When hiring for high-volume staffing needs, there are a lot of mistakes one can make. From using outdated techniques, ignoring technological advances, overpaying multiple staffing companies, diverting attention from the base issues, refusing to evolve with the changing labor market, and so much more, it’s time to learn what NOT to do. You might even start seeing some signs that it’s time for you to consider a different staffing model. Bear Staffing has the facility-focused solutions and strategies you need to build your team better.  

1. You’re Working Harder, Not Smarter

One of the first things we want to cover is how to use your high-volume staffing and recruitment strategically. Most staffing clients wait until they are short-staffed to reach out to their staffing vendor, rather than having it be an integral part of their talent acquisition strategy. By having continued, open communication with your staffing provider, you are able to prepare for all eventualities without rushing to get a potentially unqualified person in a position. You can find talented, reliable employees to fill open positions when you work with someone who has a strategy and solution that is focused on your business and your facility. 

2. You’re Watering Down Your Spend

You are likely spreading your staffing spend out across multiple staffing companies. This means varied invoices, a pile of timesheets, ongoing compliance paperwork, and more administrative duties. Why spend more to get less? By having one, dedicated onsite staffing manager, you go from paying three or more companies a considerable sum of money to consolidating and leveraging that spend on one dedicated staffing company.  

3. You’re Focusing on the Wrong Part of the Cost/Value Equation

Rather than focusing on the markup and bill rate, focus on the value, performance, and total cost of the staffing company. What is the return on investment? Have you have increased levels of employee retention? Is your compliance rate higher? Focus on what the staffing company is doing for you rather than just the hourly markup or bill rate. A great deal on the markup doesn’t help if they don’t perform. This will now be a win-win situation; you’ll get a high level of service from your staffing provider while releasing those administrative duties from your staff.  

4. You’re Using Outdated Methods

When a company starts to think that anyone should be lucky to get to work there, that’s when the sand can start to shift beneath them. It has not been a company-driving labor market for some time now; we’re in the midst of a candidate-driven market, meaning that candidates get to decide where they want to work and for whom. Gone are the days of taking any job you can get just to get by. Increasingly, people are making sure that their job pays well, gives appropriate time off, and ensures employee safety before considering what the job itself is and if they want to accept it.  

5. You May Not Be as Flexible as You Think You Are

Most staffing clients say that they “will do anything” to solve their talent acquisition problems. But they won’t raise pay rates, be more flexible in scheduling, reduce or eliminate drug and background check requirements, shorten selection processes, fix bad online reviews, etc. If you’re really willing to do anything to improve your staffing issues, listen to your recruitment managers when they tell you it’s time to change things. If you work at improving hiring conditions, not only will you get more dedicated, reliable candidates but you will also be able to pick from the best of the best.  

Why You Should Switch

If any of these sound like something you’re experiencing, it might be time to adjust your recruitment strategy. Bear Staffing has over 30 years of experience finding the people that you want and placing them where you want them while working with your company to find facility-focused solutions. 

Make an appointment today to talk about how we can solve your staffing and recruitment issues.