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Writing an article on getting the right temps
Recruiting & Staffing
Writing an article on getting the right temps
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
for a staffing industry magazine. The topic is how to make sure you get good matches for your clients.
I'm looking for the employer viewpoint. Would someone be interested in speaking with (or email
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Forums » Topic Forums » Recruiting & Staffing » Writing an article on getting the right temps
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Writing an article on getting the right temps
posted at 11/16/1999 10:21 AM EST
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Posts: 3
First: 11/16/1999 Last: 10/6/2005 |
for a staffing industry magazine. The topic is how to make sure you get good matches for your clients.
I'm looking for the employer viewpoint. Would someone be interested in speaking with (or emailing to) me over the next few weeks on what temp services do right and what they do wrong, and what you think they should do to see that you get people who have the right skills, fit into your corporate culture, and everything else. I'm barbara@moosehill.com or 617-261-5159. Thanks! |
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Writing an article on getting the right temps
posted at 11/18/1999 12:38 AM EST
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Posts: 4
First: 11/17/1999 Last: 2/29/2000 |
Barbara, In my last job we did quite a bit of temp to perm work. We formed a relationship with a temp company in which they knew what desktop suite we used, and even added our most common administrative systems to their training. THere were a few people very committed to a temp work style but who came back to us over and over - we knew they were completely up to speed and worth the money. Then we also did the temp to perm things...even to the extent that if we found a good person but didn't have an opening, they would take the person on until we made the 'headcount' (stupid, but not unusual behavior in organizations). This relationship became so strong that we often used this agency instead on an inhouse 'corporate' temp pool which consisted of prior employeess whose jobs had been eliminated by some other part of the company, and retirees.
We even invited them to send people to our in house software training so that they would have people with the skills we'd need. They never compromised and sent us a second rate person, and we were a large enough client to make that pay off. The company itself had a strong orientation toward relationships and forming alliances, and an aversion to building up its infrastructure. That helped, since we were willing to spend more for a resource that we didn't have to bring on as a regular employee. Now, can you help me with finding average costs of hiring, whether on a per person, or as a ratio to salary? I'm working on the balance between on staff recruiters, retained search, and use of agencies and I need some benchmarks to help make sure we make cost effective decisions. I'll be glad to tell you anything more I can - the basics was just their willingness to realy understand us and keep the highest quality, and the orientation of the organization to form win/win partnerships. Jane Kite |
Forums » Topic Forums » Recruiting & Staffing » Writing an article on getting the right temps
