The ultimate goal of a technology staffing agency is to hire the best employees for their clients. It all comes down to how and what approach a staffing agency takes and follows to source a qualified candidate. Finding and choosing a candidate to fill a vacant position is not an easy task. There are numerous steps in the candidate selection process, right from clients’ hiring needs to onboarding.
We have listed down best practices, and approaches providers of technology staffing solutions can take to hire top-class candidates for their clients.
The initial step to enrolling the ideal candidate is knowing what kind of employee your client needs. It’s crucial to understand clients’ requirements for various jobs, which a staffing agency can assist them with. The additional workforce may arise at any point in time. There are multiple reasons, such as an increase in workload that a team cannot handle, employees leaving the organization, or filling the skill gap. So, it is crucial to know everything from job role to budget from the client before jumping straight to the candidate selection process.
Another major factor that needs to be kept in mind is that providers of technology staffing solutions must set a clear timeline that helps the technology staffing agency’s operations organized. A timeline for the recruitment process gives a clear picture of when to begin and end the hiring spree. Another benefit of creating a timeline is that it helps you gather data on many candidates which may be required in the future.+
Read More: The 6 challenges facing talent acquisition
Technology, today, makes things simpler. Sometimes candidates who seem a good fit on paper are not able to present those skills in reality. Since it is not always possible to meet the candidate in person, designing a virtual recruitment process is imperative. Often candidates tend to lose out on job opportunities as they cannot travel to the job location for interviews. This is where technology plays its part. Video interviews better understand a job seeker’s potential, communication, and presentation skills. Video interviews speed up the process and give a fair bit of idea about the candidate’s quality and skill level.
Technology also plays its part in candidate selection, recommendations, and interviewing process. Social media platforms too are effective ways of finding and recruiting aspirants.
Applicant Tracking System (ATS) is a resume screening software that most staffing firms use to filter out candidates who don’t meet the hiring criteria.
Online assessments can also be termed as secret weapons used by some of the best tech recruiting agencies to track down the right talent for a job. Online assessments provide job seekers with a sample of what the job profile would be like. A situational judgment or abilities test will set them up for circumstances they will be supposed to experience in a job to decide whether they’re suited for the role.
Not all candidates that apply for a job vacancy make the cut. So, it is essential to keep the candidates engaged all the time. Regular communication with the candidate can leave a positive impression on your agency and are likely to come back in the future in case another job opportunity arises. The biggest plus of having a talent pool is that qualified candidates are utilized for future job opportunities and may not require the hunting process to start from scratch. This helps maintain a diverse talent pool, which is one of the best approaches followed by tech recruiting firms. The talent pool can be a mix of job seekers who applied before and weren’t selected at the time, candidates with specific expertise – or with a more generalist profile, passive candidates, and former employees.
Staffing companies heavily rely on data to hire employees, and it is becoming an alternative to the traditional method of the recruitment process. Collecting data on candidates has become possible, thanks to technology. Data is analyzed to assess whether a candidate will be the best fit. Data analytics can help technology staffing agencies identify and reach a broader range of candidates.
Using data effectively remains key to sourcing the best talent, and that’s how data-driven recruitment has redefined hiring. A candidate’s information is collected and analyzed from sources like social media, past jobs, online publications, etc. Data helps the recruiting agency see what worked and what didn’t in the past and improve decision-making in the future.
1. It improves the quality of recruitment
2. Hiring costs decreases
3. Saves time
4. Reduces reliance of gut-feelings in decision-making
5. Removes bias
A reliable and innovative technology staffing agency like NLB Services helps its clients achieve their IT objectives. The right approach, appropriate technology use and thoughtfully crafted recruitment process reflect the company’s professionalism. It not just attracts the right kind of aspirants but also saves a lot of time and money. NLB Services is one of the best tech recruiting firms assisting multinational enterprises in reimagining their businesses to flourish in the digital age.
VP and Global HR Head, NLB Services