in data analytic technology to determine which candidates will fit where or technology that assesses candidate fit based on personality tests. Others rely on their staffers’ best judgment. Whichever tactic your company uses, remember to always keep the client’s workplace culture in mind and search for talent that will help it grow. Ultimately, understanding your client’s brand reflects well on your brand.

 

Client satisfaction

Follow up with your clients to see how your candidates are working out. Touching base not only makes them feel like their needs are being considered and listened to, but it can also help you see where you’re succeeding or failing. Client feedback offers companies chances to improve upon their weak points and capitalize on their strengths. Ultimately, the relationships you foster with your clients is what will set you apart from your competitors.

Ready to choose a more streamlined candidate experience and help your clients quickly hire sought-after talent? Visit InfoMart’s background screening experts at booth 217 at the 2018 Staffing World Conference.

Originally published at Staffing Digest

 

About Tammy Cohen

Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart over 28 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record. To learn more about Tammy, visit www.tammycohen.com.

About InfoMart

InfoMart has been revolutionizing the global background and identity screening industry for over 28 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the National Association of Professional Background Screeners, and they have achieved NAPBS accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 40 industry awards. To Get the Whole Story on InfoMart, please visit www.infomart-usa.com, follow @InfoMartUSA, or call (770) 984-2727.

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