A hiring plan can ensure you attract the right people, get the most out of your recruiting efforts, and hire as efficiently as possible. We’ll explain what goes into a hiring plan and how to create one to accomplish your organization’s goals.   

What is a Hiring Plan?

A hiring plan is a formal strategy that outlines a company’s approach to hiring. It includes how many people will be hired, for which positions, and the timeline for that hiring. It also details how those people will be selected. 

Hiring plans can be short- or long-term and can contain different components to suit your needs. For example, a short-term hiring plan might address your staffing needs to get through the busy holiday season, whereas a long-term hiring plan could cover how you plan to grow in the market over the next two to three years. 

Benefits of Having a Hiring Plan

Optimize use of resources

One of the biggest advantages of a hiring plan is that it puts everyone involved in recruiting on the same page. It prevents team members from unintentionally working against one another. Your hiring plan dictates what qualities you’re looking to hire for at what time, along with how fast you can feasibly hire. This way you don’t waste resources recruiting for roles that aren’t actually a priority or hiring people you can’t afford to hire. 

Provide a better candidate experience

When a company’s hiring process is sloppy and disjointed, candidates can tell, and it’s a big turnoff when they’re considering your offer. Having a strategic hiring plan forces you to get intentional about every step in your recruiting process and fine tune it so that it’s aligned with the image you want to convey to candidates. 

Hire faster

It’s all too common for HR staffers to reinvent the wheel each time they hire. They lack a structured set of steps to follow, so they waste time repeating work and performing manual tasks that could be automated. A hiring plan outlines a methodical process for attracting and onboarding talent, which means you can move through the steps efficiently each time you hire. Moreover, you can continuously refine the process to become even more efficient over time. 

Make more accurate hires

Because a hiring plan is a concrete breakdown of who you want to hire, it cuts down on hiring mistakes. Hiring mistakes are costly, but these costs are in large part avoidable if you invest the time to create clear and strategic hiring criteria. 

10 Steps to Create a Hiring Plan

1. Set strategic goals

Begin by aligning your hiring plan with your company’s strategic goals. These could include growing revenue, bringing new products to market, expanding your territory, or improving your sustainability–any overarching objectives the business wants to achieve. Identify key areas where hiring new talent can contribute to these goals.  

2. Understand your budget

We can’t emphasize this enough: before diving into recruitment, it’s crucial to have a clear picture of the financial resources available for hiring and to ensure that everyone is on the same page about those resources. This conversation should include company accounting leaders looking at the bigger financial picture and talent acquisition specialists who can weigh in on market conditions and competitive salaries. This will arm you with a firm understanding of how much you can allocate to things like advertising, sourcing tools, and recruiting personnel. 

3. Prioritize hiring needs

Assess your current workforce and identify areas where additional talent is needed most urgently. This could be because of skills gaps, head count shortages, leadership vacancies, upcoming retirements, or any other factors that are creating a high-priority need. Prioritize roles based on business needs and the impact hiring will have on the business goals you identified in step one.

Related: How to Identify and Set Hiring Priorities

4. Coordinate across teams

Collaboration is key to effective hiring. Involve relevant stakeholders, including department heads, hiring managers, HR professionals, and third-party recruiters in the planning process to ensure everyone is working toward the same goals.

5. Put it in writing

Document your hiring plan, including details like roles and responsibilities, timelines, budget allocation, and performance benchmarks. Then, circulate the plan among the relevant parties. This ensures clarity, creates accountability, and promotes alignment across the organization. 

6. Define your selection process

Now that you know who you need to hire, it’s time to define how you’ll hire them. Develop a structured selection process that includes screening resumes, shortlisting candidates, conducting interviews, assessing skills, and determining culture fit. Clearly outline the steps involved, designating who is responsible for each step and how long it should take. This promotes a smooth and efficient hiring process. 

7. Allocate proper recruiting bandwidth

You know how many people you want to hire; now, do you have enough specialists to hire those people? Whether it’s internal HR staff, external recruiters, or a combination of both, ensure you have sufficient recruiting bandwidth to manage the anticipated volume of candidates and deliver a positive candidate experience. 

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8. Create a job description template

This is the perfect example of not reinventing the wheel that we touched on earlier. While you want to create compelling job descriptions, you shouldn’t write them from scratch each time. 

Develop a standardized template that includes a job overview, core responsibilities, required qualifications, and company selling points. When it’s time to hire, all you have to do is update anything that’s changed since you last used the listing and potentially freshen it up with some new language. Using a consistent format for every posting helps promote a strong employer brand and streamlines the requisition process.

9. Envision the candidate experience

Put yourself in the shoes of a prospective candidate and consider the experience throughout the recruitment process you’ve outlined. What does the first interaction with your company look like? How does the relationship develop from there, and what happens in each phase between the application and the job offer? What communications are sent at every stage in the process? 

From the first point of contact to new hire onboarding, aim to create a positive and engaging experience that embodies your company culture and values. 

10. Incorporate your employer brand

Your employer brand plays a significant role in attracting top talent and should be infused into your hiring plan. Strategize how you’ll showcase your employee value proposition, company culture, benefits and perks during the hiring process. 

By following these 10 steps, you can create a comprehensive hiring plan that not only addresses your immediate staffing needs but also contributes to your organization’s long-term success. Remember to regularly review, update, and optimize your plan in accordance with performance analytics and changes in the market. With a well-defined hiring strategy in place, you’ll be better equipped to attract, hire, and retain top talent in your industry. 

Demand is strong for the ability to work from home, and as an employer, you can set yourself apart by hiring remote and hybrid workers. The big question is, where do you find them? And how do you hire remote workers you can trust to do their jobs when you’re not physically able to keep an eye on them?

We’ll explain where to find qualified, professional remote workers and how to hire them effectively. 

How to Find Remote Workers

Rely on referrals

Referrals have long been one of the most reliable channels for producing top-notch hires. When a referral comes from one of your top performers, it’s even more potent, as great workers tend to have other great people in their professional network. When someone comes in via a personal introduction, they’re more likely to be invested in the process than if they’re applying to a hiring manager with whom they have no connection. 

Capitalize on this channel by nurturing a strong referral program. Put out a call for referrals regularly–once a quarter works well for many organizations–and implement a system for rewarding employees whose recommendations lead to a new hire. 

Related: How to Make Your Employee Referral Program a Powerful Recruitment Tool

Post on the right job boards

Remote positions are highly desirable, so if you offer the option to work from home, this fact alone should help you attract a more competitive candidate pool. Be sure you’re reaching the talented workers who are searching for remote positions by listing them on the right job boards. Posting on sites dedicated to flexible work, like FlexJobs and Remote.co, will help differentiate your positions from other roles that are onsite only. 

Look for a proven track record

The shifts of the last few years mean millions of new candidates now have experience working from home. Zero in on those with a proven track record for successful remote work, whether it was a temporary situation during the pandemic or they’re currently working from home. 

Ask questions that will help you drill down to a candidate’s work style and methods for successfully getting the job done off-site, like:

• What prior experience do you have with remote work?
• How do you stay on top of tasks when you’re not working in an office?
• How does the lack of regular in-person interaction with coworkers affect you?
• What tools do you use to collaborate with remote peers and manage your work?

Source from the freelance market

When you’re searching for a resume that includes working from home, consider this untapped source: freelancers. Representing a sizable segment of the workforce, contract and gig workers are used to working from anywhere and juggling multiple projects at once. Plus, you might already have a few you’re comfortable working with who would be interested in going full-time. 

Prioritize necessary qualities

Working from home requires a different set of skills–or at least more proficiency in certain areas–than doing the same job in an office. For example, remote employees must be independently motivated, adept at time management, and comfortable navigating minor tech snafus without having in-person help from the company’s IT team. 

To attract applicants who meet these qualifications, make sure your job listings emphasize the right criteria. State them directly in the list of job requirements alongside the technical skill requirements. Then, as you review resumes, use these same keywords and phrases to screen applicants with the required capabilities. 

Build a strong employer brand

When you’re hiring in person for an onsite role, you can rely at least somewhat on local word of mouth and your presence in the community to spread the word about your job opening. When you’re hiring online, you don’t have that luxury. You have to rely fully on your digital channels and your established presence to get you in front of the right applicants.

Thus, an ongoing effort to build a strong employer brand is paramount. Use content marketing to show off what it’s like to work for your company. Tap outgoing employees to act as brand advocates at public-facing events. Monitor and make efforts to improve your rating on sites like Glassdoor that remote candidates are likely to visit when researching before they apply.  

Related: How to Elevate Your Employer Branding to Attract Top Talent

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How to Hire Remote Employees

Set clear expectations

One critical step for a successful remote work arrangement is setting clear expectations from day one. Outlining key details, like how many days each week or month a candidate will be expected to come into the office, special situations that would necessitate onsite work, and any requirements around start times, end times, and availability during the day, ensures everyone is on the same page. 

Look for the right skills

As we touched on above, remote workers require a special set of skills. In addition to the technical skills required for the job, strong candidates must also possess core soft skills required to navigate working off-site successfully. Here are a few of the best soft skills to prioritize when screening applicants:

• Being a self-starter. A good remote worker needs to be able to look at an assignment and come up with the tasks necessary to complete it, then take action without being told. 
• Organization. You need someone who can juggle multiple projects independently and stay on top of deadlines without being micromanaged. 
• Communication. While they don’t necessarily need to be glued to Slack every waking hour, a remote worker needs to stay in touch proactively. Look for someone with strong writing skills who can quickly share what they’re working on and anything they need help with. 
• Tech-savviness. Not everyone loves digital collaboration tools. When you’re physically in an office, you can get away with using fewer of them. But remote work requires someone who’s proficient–or at least willing to learn–the latest ways to work together even when you’re not actually together. 
• Time management. When you allow for remote work, you’re entrusting workers with a certain level of independence. This is based on the presumption that they’ll manage their time effectively to finish their work. Look for someone with a demonstrated history of managing their own time and successfully accomplishing goals. 
• Focus. At-home workspaces are prone to distractions, from the load of laundry that needs to be folded to the latest binge-worthy documentary on Netflix. Remote employees must be adept at avoiding procrastination and focusing on high-priority tasks.

Streamline the interview process

Since remote candidates may be located in far-flung places, you’ll need an interview process that’s also remote-friendly. If you are using a video conferencing platform, ensure that all participants receive instructions and complete any necessary tech setup in advance. Set interviewers up for success by using software that streamlines virtual interviews; many applicant tracking systems now have these capabilities built in. We outline 10 virtual interviewing tips for hiring managers here.  

Be strategic about culture fit

It’s a common pitfall to overlook culture fit when hiring remote workers, but this is a big misstep. Culture fit is just as important, if not more so, for remote workers than onsite ones, as they don’t have as many opportunities to build rapport with their peers and are at greater risk of feeling isolated. So, incorporate culture fit strategically into your selection process. 

Ask interview questions that will help identify alignment with your team, like:

• Describe your ideal work environment.
• What does a great team look like to you?
• What do you value most in an employer?
• How do you deal with workplace conflict?
• What motivates you at work?
• Can you tell me about a project or assignment you were particularly inspired by?
• Have you ever gone above and beyond to help a colleague?

Additionally, consider using pre-hire screening tools like personality assessments, which can help you gain an objective perspective on a candidate’s strengths and weaknesses. 

Get additional input

One disadvantage of remote work is that you miss out on casual in-person interactions, like passing in the hallway or chatting in the break room, that build camaraderie and contribute to company culture. This missing physical link makes it harder to assess culture fit when hiring. That is why it is so important to convey your company culture when hiring remotely.

To help ensure remote workers are both qualified and a good fit, don’t rely on one person’s judgment (even if it’s your own). Bring other staffers, like peers the new hire will be working with, into the hiring process. A roundtable-style Zoom meeting is a great way to introduce a candidate to other team members whom you can follow up with afterward for feedback. 

Make boomerang hires

The pandemic has upended career plans for even the most established professionals, which may mean some of your former employees are now back on the job market. If you know one who’d be great for your remote role, entice them to come back–bringing with them new skills and expertise–with the ability to work from home as a perk. 

Provide an excellent onboarding experience

One of the biggest mistakes when hiring remote workers is making the initial hire and then going radio silent. Employers must go the extra mile to keep remote employees engaged, starting with an intentional onboarding process. 

As soon as the offer is accepted, provide new hires with the necessary paperwork to complete it at their convenience before their first day on the job. Use interactive materials like videos and gamified onboarding modules to introduce new workers to the company’s policies and processes. Help them get acclimated by setting up dedicated times for them to meet and greet their new teammates and other recent hires–virtually, of course. By providing an engaging onboarding experience, you’ll set a positive tone for a productive new hire period. 

Work With a Specialized Staffing Agency

Advertising your remote role on social media and job boards is a must, but it only gets you so far. To attract hard-to-reach candidates, especially passive ones who don’t regularly search job sites, work with a staffing partner that has experience hiring remote workers. 

Whether you’re new to off-site hiring or are looking to ramp up your remote workforce, We can help you attract and qualify candidates who will get the job done no matter where they work from.

Contact us today to learn about our remote staffing solutions that fit your company.

Some CEOs, like Jeff Bezos of Amazon, Mark Zuckerberg of Facebook/Meta, and Warren Buffet of Berkshire Hathaway, serve as the face of their company in the public eye, acting as a mouthpiece and figurehead for the organization. Other CEOs prefer to keep a lower profile, leaving the public-facing duties to different members of leadership while steering the organization in less conspicuous but equally impactful ways.

How to Hire a CEO

The CEO will act as the company’s fearless captain, steering the proverbial ship in both smooth and stormy seas. Since they’re typically the highest-paid executive in an organization, hiring a new one usually generates a good amount of industry buzz. The right selection can bring enormous value to a firm, while the wrong one can spell disaster. Thus, you want to take every measure to make sure you choose the perfect person for the job. 

1. Allow ample time

The hiring process for a CEO typically takes several months. In some cases, you might need to fill the leadership role unexpectedly or urgently, but ideally, you want to allow a long enough window of time to make an informed and not rushed decision. 

2. Assemble a hiring committee

Hiring a CEO is a process that should involve multiple decision-makers. Assemble a committee that includes all key stakeholders and some company staff. Be mindful that the people you select need to be able to be trusted to exercise discretion and keep the details of the search private. 

3. Establish sourcing requirements

When looking for a new CEO, consider candidates from within the company, such as if there is a point person in the former CEO who knows the ropes and can step seamlessly into the job. Or, you may prefer an external candidate who can bring a fresh perspective or a new set of skills to the role. Defining what you’re looking for from your new leader is a critical early step that will determine where you look for candidates. 

Executive search firms that specialize in hiring members of leadership are often brought in for expert consultation and niche sourcing capabilities. 

Related: Sample CEO Job Descriptions

4. Assess qualifications

Serving in an executive role requires qualifications different from most ordinary jobs. Whereas most roles should be filled primarily based on skills, a CEO needs a specific blend of hard and soft skills, prior experience, industry knowledge, and cultural alignment to be a strong fit. A candidate who lacks leadership experience but possesses innate vision and strong industry knowledge might shine in the CEO’s chair. That’s why assessing candidates from a holistic point of view is especially important. 

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5. Conduct interviews

Interviews for a CEO position typically take place over several days or weeks. It’s common for candidates to spend multiple days onsite at the company, meeting with different members of the hiring committee. Interviews should include questions that cover a range of topics, including but not limited to:

• Experience
• Motivation
• Personality
• Values
• Industry trends 
• Company positioning
• Strategy
• Vision
• Organizational processes

6. Check references

For some roles, you can get away with not checking references (although we would never recommend it). This, however, is not one of those roles. CEO finalists should be vetted carefully with reference and background checks. Speak with former colleagues, managers, subordinates, and personal references to understand the person’s character and capabilities fully. 

7. Keep an open mind

CEOs can be wildly diverse in their background and experience level. The key is finding the right fit for YOUR organization. To give you a broad range of candidates to choose from, interview a mix of internal and external candidates and people with and without prior CEO experience. 

Remember that other executive team members can fill gaps in skills or expertise. For example, a dynamic candidate who lacks public-facing experience could receive PR coaching to refine their skills or hand public appearance duties off to the company’s COO. Also, consider that you may be able to meet the company’s needs with a part-time CEO or a consultant. 

Whether you’re looking for an internal or external candidate, someone who thrives in the spotlight or prefers to shy away from it, all excellent CEOs have a few standout traits in common. When hiring a CEO, look for these key skills. 

Related: The 7 Reasons Why You Should Hire an Executive Recruiter

Must-Have CEO Skills

Leadership

No organization is free of problems. The CEO sets the tone for how an organization will respond to its problems and navigate tough times. A strong leader can bounce back after a setback and outline a clear path forward for the rest of the organization to follow.

Ability to delegate

Great CEOs breed great teams, and that can’t happen without lots of delegation. Rather than micromanaging, a good CEO empowers their employees to take ownership of their work. This, in turn, inspires a sense of pride in the job, contributing to a strong culture. 

Accountability

Though the ability to delegate tasks is critical, a CEO also recognizes that the buck stops with them. The company’s success–and more importantly, its failures–rests on their shoulders. Look for a CEO with a proven track record of taking accountability for significant projects. You can also learn a lot about this skill by asking candidates about times they’ve dealt with failure. 

Bold thinking

The ability to innovate is a make-or-break factor for companies in today’s marketplace. More forward-thinking firms quickly overtake those that resist change. COVID-19 was a perfect example of this, with companies that failed to pivot to pandemic-friendly options like online shopping and contactless delivery and, as a result, didn’t survive. 

A strong CEO needs the vision to anticipate what’s ahead before it arrives. They must be open to new ideas and willing to try new things in an attempt to accomplish what’s never been done before. 

Creativity

The best leaders rarely follow the same path others have taken before. Great CEOs have a knack for seeing solutions in the most unlikely places and forging new and creative ways forward. Creativity is closely linked with adaptability, which is another highly important CEO skill. 

Communication

It’s one thing to have big ideas; it’s another to convey them clearly to others and get people onboard with enthusiasm. The ideal CEO communicates in plain, direct language, using the appropriate tone and tactics for different groups, such as employees, stakeholders, and the public. 

They must be able to distill complex concepts down to their most important points and present them confidently. Communicating frequently is also a necessary step in building trust. 

Ability to make difficult decisions

Tough decisions are an inherent part of any leadership role. Wavering in the face of them can cause uncertainty at best and chaos at worst. 

A CEO needs to be able to make decisions that, though unpopular, are the smart choice for the company. This might include making painful cuts to ensure the firm’s future viability, letting go of employees who can’t or won’t pull their weight, or taking a controversial stance on an important issue. The right person for the job will be able to discern the right decision and make it unapologetically, even amid pushback and criticism. 

Sincerity

In an age where consumers’ personal data changes hands like currency, people value transparency more than ever before. Trust is paramount to the savvy customer, and companies that want to earn that trust need a leader who can walk the walk. 

A great CEO stays true to their word and follows through on promises, even when it’s inconvenient or doesn’t directly translate into more dollars and cents for the company. When mistakes are made–as they inevitably are in any successful organization–a sincere CEO owns up to them quickly and takes steps to correct them. 

An eye for talent

While most CEOs don’t have a heavy hand in hiring, the best ones can spot untapped potential when they come across it. In addition to being a company’s chief executive, they’re also its recruiter-in-chief, helping attract the best and brightest talent and using their high profile to make a positive case for working for the company. 

A good CEO can discern where fresh talent is needed–be it in product development, marketing, or on the board of directors–and use their influence to ensure the necessary hires are made. 

Relationship building

As the company’s top employee, a CEO faces the not-so-easy task of building and navigating relationships in many different areas. They must successfully interface with employees, managers, partners, vendors, customers, the community, and more. Their ability to forge meaningful, mutually beneficial relationships will bring about new opportunities and serve the company’s interests over the long haul.

Management skills

A winning CEO is also the organization’s manager-in-chief; they are accountable for each and every employee on the payroll. As such, they must be able to manage people at all levels of responsibility, coach staffers to improve their weaknesses, hone people’s strengths, and coax out their employees’ best work without burning them out. 

If all of this seems like a tall order, it’s worthwhile to note that not every CEO needs every skill. All people have weaknesses, and other key executive team members, like the COO can compensate for those of a CEO. Thus, in addition to considering a candidate’s own qualities when hiring a CEO, it’s important to also take stock of how their skills will mesh with those your leadership team already has.

Refine Your CEO Search With Help From an Expert Recruiting Team

Whether you’re just starting to look for a new CEO or you need someone to breathe new life into your search, turn to our staffing experts. Our executive search solutions will help you go deep on the qualities needed to lead your organization confidently into the future. Take the next step toward finding the perfect fit by scheduling a call with us today.

We’ll explain the difference between talent acquisition and recruitment and outline some situations where one tactic may be superior to the other for your particular needs. 

What is Recruitment?

Recruitment is the process of finding, attracting, screening, interviewing, and hiring candidates for a company’s open roles. It takes place over a short time frame and aims to fill vacancies as quickly as possible with strong-fitting candidates. Recruitment activities include posting job openings, reviewing resumes, scheduling and conducting interviews, and making job offers. 

What is Talent Acquisition?

Talent acquisition is a strategic practice for forecasting vacancies, attracting talented candidates, and forging relationships with those candidates before jobs need to be filled. It’s a long-term approach heavily focused on creating a strong talent pipeline. Talent acquisition activities include staffing analysis, succession planning, employer brand building, and candidate relationship nurturing. 

The Difference Between Talent Acquisition and Recruitment

Though the activities involved in recruitment and talent acquisition overlap somewhat, the two processes vary in several key ways. 

Time frame

Recruitment is focused on near-term results to fill vacant roles efficiently. Recruitment activities are action-oriented and meant to deliver qualified candidates quickly. Talent acquisition, on the other hand, has a longer lead time. Initiatives aim to deliver long-term results and require more time to plan and execute. 

Scope

Though both recruitment and talent acquisition involves finding qualified candidates to meet a company’s staffing needs, recruitment has a more narrow scope that is focused primarily on the tasks that are directly associated with the hiring process. Talent acquisition duties are broader and include things like crafting recruitment marketing campaigns, running employee referral programs, planning initiatives to boost retention, conducting candidate feedback surveys, and analyzing and acting upon recruitment data. 

Objectives

The narrow versus broad distinction also applies to the unique recruitment and talent acquisition goals. Recruitment’s primary goal is to fill open positions efficiently. Talent acquisition, on the other hand, aims to utilize staffing to achieve the company’s strategic vision.

When to Use Talent Acquisition

Employing talent acquisition strategies is a smart approach if your organization:

Hires a large number of employees every year

When you’re hiring continuously, it’s inefficient to start from square one each time. Building a talent pipeline that’s continuously filled with strong candidates will enable you to hire quicker and with greater accuracy. 

Is in a niche field

In industries like technology and law, hiring requires a specific skill set that’s not always readily available. Building talent relationships over time can give you faster access to the niche skills you need when an opening becomes available. 

Is focused on long-term growth

If your sights are set on hitting key performance and growth targets, you need the right staff in place to get there. Talent acquisition will help you attract and retain top professionals in your market for a competitive advantage. 

Struggles with high turnover

In some fields, like healthcare and the call center industry, turnover is a persistent challenge. If this is the case, finding qualified talent on an ongoing basis will ensure your operational needs are met and help avoid service disruptions caused by inadequate staffing. 

Is in a highly competitive market

In a strong candidate’s market, it can take several months to fill a single posting. Anticipating likely openings and seeking out candidates to fill them in advance can put you ahead of the game and avoid extended vacancies. 

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When to Use Recruitment

It may be to your advantage to use recruiting if the following are true:

You only hire a few employees every year

If you’re a small business that only has a vacancy every couple of months, building a talent pipeline is not an efficient use of your time. Instead, your efforts would be better spent identifying reliable sourcing channels to find local talent and using them to reach candidates when openings become available. 

Turnover is low

Do your employees tend to stick around for many years? First, congrats on the great retention! Second, it may not make sense to devote the time and planning that talent acquisition requires if attrition is rare. 

You have a one-time need

If you’re looking to fill a niche position like an executive seat or a highly technical role, you don’t need to have a steady stream of qualified applicants. Instead, you should focus on identifying a handful of candidates who possess the required skills and are available immediately. 

You hire a high volume of entry-level roles

When conducting volume hiring for entry-level jobs, posting on job boards may be the only recruitment channel you need. In this case, you can keep costs down by focusing on what works and spending most of your time on screening and interviews. 

Tips for Deciding Whether to Use Recruitment or Talent Acquisition

1. Analyze organization’s goals

Based on the factors we’ve outlined above, you should have a pretty good idea of which camp your needs and goals fall into. Talent acquisition will be the stronger choice if you’re invested in building a strong employer brand and dedicating the effort to nurture candidate relationships. Recruitment is a more effective choice if you’re looking to hire immediately to meet short-term needs. Keep in mind that many organizations utilize a mix of recruiting and talent acquisition strategies to achieve their goals and that, in time, talent acquisition simplifies recruitment.

2. Assess your bandwidth

Think about an old house. It requires maintenance to keep it in good condition, and each repair delivers immediate results–a new coat of paint and a fixed boiler. At a certain point, though, if the repairs become excessive, it may be more cost-effective to bulldoze the house and build a new one with materials that are designed for longevity. 

There’s a similar cost-versus-benefit situation between recruitment and talent acquisition. There’s no doubt that talent acquisition requires a significant investment of time and resources, while recruitment delivers faster results. At a certain point, however, the repeated efforts required by recruiting will become inefficient. Transitioning to talent acquisition will produce better long-term results and be more cost-effective. 

Analyzing your current and future bandwidth for recruiting activities will help you determine whether you’re using your hiring resources optimally. 

3. Consider company culture

Everyone needs to agree on the overarching goals when engaging in talent acquisition. One of those goals is building a cohesive culture. So, before you get too far into planning talent acquisition initiatives, it’s crucial to define your desired culture and identify individuals who fit within it.  

4. Leverage a specialist

Professional recruiters and talent acquisition specialists can be valuable members of your hiring team, both to supplement your in-house staff and outsource activities entirely. Enlisting an expert can save time, keep costs down, and prevent hiring mistakes. 

Talent acquisition and recruiting are important parts of an organization’s strategy to attract top talent. One supports the other. By choosing the strategy (or a combination of both) that fits your organizational goals and staffing needs, you’ll be better equipped to handle changes in the market while maintaining strong key performance indicators. 

What is a net promoter score, exactly, and how is it connected to your hiring process? Read on to learn how you can use this one simple question to gauge the effectiveness of your talent acquisition efforts and project future staffing success. 

What is Net Promoter Score?

Your net promoter score is a number formulated by gathering customer answers to a single question: on a scale of 1 to 10, how likely are you to recommend [product/brand/company] to others? One is the lowest possible score, while ten is the highest. Higher scores from a customer are strongly associated with a higher likelihood of repeat purchases, brand loyalty, and other important performance metrics that influence business growth. 

Here’s how a customer is defined based on their NPS response:

• Detractors: customers that give a rating from 1 to 6 
• Passive: customers that give a rating of 7 or 8
• Promoters: customers that give a rating of 9 or 10

Your overall score is a number ranging from -100 to 100. It’s calculated by the percentage of promoters minus the percentage of detractors. So, if you had all promoters, your score would be a perfect 100. If you had all detractors, your score would be a terrible -100. A positive NPS means you have more promoters than detractors, while a score above 50 is considered outstanding. 

As you can see, the net promoter score rating system is a quick and useful way to gauge a company’s performance when used with customers. In fact, companies found it so effective that they began using it to gauge employee satisfaction, asking, ‘How likely would you be to recommend this company as a place to work?’ 

Now, more companies are adopting it further for use on candidates with the question, ‘How likely would you be to recommend that someone apply to work here?’ When used in the context of job candidates, net promoter score is commonly referred to as cNPS. 

How Does Your Net Promoter Score Pertain to Recruitment?

Your cNPS is a broad measure of the average candidate experience when applying to your company, which is directly tied to all sorts of factors from your offer acceptance rate to your employer brand. Here are some important ways cNPS influences recruitment success. 

Candidate experience

A poor candidate experience is one of the top reasons candidates reject job offers. When the job application process is disjointed, sloppy, or inefficient, it can spark worries among applicants that other processes at your company will be this way, too. On the other hand, a smooth and enjoyable candidate experience promotes excitement and enthusiasm about joining your company. 

Employer branding

A good cNPS indicates that candidates are happy with their experience within your hiring funnel. Positive word of mouth reflects well on your company, which means you don’t have to do as much work to convince candidates to apply when you’re hiring. Recruiting aside, a strong employer brand is good for business. 

Attracting talent

When job seekers research companies, they often seek out information from prior candidates and current/former employees. Sites like Glassdoor are known for this. A high cNPS can serve as a testament to your company’s positive culture and employee satisfaction, making it more appealing to prospective candidates.

Retention

Happy candidates typically become engaged employees and are likelier to stick with their jobs than dissatisfied workers. As any recruiter knows, retention is an important long-term KPI, and having a strong cNPS will boost this impactful metric. 

Continuous improvement

One major benefit of using cNPA is that it’s a structured measurement. While candidate experience surveys are highly useful, the open-answer information they collect can be inconsistent from applicant to applicant, and they don’t offer a uniform way to compare answers against one another. The simple scoring format of cNPS gives you an easy way to compare apples to apples from one candidate to the next to drive continuous improvement.  

While it’s not a be-all, end-all metric by any means, net promoter score is a great way to track your recruiting progress over time and quickly gauge the impact of any changes you’ve made. For example, if you institute a new application format and see a subsequent rise in cNPS, it’s a good indicator that the new format is a success (and vice versa for a subsequent drop in score).

The Challenges and Considerations of NPS in Recruiting

NPS isn’t a magic bullet for measuring candidate experience. It has some downsides that require consideration. 

Limited visibility

As we’ve already touched on, one of the things that makes NPS such an appealing measurement is its simplicity. But this simplicity also has a big disadvantage: it doesn’t give much room for context or nuance. If your cNPS is lagging, it’s not always immediately clear why. Further investigation through candidate feedback surveys and exit interviews is required to delve deeper into the details of candidates’ experiences and in turn, make meaningful changes.

Limited reach

cNPS scoring only collects feedback from applicants who have a current or very recent relationship with your brand. But many other people are influenced by your recruiting efforts, like prospective candidates who see your recruitment ads but don’t click on them or people who heard about a negative experience from a friend of a friend. Learning more about the perceptions of these individuals could be valuable, but they will never receive a cNPS survey.

Timing

Setting up and executing a cNPS survey can be time-consuming, but hiring moves fast. Candidates’ feedback is going to be the most useful when it’s fresh in their minds, but surveys often don’t reach people until several months after their interaction with an employer. The speed must be taken into consideration when deploying cNPS efforts. 

How to Use Net Promoter Score to Hire Better

Follow these five tips to use net promoter scores to drive better recruiting performance. 

1. Think of candidates as an extension of your customers

For most businesses, the benefit of gathering feedback from customers is a no-brainer. For some reason, though, many organizations fail to extend the same logic to their job applicants. Approach your candidate experience the same way you would approach your customer experience, making it a positive one for buyers and non-buyers (or in this case, hires and non-hires) alike. 

Why do you need to focus on a good experience, even for candidates you don’t hire? Because they have the potential to really hurt your employer brand. Whereas 87% of people will tell a friend about a positive brand experience, 95% will share with others about a negative one. Tracking your net promoter score and making incremental improvements to it over time can have meaningful implications for your candidate experience, which minimizes negative conversations about your company. 

2. Use it with new hires, but more importantly, with non-hires

When measuring cNPS, consistency is key—the single-question survey should be distributed to all applicants regardless of whether they’re ultimately hired or not. As we discussed above, the ideal scenario is for all candidates, even those you reject, to come out of your hiring process with a positive impression. 

In fact, we’d argue that the scores you receive from non-hires—which will be the majority of applicants—are even more important than those you receive from candidates who wind up joining your team. While new hires may feel compelled to leave a high score simply because they wound up getting the job, non-hires have nothing to gain by sugar-coating their answer. Thus, their feedback is likely to be a more honest assessment of your actual candidate experience. 

3. Make it simple

One of the primary reasons the net promoter score is so useful is its simplicity. The single-question format has a low barrier to entry, which helps you gather as many responses as possible. It also lends itself to a number of different collection formats, from your website to email to written responses via a physical form. 

To maximize the data you gather, make it as easy as possible for candidates to participate. Some methods we like to use are embedding the question in an email with a clickable answer so candidates can weigh in without even leaving their inbox or using a free service like Survey Monkey to send a link and letting candidates know in advance that it’s only a single question. 

4. Test it at various stages of the hiring funnel

Another useful quality of cNPS is that you can send the survey at any point in the hiring funnel that you choose. You’ll still get an apples-to-apples comparison if you send it to all candidates simultaneously. 

This is useful because it can help you pinpoint where breakdowns are occurring in your recruiting process. For example, if a cNPS survey sent after the screening process yields a score of 55 but one sent after the interview process yields a much lower score, you’ll know that something is lacking in your interview execution or follow-up and can take appropriate steps to correct it. 

5. Follow up to address low scores

There are various reasons a candidate may have a bad hiring experience, such as a rude interviewer, an extensive interview process, or a lack of feedback. We mentioned that NPS isn’t the be-all and end-all—that’s why it’s important to dig for more information via a candidate experience survey. 

Candidate experience surveys are longer, more in-depth questionnaires that give context to positive or negative net promoter scores. They ask about the candidate’s overall experience and delve into specifics like the written application and the interview process. 

While you may choose to follow up on all NPS surveys with a candidate experience survey, it’s especially important to do so with detractors so you can learn the reasons behind their poor interaction with your company. 

Here are some good questions to ask in a candidate experience survey:

• What words would you use to describe the interview process at [company]? (i.e., challenging, enjoyable, stressful, etc.)
• How would you rate the level of communication you received from [recruiter] during the hiring process?
• How would you rate your understanding of the role you applied for after the interview?
• What could we do differently to make our hiring process better?

Collecting candidate feedback in this manner not only gives you a breadth of information to use to make internal improvements, but it also gives candidates an important outlet that can help deter them from turning to public sites like Glassdoor to air their grievances. 

Tips on Promoting Your NPS

Set goals

Without specific goals, the desire to raise your NPS is just that–a desire, with no meaningful action plan. Drive results by setting measurable KPIs and analyzing them regularly. For example, you might set a goal to raise your NPS by 10 points within six months. 

Keep in mind that NPS can fluctuate widely if you look at it in too-narrow windows of time (like one week to the next). So, it’s best to analyze NPS over larger time frames and allow sufficient time to make meaningful improvements to it. 

Be transparent

When you send out an NPS survey, give the recipient context. Tell them why you’re asking the question(s) and how the information will be used. Simply knowing that you’re seeking feedback in order to improve can position you more positively in a candidate’s mind. 

Engage with promoters

People who reveal themselves to be promoters are brand evangelists in waiting. Give them additional opportunities to engage, like sharing your posts on social media or inviting them to join your mailing list.

Follow-up with detractors

Once someone lets you know they’ve had a bad experience, don’t just leave them hanging. Follow up to thank them for their feedback, apologize for their subpar experience, and let them know you’re working to make improvements. 

Hire More Effectively by Partnering with 4 Corner Resources

Identifying and attracting the best candidates is one part art, one part science. 4 Corner Resources will help you master both aspects with a combination of time-tested recruiting methodologies and more than 15 years of experience in the field.

When you partner with our team of seasoned headhunters, you’ll enjoy faster sourcing and screening, more efficient interview scheduling, and a seamless onboarding process, all of which contribute to a better candidate experience. Learn how we can help you fill your open roles faster and at a lower cost by scheduling your free consultation now.

Simply put, prioritizing the strategic initiatives required to drive the business requires putting trust in employees. The right employees. Hiring conscientious, trustworthy people will allow you to focus on the big picture while overseeing a cohesive, well-functioning workforce.

The Importance of Hiring the Right People

Hiring the right people will benefit your business in several important ways – both tangible and intangible.

Achieve goals

Scaling an organization is not a solo act. To grow and prosper, a leader needs the right team. Strong talent is required to accomplish meaningful business objectives, whether you’re reaching a certain revenue level, shaking up your industry, or making a difference in customers’ lives. 

Build a cohesive culture

One thing that sets the greatest companies apart is that their employees genuinely love working there. A positive, healthy culture makes people want to come to work every day. Strategic hiring will help you build a team that works together effectively and enjoys doing so. 

Promote longevity

When you hire thoughtfully, you’ll be more likely to select candidates who are the right fit, making them more likely to stay on staff for the long term. Strong retention promotes a resilient, seasoned workforce that will ensure your business can stand the test of time and weather the challenges that will inevitably come your way. 

Avoid hiring mistakes

Hiring the wrong people costs money, causes service disruptions, and lowers morale. A sound hiring strategy prevents hiring mistakes and their negative impacts on the business. A well-thought-out plan for interviewing and decision-making can have a significantly positive impact.

It’s also worth noting that no company or interview process can prevent bad hires. Yes, I said it, just as I’ve said to countless staffing clients and prospects. The very nature of hiring people creates infinite possibilities for things to go awry, so don’t focus on or expect perfection. Instead, increase your odds of success by implementing an efficient and consistent interview process.

Strategies for Recruiting the Ideal Candidates for Your Company

1. Identify your hiring needs

Unfortunately, there’s no playbook that can tell you which roles to hire for at what time. Every business’ hiring needs will be different depending on market, size, goals, and other factors. One business might hire an entire executive team before building out its sales force, while another might have a team of salespeople in place before finding it necessary to have a dedicated CFO or CMO, and so forth. So, you’ll need to assess your unique situation to determine your most prominent staffing needs. 

Consider the company’s growth trajectory. How fast are you growing, and how much additional bandwidth is required to accommodate that growth? What new initiatives will impact staffing needs? Which roles are most critical to facilitate growth without interrupting operations?

Next, consider skills gaps. Which core competencies is the company lacking, or where is more depth required? Can existing employees be provided further training to cover gaps, or is additional expertise required?

This analysis should give you a solid foundation to set hiring priorities. 

Related: How to Identify and Set Hiring Priorities

2. Define your culture

Before you begin posting job listings, it’s important to define the culture you want to build. It’s impossible to conduct intentional hiring without a clear idea of the type of team you want to form. 

Your culture consists of a number of elements: intrinsic things like your values and desired staff attributes like integrity and humility, but also more tangible things like your work style and how teams are structured. 

A clearly defined culture will make hiring easier because it allows you to see which candidates will fit into your culture plan and which are clearly a poor match. It also helps you hire for potential, which is the idea of prioritizing trainable people aligned with your ideals versus onboarding candidates who have loads of experience but are a weaker cultural fit. 

3. Write strong job descriptions

Job descriptions are part sales pitch and part wish list. If written properly, they can do more than explain the position’s responsibilities – they can actually help you attract great candidates.

Make sure your JDs include all relevant details, including a well-defined list of requirements like education or prior experience. It should also share the value proposition you offer as an employer–your culture, what sets you apart, and why a prospective applicant would want to work for you. 

We talk in-depth about how to write a job description that will attract top candidates here. 

4. Choose the best recruitment channels

Recruitment channels are the platforms and methods you’ll use to get candidates to apply for your job openings. A few of the most common recruitment channels are referrals, job boards, online advertisements, social media, and job fairs. 

Recruitment channels should be selected based on who you’re looking to attract. For example, if you’re looking for a top-notch developer, you’d recruit in different places than you would if you were aiming to hire a seasoned sales pro. 

No matter what role you’re hiring for, a heavy emphasis should be placed on referrals. They’re consistently the most accurate channel for hiring strong performers, so it pays to incentivize your existing employees to recommend qualified people in their network for your open roles.

5. Verify skills

There’s a reason skills-based hiring is on the rise: it promotes objectivity and increases the likelihood of hiring strong performers. When you hire for skills, you place a greater priority on a candidate’s technical aptitude and relevant experience than you do on other factors like their degrees. This forces you to drill down to the most important question in hiring: Will this person be able to perform the job effectively?

Pre-hire assessments can help answer this question. Incorporating skills tests into your hiring process helps objectively verify that candidates meet a minimum threshold before proceeding to the interview process, where you can assess more subjective aspects like personality and culture fit.

6. Ask the right questions

Think of your interview questions as a discovery tool. They should be selected carefully to zero in on specific aspects of a candidate’s aptitude. 

To help with this, use the list of requirements you outlined in the job description. Each interview question should help you verify whether the candidate meets or does not meet one or more of those requirements. 

Using a mix of strategically chosen personality, background, behavioral, and situational questions will give you a well-rounded view of a candidate in the context of the job you’re considering them for. 

Related: The Best and Worst Interview Questions to Ask Candidates

7. Use hiring scorecards

Interview scorecards are another great hiring tool. They help interviewers objectively assess candidates and compare them against one another. 

Scorecards incorporate all of the hiring criteria for a role: education, experience, skills, personality, professional credentials, and any other important qualifications. During the interview, candidates are scored on each item using a predetermined scoring system. 

In addition to helping interviewers track candidates, scorecards help mitigate personal bias. It’s natural to be drawn to people who are similar to us, whether in terms of appearance, background, interests, race, ethnicity, or any factor that gives us common ground with a candidate. But these factors don’t predict job performance. So, it’s important to use bias-reducing tools like scorecards to hire more accurately. 

Check out our ultimate guide to interview scoring sheets with a customizable template here. 

8. Employ technology

One great thing about the times we’re living in is that you don’t have to tackle the challenge of hiring on your own. There are tons of highly useful pieces of technology that can simplify various parts of the process.

Use scheduling tools to automate the process of setting up interviews and sending email reminders. Leverage an applicant tracking system, or ATS, to manage your talent pool and move candidates smoothly through each hiring phase. Artificial intelligence tools can be deployed to identify strong candidates and predict their likelihood of success. Background check software can flag problematic items in a candidate’s history. 

We share the details on our favorite recruiting tech tools here.

9. Vet candidates thoroughly

In a perfect world, we’d be able to take every candidate at their word that they have the skills they claim to have or the experience they claim on their resume. However, it’s not a perfect world, and candidates sometimes embellish or downright lie about their qualifications. 

As a business leader, you can’t afford not to vet candidates thoroughly. One bad apple can tank team morale, lose you your top client, or clean out your bank account. Thus, tedious as these steps may be, it’s critical to verify references and conduct background checks before finalizing an offer. 

10. Make compelling offers

Finding the right people is only half the battle. You also have to convince them to work for YOUR company and not a different one. The offer you make to a candidate plays a big part in this decision. 

Offering competitive salaries is a given, but it takes more than that to woo top talent. Are you comparable to your competitors in other benefits, like 401(k) matching and wellness offerings? Work-life balance is a top demand. Can you offer greater flexibility in hours or work location to set yourself apart? What about employee development opportunities?

Making your offers as compelling as possible will help you close the deal after all the hard work you’ve put into finding great candidates. 

11. Develop employees strategically 

Top candidates crave opportunities to advance their careers. Strategic employee development initiatives not only strengthen employee engagement but make hiring easier, too. After all, it’s much easier to promote an all-star employee from within than to search for someone external starting from scratch when you need to fill an opening. Employee development also promotes retention, which reduces hiring costs. 

12. Don’t settle

This is the most important piece of advice on this list: don’t hire until you’ve found the right person. 

Which would you prefer: someone who will do a mediocre job for a few months and then leave or a long-term employee who’s committed to doing a great job and growing with the company? The answer is obvious; if it takes more time to find that second person, it’s worth waiting. 

If your staffing needs are urgent, consider using a temp agency to help cover gaps rather than making a rushed hire. 

Hiring the right people will strengthen your organization and ensure its continued success. Investing the time and energy to get it right is one of the most worthwhile things you can do for your business.  

Needless to say, we’ve come a long way since then. The industry has also evolved and grown in ways I never thought possible when I started my professional career as a recruiter in 1993. In fact, when I interviewed for a job with a staffing company as a senior in college, I was simultaneously learning about its existence as a profession. 

Now, hiring contract employees has become commonplace among businesses looking to respond to fluctuating demand or cover short-term staffing shortages. This can be a viable strategy to reduce hiring costs and bridge staffing gaps during uncertain times—but is it right for you?

Here, we’ll cover the biggest temp agency pros and cons to help you decide whether it is the right move for your organization. 

How Does Temporary Staffing Work?

When you enlist the services of short-term (“temp”) workers, you’ll typically go through a temporary, or contract, staffing agency. The agency will work to understand your needs and fill the required positions from its network of interim staffers. 

These employees are actually employed by the staffing agency, not the company where they will be working; the company “leases” the labor from the agency as part of its staffing agreement. This keeps onboarding time and effort to a minimum and eliminates the need for the company to complete lots of new hire paperwork for employees who may only be around for a few months. It also enables the temporary workers to receive benefits like health insurance as employees of the staffing agency, since most companies don’t offer benefits to non-permanent staffers. 

Pros of Temporary Staffing

1. On-demand hiring

Once you’ve established a relationship with a staffing agency, hiring new temp workers can happen in as little as a day or two. At 4 Corner Resources, for example, we have the potential to solve hiring and have a qualified candidate working within twenty-four hours. 

Since your HR department doesn’t have to deal with the typical new hire paperwork, such as tax forms, contracts, and benefits selection, the new hire can get straight to work almost immediately. This allows you to respond in real-time to workload fluctuations and changing market conditions, helping your company maintain its competitive edge. 

2. Only pay for work you need

We hear from many businesses that could use some extra help, but don’t quite have the workload to fill a full 40-hour workweek. In such cases, hiring a full-time staffer even at an entry-level wage isn’t cost-effective. 

Hiring these employees, on the other hand, allows you to pay only for what you need, scaling temps’ hours up or down depending on your workload. This is a great way to keep labor costs manageable while scaling your business and keeping up with your customers’ demands. 

3. Cover staffing shortages

There are all kinds of reasons you might face a staffing gap. People quit with no notice, become ill, need to respond to family emergencies, and even pass away. Unexpected absences are simply part of doing business. These employees are ideal for covering gaps in your staffing chart, especially when they happen unexpectedly. 

Contract staffing can also bridge the gap when a team member steps away but plans to return in the future, like when someone takes maternity leave or takes a vacation longer than a few weeks. 

4. Offers a “trial run”

How many times have you wished you could take candidates for a “test drive” before committing to hire them full time? With this type of staffing, it’s a possibility. While some positions are filled with the understanding that they’re strictly for the short term, others come with the possibility of full-time employment if things go well. 

Working with a person on a trial run before you hire them directly gives you a chance to better assess their effectiveness in the role and see how they fit as part of your larger team. It also offers you a way to test out different job functions, like a new role you’re thinking of adding as a full-time position, to ensure they make sense as part of your operations. 

5. Access to specialized skills

Whether it’s a big new project that requires niche expertise or a specific business pain point you’re looking to solve, you may need a specialized skill no one in your workforce currently has. This can help you access such skills at an affordable price. 

When we think of the stereotypical temp, we usually envision administrative and clerical work. In fact, though, this can be leveraged to fill almost any business need, from finance to marketing to technology, more cost-effectively than hiring someone full-time. 

6. Increased flexibility

This hiring solution gives businesses the ability to respond quickly to changing circumstances like a sudden shift in the market or an unexpected vacancy in a key role. Being flexible makes your business more resilient as you’re able to weather changes without making dramatic sacrifices in terms of quality or budget.

7. Reduced risk

When you need to fill a staffing gap quickly, you run the risk of acting out of desperation. This can result in poor hires, which can incur numerous unnecessary costs. Temporary staffing mitigates this risk by empowering you to meet operational demands without making a permanent hire. 

Additionally, it can mitigate risks associated with economic uncertainty or changing market conditions. 

Cons of Temporary Staffing 

1. May require more training time

Temporary staffing is just that: a short term fix. The more you rely on this labor, the more people you have to consistently train and oversee to make sure the work is done correctly. At a certain point, it becomes ineffective to continue training workers for a job that should really be a permanent one. 

To maintain efficiencies in your staffing model, be sure to analyze roles regularly to ensure that they are A) still filling the need you originally intended and B) haven’t expanded in scope into something that would be more appropriate as a full-time position. 

2. Less time to vet candidates

Since you’re not making a permanent commitment to an employee, you may be less likely to invest the same amount of time screening and qualifying them as you would a full-timer. This means you might settle for someone who’s purely “okay” for a job rather than holding out for the perfect fit. 

In some cases, this is a reasonable trade-off for being able to move quickly and cover staffing needs fast. In others, though, like those involving sensitive information or direct client contact, you’ll want to slow down and make sure all the necessary boxes are checked before saying yes to a temp. 

3. Culture fit can be a challenge

Another potential downside of hiring interim employees quickly is that they won’t all be the perfect fit for your company culture. This may result in some who don’t quite vibe with your office environment or who have difficulty collaborating with other team members. 

This concern can be alleviated by choosing a qualified staffing partner, who will take your company culture into consideration when selecting employees to send your way. 

4. Long-term planning is more difficult

It’s common management knowledge that new hires need anywhere from a few months to a full year to become proficient enough in their role to make meaningful contributions to the company. Unfortunately, temporary staff often doesn’t reach this threshold, so it’s tough for them to become an ingrained part of your team. This can make long-term planning a challenge in terms of workflows and team member responsibilities. 

Further, you’ll need to bear in mind that not all temps are looking for full-time employment as their end goal. Some enjoy the flexibility of nonstandard work hours or the variety of working a few different jobs. This matters because it’s a short-term arrangement on their end, too; these staffers may be less reliable or may be more likely to jump ship for a better opportunity than someone who’s employed full-time. 

5. Comes with a different set of legal requirements

Hiring interim employees, like hiring independent contractors, comes with its own set of legal considerations you’ll want to be aware of. Mainly, you must be careful not to blur the line between temporary and full-time employment. 

First and foremost, employment attorneys advise companies to cap contract employment at six months. After that point, you should seriously consider hiring the person as a part-time or full-time employee. If you don’t, you may open yourself up to legal pitfalls associated with treating these workers unfairly by not offering them benefits.

Next, even though a worker hired through a staffing agency isn’t your employee, you’re still liable for providing them with the same protections from workplace harassment and discrimination as you would any in-house employee and a safe and hazard-free work environment. 

Finally, be sure to read your staffing agreement carefully to ensure that it clearly outlines the roles and responsibilities of your company and the agency, like who is responsible for covering unemployment contributions and completing I-9s for the worker. 

How to Determine if Working With a Temp Agency is Right for Your Business

Skill requirements

Consider whether your skill requirements are short- or long-term in duration and the level of specialization required. If you require a highly niche skill for a short amount of time, this may be the perfect opportunity to leverage an agency to meet your needs. 

Resources

Do you have the time to source, recruit, and onboard workers internally? Working with an agency can save your HR department time by outsourcing these tasks to professionals. 

Staffing trends

Evaluate your historic workforce data to identify trends. If your staffing needs fluctuate frequently or you anticipate a spike in demand for workers in the near future, a temp agency can provide a cost-effective solution and minimize disruptions to your workflow. 

Budget

Analyze whether it would cost more to handle hiring yourself compared to leveraging a third-party agency. When adding up internal costs, you’ll need to factor in recruiter salaries, overtime costs, recruitment marketing, new hire onboarding, training, and employee benefits. 

Strategic goals

Consider how temporary staffing aligns with your long-term strategic goals and objectives. Determine whether short-term workers could lead to a long-term solution by converting these positions into permanent roles over time based on performance and business needs.

Solve Staffing Shortages with a Qualified Temporary Staffing Agency

The right staffing agency can make working with temporary employees easy and hassle-free. We offer temporary staffing solutions that help businesses of all sizes hire on demand and meet their operational needs. Whether you’re dealing with a special project, experiencing rapid growth, or have seasonal hiring needs, we can connect you with skilled, reliable workers to fill the necessary gaps. 

Get started by scheduling your free consultation today.

Never fear, non-techie recruiter, because we’ve got your pocket dictionary of IT terminology right here! We’ve broken down a range of technical terms by category. Use it as a guide during the tech recruiting process to help determine whether a candidate and their skills are up to snuff, even if their skillset and background are well outside of your wheelhouse.

IT Terminology Glossary

IT roles

Front-end developer: A type of computer programmer who develops applications and interfaces that a user interacts, typically using programming languages like HTML, CSS, and JavaScript.

Back-end developer: A type of computer programmer who builds the technology that powers front-end functionality using languages like PHP, Ruby, and Python and tools like MySQL, Oracle, and SQL Server.

Full-stack developer: A developer with skills in both server- and client-side development, i.e. the “full stack” of development capabilities.

UI designer: UI stands for user interface. This designer works to make the user interface of an application simple and functional.

UX designer: UX stands for user experience. This designer works improve the customer experience by increasing ease of use and enjoyability of an application.

System administrator: This person is responsible for the maintenance, operation and reliability of an organization’s computer systems, with a primary focus on servers.

Network administrator: This person is responsible for the reliable operation of an organization’s networks, a.k.a. the means by which multiple computers or applications communicate with one another.

DevOps engineer: Bridges the gap between development and business operations, particularly during code releases. They help streamline communication and collaboration during software development, QA, testing and deployment.

SecOps engineer: Designs and oversees systems that secure and protect the organization’s networks, applications and data. Screens and tests the organization’s defenses in order to identify and fix vulnerabilities. 

Data architect: Responsible for designing, deploying and managing the means by which an organization’s data is stored, consumed and used.

Cloud architect: Designs and manages computing strategies specifically within a cloud environment. Helps companies select the appropriate cloud infrastructure and applications to support business needs. 

Data scientist: Helps companies collect, analyze, visualize and interpret data sets to make informed decisions. Works closely with business leaders to understand and achieve business goals. 

SRE: Site reliability engineer. This person is responsible for the effective development, maintenance and operation of a software or system.

ERP manager: Oversees a company’s enterprise resource planning (ERP) activities, which includes the software a company uses to support business functions like accounting, project management, manufacturing, supply chain, and human resources. 

General industry terms

DevOps: Short for development and operations. This describes a specific approach to software development based on integration and communication between software development, QA and IT teams. It’s useful for releasing and optimizing new features quickly.

Agile: An approach to software development in which software is built, deployed and refined in increments rather than all at once. It’s user-centric and encourages swift and flexible response to feedback.

Waterfall: The predecessor of Agile. An approach to software development in which each carefully planned and documented phase must be fully completed before the next phase can begin. Testing and optimization only happen once the full scope of development is complete.

Scrum: A management framework that outlines a series of tools, meetings and roles for efficiency product delivery. Teams use scrum to self-manage and continuously adapt. 

Kanban: Pronounced “KAHN-bahn.” A system that helps development teams visualize their work. Work is represented on a kanban board, which allows team members to see the status of any piece of work at any given time. 

Big data: The term used to describe the massive and ever-growing volume of data that can be used strategically to improve business outcomes.

Cloud computing: The delivery of software and other technical services over the internet (i.e. “the cloud”) versus via a download on a local machine.

Algorithm: A set of rules, similar to a set of instructions, a computer follows when performing operations. 

Scalability: The ability of a system or network to accommodate growth.

Open source: A term used to describe software whose code is free and available to the public. It is developed by a community for public use rather than by a company for commercial sale.

iOS: A mobile operating system developed by Apple.

Android: A mobile operating system developed by Google.

Framework: A platform for developing software applications. A foundation upon which developers can build programs.

Source code: The instructions that tell a piece of software, website, or application how to work. Source code is written in a programming language like Java, CSS or Ruby.

Database: A collection of information stored and used by software, organized in a way that makes it easily accessible.

Relational database: A database model in which data is stored in tables. Most databases used in modern applications are relational databases.

Version control: In software development, a process for tracking and managing changes made to code. Version control gives developers visibility of who is working on what and enables multiple people to be working on a piece of code at the same time. 

Deployment: The process of making an application or piece of software available for people to use. 

Continuous delivery: A software development practice in which every change is made releasable, so that a new version of the software could theoretically be released at any time. 

Sprint: A length of time dividing the different parts of a project. For example, a team might develop a new feature over a two-week sprint. 

Programming languages

HTML: Hypertext Markup Language. This code is used for structuring web pages and the content on them.

CSS: Cascading Style Sheets. This programming language directs the visual aspects of a website, like fonts, colors, and spacing, through a series of style sheets.

JavaScript: A programming language that defines the behavior of a website. It can be used to make elements interactive and controls how HTML and CSS elements function.

PHP: Originally stood for Personal Home Pages. This is a scripting language especially useful for developing web pages.

Python: This is a scripting language designed to be easy to read and use. It can be used to create dynamic web content, applications, plugins and 2D and 3D imaging.

Ruby: An object-oriented scripting language designed to make programming easier by making assumptions. In other words, you don’t have to start from scratch with each new project. Ruby is the language used in the Ruby on Rails web application framework.

SQL: Structured Query Language. This programming language is used to access and modify information in a database. It’s used in web database development and management.

C: A general-purpose programming language created in the 1970’s. It’s a procedural language, meaning that it is comprised of a series of steps that must be performed one after the other. It’s one of the simplest programming languages to learn and can be used to write a wide variety of programs. 

C++: A more complex, powerful operating language that is useful for developing games, operating systems, and other high-performance computing systems. It’s object-oriented, meaning that its code is organized around objects (pieces of data) rather than functions and logic. 

C#: Pronounced “c sharp.” It’s a programming language that’s more complex than C and C++, but also less prone to errors. It’s used to build applications that run in Microsoft’s .NET framework. 

Architecture terms

OOP: This is an object-oriented programming methodology for software/application design based on a system of interacting objects. Many commonly used languages are object-oriented, such as Java, Python, and C#.

MVC: Model-view controller. A software/application design model based on three connected parts: the model, which manipulates the data; the view, a.k.a. the user interface; and the controller, which controls the change in the model.

SOA: Service-oriented architecture. An architecture methodology that aims to help a business efficiently add new services. In SOA, application components work with other components via a network.

UML: Unified modeling language. A programming language used to design and construct software systems via object-oriented development.

API: Application programming interface. A set of commands and functions that allow programmers to interact with an external system. This saves them from having to write code that already exists from scratch. The Windows API, for example, gives developers access to UI and elements like windows and scroll bars so they don’t have to create them independently.

Markup: A type of computer language that uses tags to define various elements. It uses standard words (a.k.a. it’s readable by humans) rather than programming syntax. The two most common examples of markup language are HTML and XML.

XML: A markup language that can be used to provide context for a set of data. For example, if you were sending a list of books, you might use XML tags like <Title>, <Author>, and <Publisher> to clarify which lines within the list contain these particular fields. 

REST: Stands for representational state transfer. It’s a way of building APIs that allows applications to exchange data in multiple formats, making it easier for different computer systems to communicate with one another. 

SOAP: Simple object access protocol. It’s a secure way to build APIs by encoding data in the XML format. A REST API is more flexible than a SOAP API, given that data can be exchanged in various formats. 

Skills, tools, and programs

AWS: Amazon web services. A cloud services platform with various functionalities that help developers deploy web applications.

Bootstrap: An open-source web development framework used to build websites incorporating HTML, CSS, and JavaScript. It was developed by team members at Twitter.

jQuery: An open-source JavaScript library. It helps web developers easily add functionality to their websites by referencing a jQuery JavaScript file, rather than writing the code themselves.

MySQL: An open-source relational database management system based on SQL. It’s most commonly used in web servers, but can be used in dynamic web pages that access information from a database.

Git: Pronounced with a hard /g/ sound, like the word ‘get.’ A version control system that stores source code and its development history. It enables teams to track changes, merge code and revert to earlier versions if needed. 

GitHub: A software development and code-hosting platform that helps users work together on projects while maintaining version control. GitHub also offers valuable developer resources like code review, discussions and wikis.

Kubernetes: An open-source platform that automates the deployment, scaling, management and maintenance of application containers across a cluster of nodes. It helps developers derive maximum utility from containers and build cloud-native applications that can run anywhere.

Apache: The most popular web server software, released in 1995. It’s open-source and enables a computer to host one or more websites that can be accessed via the internet with a web browser.

Oracle: A relational database management system designed for enterprise grid computing. It helps global enterprises to manage and process information across far-reaching and local networks in a cost-effective way.

AI: Artificial intelligence. A field of study that works to engineer computers that function and reason like humans.

Machine learning: An artificial intelligence skill set involving algorithms that enable a computer to learn and adapt over time rather than following a set of static code.

Get Help from the Tech Recruiting Experts

Are you overwhelmed by the stack of IT applications on your desk? Are you not sure how to select a candidate who will actually be able to accomplish what you need? 4 Corner Resources can help. Our team of information technology staffing professionals can help you sort through the tech speak and identify talent with the experience you need to get the job done.

In today’s business world, your technology can make or break your ability to grow. You need an IT team that’s agile, adaptable, and innovative, able to help you apply the latest technology to solve your problems and serve your customers. We’ll deliver top-tier talent with these skills to your door. Contact us to start sourcing qualified, motivated professionals in your field today.

What is a Temp Agency?

Please allow me to apologize before providing the answer. Despite owning a staffing firm (aka a “temp agency”) for nearly two decades, I’m yet to come up with a simple sentence answer to this question…but here’s the best I can offer without using any industry jargon: Temp agencies find people to work in jobs for a limited period of time.

Clearly, a single sentence doesn’t cut it, so let’s go further. This scenario illustrates what a temp agency is, and the role they play in the job market:

ABC company needs to hire someone with a specific skill set to perform a job that will take approximately three months to complete. The need is urgent, but once the job has been completed, ABC Company has no additional business need for the worker’s services. The solution is for ABC Company to use a temp agency to identify, recruit, and qualify prospective workers. Once selected, the individual who performs the work for ABC Company will do so as an employee of the temp agency. The temp agency profits by charging ABC Company an amount greater than they pay the employee for each hour worked.

But since I mentioned industry jargon, here are a few additional things to know:

• A temporary staffing agency can be known by several names, including staffing agency (or firm/company/service), contract staffing agency(firm/company/service), recruiting agency(firm/company/service), recruiter, and headhunter. As someone who works in the industry, I wouldn’t necessarily use these terms interchangeably, but it’s very common to do so. I’ll reserve the nuanced differences for a different article and simply say I personally associate a “temp” hire with a short-term need.
• Generally, the temporary worker is a “W2 employee” of the agency, who handles all hiring, firing, payroll, and benefits.
• A temp worker is often referred to as a “contractor”, or “contract employee”
• Most temp agencies work with their clients on a contingent basis, meaning there is no upfront payment or revenue guarantee unless and until work is performed.

In addition to the short-term, urgent need in the scenario above, companies will use temp agencies to solve a wide variety of staffing and hiring challenges, like unexpected absences, swings in demand, and seasonal hiring.

Companies of all sizes hire from temp agencies because they are flexible, low-risk staffing solutions that offer access to specific skills quicker than most other hiring methods. Candidates use agencies because they can quickly provide access to flexible employment and help workers build valuable experience to use on their resumes. 

When the initial temporary period ends, the worker may be offered an opportunity to stay on board with the company as a contractor, apply for a different position with the agency, or join the company as a permanent staff member. A temp agency typically works with several different clients at any given time, which means they can consider workers for numerous positions and determine which, if any, are the strongest fit.

How Does a Temp Agency Work?

First, a company kicks off the relationship by contracting with a temp agency to fulfill a specified set of hiring needs. The company outlines its desired skills, the duties candidates will be required to perform, and the duration of the work. Then, the temp agency locates and screens candidates to meet those needs as part of the recruiting process.

Agencies earn a profit by billing their client, the company where the work is being performed, a rate greater than they pay the worker. With rare exceptions, the labor rate and bill rate are calculated hourly. The marked-up rate is not all profit for the temp agency, however, as they are responsible for covering all payroll taxes and fees, worker’s compensation, and liability insurance. These charges, often referred to as the payroll “burden” range between 17% – 22% of the labor rate.

Is Temp-to-Hire a Good Idea? 

Whether temp-to-hire is right for your business depends on the urgency of the need, the type of role, and the expected duration. Hiring a worker under this arrangement allows you to experience their hard and soft skills, culture fit, and overall impact on the business before making a permanent hiring decision. If you have a short-term need or a lack the internal resources to conduct a thorough recruiting effort, then temp-to-hire can be a great option.

The Benefits of Hiring From a Temp Agency

When using a third party for recruiting and staffing, you will benefit from their immediate reach and access to a vast pool of experienced and qualified talent. This can save valuable time, helping you quickly identify the best candidates for the role. 

Less administration

Hiring temporary workers means less administration for your business. The agency will handle all of the onboarding paperwork, including tax forms, payroll processing, background checks, and more.

Faster hiring process

Hiring from a temp agency often speeds up the process of finding the best, most experienced candidates for a role. Temp staffing solutions excel above direct-hire staffing when there is an urgent, immediate need to fill a vacancy.  

Immediate access to skilled temporary workers

When using temporary staffing specialists, you gain access to a massive network of candidates, many of whom have a track record of successful assignments. For perspective, we have more than one million candidate resumes in our internal database – thousands of whom we have previously placed on assignment. Our clients benefit by hiring temporary staff when new skills are needed that don’t currently exist on their team.

Related Blog: Pros and Cons of Temporary Staffing 

How to Find the Best Agency to Partner With

To identify the most suitable agency for your company, conducting a thorough search that considers your specific needs is important. Begin by considering the basics of your staffing requirements:

• What skills or qualifications must candidates possess?
• How many workers do you need?
• How long do you need them?
• What’s your budget?

Next, research temp agencies in your area. Look at their specialization, experience, and reputation for delivering qualified talent. Review online reviews and seek out referrals from other business leaders you trust. 

When you speak with prospective agencies, explain your needs and assess how well they seem to understand them. Inquire about the tools and methods they use for finding and screening candidates, ensuring those processes align with your company’s standards. Ask questions to learn about their system for working with clients and their level of communication, responsiveness, and flexibility. 

Before you decide who to work with, you should have full visibility into the agency’s fee structure and be fully comfortable with all terms of the contract. If the initial contract is not to your liking, negotiate more suitable terms so you can feel fully confident in your new staffing relationship.

Best Practices for Hiring Through a Temp Agency

Be transparent

The more information you can give the temp agency, the better their chance for success. Provide clear and detailed job descriptions, hiring expectations, and any policies you expect to be followed.

Ask about their recruiting process

The temp agency is responsible for screening and qualifying candidates, but that doesn’t mean it should be ‘out of sight, out of mind.’ Ask about your temp agency’s processes for finding and hiring candidates up front to ensure you’re on the same page. 

Set expectations

As the relationship starts, define what you consider to be the markers of success. Set realistic goals and deadlines along with regular meetings at which you’ll check in on progress and share feedback. 

Provide an accurate timeline for onboarding

While one key benefit of using temporary staffing is getting workers into positions quickly, the more details you provide, the better the chances of hiring success. Give clear direction and timeframes on the the interviewing, hiring, and onboarding process.

Be mindful of compliance

Most states have very specific laws regarding temporary labor. One upside of working with a reputable temp agency is that they should have all this covered. Still, it’s up to you as the employer to do your due diligence to ensure you’re working with a partner operating fully within the terms of the law.

FAQs

Even so, the healthcare recruitment field presents a unique challenge for employers as chronic talent shortages persist. The unemployment rate in the healthcare field continues to hover around a ten-year low, making it all the more important for recruitment professionals to have a laser-focused strategy when targeting this industry.

Follow these healthcare recruiting tips to establish a strong talent pipeline and differentiate yourself from other employers in this space.

9 Healthcare Recruiting Tips to Attract Talent

Employ creative sourcing methods

Some call the healthcare staffing shortage an outright crisis. An estimated 100,000 baby boomers turn 65 daily, many of whom need care. Nurses, home health aides, and lab technicians are some of the hardest positions to fill.

In the face of these unprecedented shortages, healthcare recruitment professionals and staffing agencies must step outside the confines of traditional recruitment channels to source new and hard-to-reach talent.

One way to do this is by geotargeting hiring campaigns beyond your local market. Some states are hit harder than others by the talent shortage; if you’re in one of them, use state and zip-code-based targeting to reach outside of your region when hiring ads using PPC and social media.

Next, make sure you’re putting your best foot forward digitally speaking. When was the last time you updated your website’s jobs page? If it’s been a while, give it a facelift. Most career pages are stale and formulaic—they all look the same. Attract more candidates by infusing your careers page with originality. Use imagery and design elements that reflect your employer brand (more on this later in our list), and be sure to convey clearly and prominently the benefits of working for your organization.

Finally, step up your employee referral program. Referrals remain strong as employers’ top source for candidates; ensure you’re making it worthwhile for your staff to participate. Cash is always a strong incentive, but don’t forget about in-kind incentives like additional time off and other employee perks. Communicate with your staff about open positions clearly and often.

Use your social media presence

Though it took some time, the healthcare field has joined the rest of the business world on popular social media platforms like Facebook, LinkedIn and Instagram. 99% of hospitals now have a Facebook page, while 50% have a Twitter account.

To execute social recruiting effectively, it’s a must to understand your audience, both in terms of your followers and the platform in general. On Instagram, which skews younger, it might make sense to promote for open positions like nurses and physician assistants. Still, it might not be the best place to reach candidates for C-suite positions, who are typically more seasoned in their careers and thus older. Facebook, however, might be the perfect place to reach those candidates.

You’ll also want to ensure your recruiting department works in tandem with your marketing and/or social media department to coordinate messaging and grasp what type of content resonates best with your audience. For example, if your brand voice is heartfelt, posting a humorous video wouldn’t make sense.

Speaking of video, use it! Video continues to be the most engaging type of post on Facebook, with 30 to 90 seconds being the ideal video length. If you’re not already, you should strongly consider investing in professionally produced videos for your recruitment efforts.

Related: Showcasing Your Company Culture on Social Media

Focus on benefits to set yourself apart

In such a competitive landscape, the best candidates will look at more than salary when comparing compensation between potential employers. Set yourself apart from top healthcare talent by promoting the most desirable aspects of your benefits package.

Among the upper crust of candidates, healthcare and retirement packages aren’t optional—they’re must-haves, and it’s a deal-breaker if a job doesn’t offer them. Other benefits that workers described as “essential” were 401K matching (42% of workers), bonuses and stipends (39%), and parental leave (30%). Among “non-essential” perks, flexible work hours were the number one demand. 

If you offer other perks, like free food, a casual dress code, cell phone subsidies, or pet-friendly policies, make sure they’re prominently included within your job postings, and consider testing advertising that leads with these items in terms of messaging.

Related: How to Design an Employee Benefits Plan

Elaborate on growth opportunities

Employees increasingly seek value and purpose at work, and one way to give that to them is through growth opportunities. Millennials, in particular, prioritize this factor, with 59% of workers in this age group saying opportunities to learn and grow are extremely important to them when applying for a job. 

Despite the importance of this factor to candidates, many job listings merely touch on it or fail to mention it entirely. Capture the most attractive healthcare talent by not only mentioning career growth opportunities in your postings but elaborating on the specifics of what they look like. It’s worthwhile to make it a point of discussion when recruiting candidates face-to-face or over the phone.

Target passive candidates

Sometimes, candidates are hired because they were in the right place at the right time; the same holds true for companies that land top talent.

In general, hiring peaks in certain parts of the year and slows to a crawl in others. The holiday slump and the post-graduation, late-spring spike are perfect examples. Take advantage of the cyclical lulls in hiring activity by ensuring your recruiting efforts remain active. This is the perfect opportunity to target passive candidates who may have more downtime than they typically do and may be more open to speaking with recruiters.

This is also a great time to step up your networking efforts. Circle back with previous strong candidates who did not wind up with your company for one reason or another. Hold informational calls with referrals and others in your network. Send holiday cards with warm greetings to professional contacts to keep your name top-of-mind.

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Cement a strong employer brand

Many hospitals and healthcare organizations look nearly identical from the outside. On the inside, of course, it’s a different story, but it’s hard for candidates to know what sets you apart. Your employer brand differentiates you from other organizations that, on the surface, appear similar, and it goes beyond just your visual identity, like your logo and color scheme.

Your employer brand encapsulates who you are as a company and why a candidate would find value in working for you–especially elements that make you different from other companies in your field. Do you invest in new technology that makes work easier for your staff? Prioritize work-life balance in your policies? Have great benefits for families? Whatever your points of differentiation are, they should be key elements of your employer brand. 

Fine-tune your recruiting messaging

Customize, customize, customize. The more you can speak in terms that are relevant to your talent pool, the more individuals you’ll convert into applicants. 

The campaign you use to recruit for a medical assistant should look different than the one you use to recruit for a health information technician. The same goes for differing levels of seniority, locations, experience levels, and so on. Just as a B2C company conducts market research to understand its customers, you may need to invest in market research to understand your target candidate better so you can incorporate your findings into more tailored messaging. 

Partner with educational institutions

Educational institutions like colleges, universities, and technical schools can be a great source of new talent. Hospitals can partner with nursing schools to provide hands-on training and fill temporary vacancies. Organization leaders can speak at campus events to help develop the next generation of talent while exposing students to the company’s employer brand. Educational partnerships are a viable long-term strategy to establish pipelines of eager, freshly qualified applicants. 

Always be optimizing

The job market fluctuates just as much as the economy, so what’s working to attract candidates today may not be as effective six months down the road. The key is to consistently assess your progress and make any necessary tweaks to get the most from your recruiting efforts. 

Some areas to consider are:

• Core recruitment KPIs like cost per hire and time to hire
• Effectiveness of employee referral program
• Strength of candidate experience
• Strength of employer brand
• Efficiency of recruitment processes like pre-screening, reference checking, and interview feedback

Regularly look to the future to anticipate events that may put staffing at risk, like holidays and peak vacation times. Conduct rolling interviews for temporary staff to cover any staffing holes you anticipate, if applicable. Revisit last year’s hiring expectations and compare them against actual hiring numbers to guide your efforts.

Finally, don’t forget to zero in on internal candidates for open positions. This is exceptionally useful for succession planning. Reports state that internal candidates account for anywhere between 15% and 28% of hires, but only 2.3% of employees have applied for internal positions. Don’t neglect your existing employees as an important part of your ongoing recruiting pipeline.

Partner With a Professional Healthcare Recruitment Agency for Your Hiring Needs

To maximize your healthcare hiring efforts, consider working with seasoned recruiting professionals like the team of headhunters at 4 Corner Resources. We are a staffing agency specializing in sourcing healthcare professionals from our wide talent network for positions such as claims specialists, medical coders, pharmacy technicians, data entry specialists, and more.

We offer contract and direct-hire staffing solutions to suit your needs and have fee structures that are tailored to your role, from flat fees for high-volume hiring to retained search agreements and percentage-based pricing.

We’re eager to learn about your goals for the year ahead and how we can help set you up for success when it comes to healthcare staffing. Contact us now for a free and confidential consultation.

Top Traits to Look for in Salespeople

When hiring salespeople, it’s important to look for the right combination of skills, personality traits, and experience that best aligns with the organization’s goals and the demands of the particular role. In general, here are some top characteristics that most great salespeople share. 

• Communication skills. Clear and articulate communication is necessary to convey the product’s value proposition. Look for strong written and verbal communication skills. 
• Persuasiveness. Salespeople need to be convincing. Look for candidates with a proven track record of being able to influence the behaviors and decisions of others positively. 
• Resilience. Frequent rejection is an inherent part of sales. Resilient candidates will be better able to bounce back from setbacks and use rejections as fuel to get to the next closed deal. 
• Adaptability. Effective salespeople can use a range of tools to get the job done. If one approach isn’t working, adaptability allows them to change tack and try another strategy. 
• Empathy. Understanding and relating to customers’ needs and concerns is key to successful selling. Empathetic salespeople build better relationships with clients.
• Product knowledge. A good salesperson needs to have a deep understanding of the product or service they are selling. This knowledge allows them to answer questions and tailor pitches effectively.
• Goal-orientation. Sales is KPI-driven. Seek out candidates who are motivated by goals and are committed to achieving targets.
• Time management. Salespeople frequently juggle multiple clients and accounts. Look for individuals who can prioritize tasks and manage their time efficiently.
• Self-motivation. Successful salespeople should be self-starters who can stay motivated and on task without constant supervision.
• Negotiation. Negotiation is a critical aspect of sales. Look for candidates who can negotiate while maintaining positive rapport and a sense of a shared goal.
• Creativity. Creativity helps salespeople overcome customer objections and find unique ways to form relationships.
• Tech adoption. In the modern sales landscape, tech skills are a must. Candidates should be familiar with tools like CRMs and data analytics systems and should be willing to try new ones. 

How to Find Salespeople

1. Identify your needs

You can’t find the perfect person for your sales position if you can’t specifically define what the position entails. Start by identifying your needs and then determine what the right salesperson looks like for you, your team, and your organization. Review your current business needs and assess any experience gaps in your sales department. List out the skill set and experience level you require and look for salespeople who can fill those gaps. 

2. Write a compelling job description

Be clear and concise when writing a job description. Make sure the expectations are clear and attainable. If you oversell how good the job is, you’ll probably attract a lot of candidates, but you’ll lose your new hires down the line. Be honest in your assessment of the job description. Identify which skills and experience are mandatory for the position, which will weed out applicants who aren’t fit for the job. 

3. Search widely for candidates

Now that you’ve defined your sales position, where is the best place to post it to find that superstar salesperson? Anywhere! Everywhere! You can find excellent talent through social media, newspapers, job fairs, online recruiters, and other outlets. You’ll want to leave no stone unturned to find that ideal salesperson. Enlist the help of recruiters who can save you time and energy by finding the right candidates for you. Find recruiters who specialize in your industry. They will have the experience and connections to locate the talent you‘re looking for.  

A great way to find potential candidates is through word of mouth. If your salespeople are happy, rest assured that they will tell others about how great it is to work for your company. An incentive you can use for your current employees is a $1,000 – $5,000 finder’s fee for bringing new talent to you.

Don’t forget the candidates who aren’t actively searching for sales positions. These are usually the top-performing salespeople who don’t browse job boards because they are too busy closing deals and driving revenue for their employer. Read through profiles on sites such as LinkedIn and contact the salespeople you’re interested in. Let them know the fantastic opportunities you can provide for them, the key reasons why you believe they are the perfect fit for the position, and how interested you are in them. Some of the best salespeople are passive candidates because they know their worth and wait for companies to reach out to them.

Related: Ways to Secure Passive Job Seekers

4. Attend industry events

Industry events like conferences and trade shows are filled with salespeople. These events are a great opportunity to get in front of prospective candidates. Interacting face-to-face allows you to get to know candidates personally and see their skills in action before you broach the subject of a job. 

5. Recruit from the competition

One great thing about salespeople is that they make themselves easy to find. Search LinkedIn, industry databases, marketing materials, and your competitors’ websites to identify sales talent. Then, reach out with a friendly message to gauge their interest in employment opportunities. The key is to be respectful and to know when to back off if they express discomfort or disinterest. Check out this post on employee poaching for more helpful tips on recruiting from the competition. 

6. Partner with a sales recruiting agency

A recruiting agency that specializes in sales can give you access to a pool of qualified, experienced talent. A sales headhunter can streamline the process of finding candidates so you can hire faster and execute your business goals.

How to Hire the Best Sales Professionals

1.  Screen resumes carefully

If you’re interviewing someone with five years of sales experience in manufacturing for a position selling software technology, you might be wasting your time. Interviewing can be a tedious and stressful process, so make sure you’re talking to the right candidates. Weed out those unqualified for the position ahead of time.

The candidate you’re looking for should have a consistent track record and impressive results from previous jobs, but even those with gaps in employment can be excellent salespeople. Find out the candidate’s story. If they don’t have a valid reason for their lapse in work experience, still consider them for the role. Don’t necessarily rule them out.

Candidates who boast that they are successful salespeople without a verifiable work history to prove it might not be the best salespeople for you. Look at a candidate’s resume for what he or she has achieved in previous roles. Look for sales awards and achievements as well. Be careful not to overvalue a resume, though. While they’re a good source of information on a candidate’s education and years of selling experience, they don’t provide any insight beyond that. 

2. Ask them to give a practice sales pitch

The interview is your chance to narrow down the competition and find the perfect candidate you’re going to hire. But the process is only as good as the questions you ask. Prepare in advance the questions that will guarantee you the answers and information you need. If you start with a phone interview, listen for a candidate who has a strong, authoritative voice but doesn’t come across as pushy or sounds like a used car salesman. Watch for things like the candidate’s body language in your face-to-face meeting. Are they confident? Do they make eye contact? Do they have a firm handshake? 

In the interview, it’s good to first break the ice with an informal chat or maybe some personality-based questions. This is a good opportunity to get a feel for the candidate’s personality and how well they might fit in on your team. Then it’s time to get down to asking the specific questions related to the position. You can include key members of the team the potential candidate would be joining in this part of the interview. 

The last step is to have the candidate prepare and deliver a practice sales pitch for key stakeholders in the business. This allows you to assess how well they perform under pressure. Salespeople have to be persuasive and engaging. An ad-hoc presentation can give you insight into whether the candidate meets these requirements and is suitable for the role.

Remember that the candidate is also interviewing you. You’ll have to sell yourself and the company’s vision if you want to attract the top talent.

3. Use group and panel interviews

Group interviews, with multiple candidates being interviewed at once, and panel interviews, with candidates facing two or more interviewers, are highly useful for sales positions. Salespeople need to be confident and extroverted, so they should have no problem navigating these nontraditional interview settings. Group interviews give you the chance to see how candidates interact with one another, which can aid in identifying interpersonal skills. Panel interviews let you ‘rapid fire’ questions at candidates, which can simulate the questions and objections they’re likely to face from prospects. 

4. Check references

A potential candidate is never going to give you a bad reference, are they? If they do, you probably don’t want them anyway. So, are references helpful in finding the right salespeople? The answer is yes. You should always contact references, but then ask that reference for another reference and think about what you want to ask them in advance. The better prepared you are, and the better questions you ask, the more useful answers you’ll receive. Another reason you want to contact references is that 99 percent of the time, the candidate will know whether you contacted them or not. You want the candidate to know you’re serious about the process and doing your due diligence to find the best of the best. Otherwise, they’ll go somewhere else.

Related: Ace Your Reference Checks With These Sample Questions

5. Look for a follow-up

A great way to determine if a candidate is right for the position is if they send you a letter of thanks or follow up after the interview with questions or comments. Thank you notes are easy to do, but most applicants who get interviews don’t do them. While it may not be traditional today, waiting a day or two to see if the candidate follows up with you at all can be a great recruiting strategy.

6. Keep in contact and send an offer

The interview process can take weeks or more, and chances are, the top candidates are talking to other companies and going on interviews while you’re making up your mind on who you will select. An important aspect of the process is to keep the lines of communication open. Let those stellar candidates know how interested you are in them. If you wait until your interview process is over before making an offer to an outstanding salesperson, you might miss out because someone else has already hired them. Keeping your top picks in the loop will help prevent them from accepting offers elsewhere. 

When it comes time to offer them the position, be prepared to negotiate. The best salespeople know how to negotiate. They’re the ones who won’t settle for your initial offer but will work to get the best salary possible. If that amazing candidate rejects your first offer, they’re probably worth negotiating with. 

7. Provide thorough onboarding

As we mentioned earlier, extensive knowledge of the product or service being sold is key to a salesperson’s success. New hires should be given comprehensive instruction on the product and have ample opportunity to use it firsthand before their first customer interaction. A thorough onboarding experience will arm them with the information they need to answer questions, overcome objections, and demonstrate usefulness to close more deals. 

8. Retain top performers

Now that you’ve built a team of overachievers, how do you keep your all-star sales team? How many of your hires will still be with you after a year, three years, or 10 years? If you’re landing the right people and managing them well, they will be loyal to you and the company.

The trick is to make your retention strategies personal. One size does not fit all. If a salesperson isn’t motivated by money, find out how to motivate them in other ways. This will be very important to them and the company. Give the best sales reps the most challenging accounts, larger territory, personal and professional growth opportunities, more vacation time, or flexibility in the workplace. Find out what works to retain your top performers, and they’ll keep on working for you. 

Make sure your sales strategy is sound, or your top performers will start looking elsewhere. A poorly implemented sales framework is a key to failure regardless of how good your sales team is. The right strategy, coupled with the right people, is a winning combination every time. 

Related: Highly Effective Strategies for Employee Retention

Let 4 Corner Resources Secure the Best Salespeople For You

Recruiting good salespeople is an active process, not a reactive one. It also isn’t a one-time event, but rather an ongoing exercise, which means the hunt for sales talent isn’t going to end anytime soon. Not sure where to start or need some help? We are a top-rated recruiting company that’s here to help you hire the salesperson of your dreams. Contact us today to see how we can help!

The Importance of Strong Call Center Recruiting

Call center employees are on the front lines of your business. They’re often the first human interaction (and sometimes the last) a customer has with your brand. Because of this, it’s a wise business move to invest the time and resources in finding people who will represent your company in a positive light. 

Call center recruiting is tough. Turnover is some of the highest of any field, with the average employee lasting just a little over a year. This means companies have to churn through resources just to keep all the seats filled, which is a costly endeavor. Improving your call center recruiting can reduce the expense associated with high attrition. 

Finally, call center work comes with a unique set of challenges. It’s unusual in that the people employees are trying to help are the same people who cause so much grief and contribute to burnout. Recruits need to know what to prepare for if they want employees to stay on the job. A stronger call center recruiting strategy can deliver more candidates who are up for the challenge and poised to succeed. 

What to Look for in a Good Call Center Employee

It takes a dynamic blend of hard and soft skills to be a great call center employee. Here are the top characteristics to look for when recruiting.

• Communication. Communicating information over various mediums effectively is necessary for a call center agent to complete the basic functions of their job.  
• Customer service. A good call center representative has a customer-first mindset and is able to deliver helpful service. 
• Active listening. Call center communication isn’t one-sided. It requires listening carefully to the customer to understand the issue they’re experiencing fully.
• Empathy. The best call center agents can empathize with frustrated callers, which can help alleviate some of the stress of high-emotion calls. 
• Adaptability. Call center agents have to jump from one ticket to the next, often requiring adapting between completely different situations. 
• Problem solving. Anyone can read off a script. An effective agent can process the unique details of each call and determine the best course of action to arrive at a swift resolution.
• Decision making. Call center agents must be able to decide at the moment whether they can independently resolve a challenging case or whether it requires escalation.
• Attention to detail. Call center representatives must be able to complete all of the required steps to close out a ticket while following all protocols regarding compliance. 
• Resilience. It’s not easy to deal with upset people all day. Emotionally resilient candidates will be able to navigate tough days better. 

Related: What You Need to Look for When Hiring Customer Service Staff

Call Center Recruiting Strategies to Implement in 2024

1. Ask for referrals

It should come as no surprise that employee referrals top our list of the best call center recruiting strategies. Great agents know what it takes to succeed in the call center environment, so they can accurately recommend other people in their network with the required skills. Motivate your employees to make referrals by implementing a referral incentive program that offers cash or another compelling reward in exchange for successful referrals. 

2. Use your data

Call centers typically do a large volume of hiring. That means you also have many recruiting data at your fingertips. Use an applicant tracking system (ATS) to collect and analyze this data to identify trends within your recruiting process. Identify dropoff points during the hiring funnel, pinpoint your most effective sourcing channels, and optimize candidate touchpoints.

3. Host an open house

Misconceptions about the call center industry can prevent candidates from applying. Overcome those barriers by holding an open house to let potential applicants see the environment where they’d be working firsthand. Give them a chance to ask questions and interact with current employees to dispel myths and alleviate doubt. 

4. Leverage pre-employment assessments

Pre-employment tests are a crucial tool for screening call center candidates. Use skills assessments to identify technical requirements and personality tests to uncover desirable traits like emotional intelligence. 

5. Offer competitive pay

One surefire way to overcome the recruiting and retention challenges inherent in the call center field is to pay more. The stress of dealing with demanding customers is more bearable when candidates feel their efforts are valued, and paying a fair wage is the best way to demonstrate that.

6. Meet modern demands

In addition to paying more than the competition, you’ll have a better chance of attracting and retaining strong candidates if you can keep up with evolving trends in the workplace. The ability to work from home is in high demand, and one that the call center industry is uniquely positioned to respond to. Offering remote positions will give you a significant recruiting advantage. 

7. Tap alternative talent pools

Call center work can be very conducive to nontraditional hours. This can make the job appealing to alternative candidates who are eager to contribute without committing to a traditional 9-to-5 job. Consider creating recruiting campaigns targeting audiences like stay-at-home parents who want to earn extra money at night and on the weekends and military spouses seeking temporary employment during their partner’s deployment. 

8. Conduct exit interviews

While departing employees may not always speak highly of the company, their feedback can be filled with useful insights to improve your recruitment process and retention initiatives. In addition to asking workers why they’re leaving, ask them to describe your company culture. Their answers may flag issues you weren’t aware of, like gaps in training or problems with leadership.

Related: How to Conduct an Exit Interview

9. Set up search alerts

LinkedIn Recruiter can be a great channel to comb for qualified candidates. You can also use the platform to set up automatic alerts when candidates who meet your requirements show signs of job searching. Set up targeted search alerts based on skills, location, experience, and any other criteria you want to use to filter candidates, then receive daily alerts about new candidates within your parameters.  

10. Incorporate the human touch

Candidates want warm, personalized interactions during the recruiting process, but this “human element” is often lost during high-volume call center hiring. While it may not be practical or possible to establish a one-on-one relationship with every single prospect, you can still benefit from building more meaningful connections with specific candidates. Personalizing your recruiting touchpoints for tier-2 agents who provide a higher level of support or for managers who are responsible for meeting business goals can result in higher-quality hires. 

11. Take advantage of AI

AI has a host of use cases that can help call center recruiters to hire with greater speed and accuracy. Incorporate artificial intelligence into your screening process to quickly identify best-fitting candidates. Use machine learning models to forecast candidates’ likely success and longevity. Leverage predictive analytics to make hiring predictions based on your historical data. 

12. Be brutally honest

Don’t recruit employees for a fictitious version of the job and expect them to stick around when the reality is something totally different. Being upfront about the hours, compensation, job duties, and potential downsides of call center employment can weed out candidates who aren’t the right fit and prevent you from wasting resources.

13. Highlight company wins

Candidates want to feel like they’re joining a winning team. Highlight why your company is a great one to be a part of, specifically focusing on efforts the call center contributes to, such as growing sales or best-in-class customer satisfaction ratings. 

By employing these diverse call center recruiting strategies, organizations can enhance their ability to attract, assess, and hire the right talent to build strong and effective teams.

Need Help Hiring a Call Center Team?

At 4 Corner Resources, we pride ourselves on helping clients recruit and hire exceptional call center teams. Our deep understanding of the industry and extensive network enable us to identify candidates who possess the necessary skills and align with our clients’ company cultures. This focused approach allows us to streamline the hiring process, ensuring our clients quickly secure top-tier talent.

Learn more about the services we offer by contacting us today!

Types of Recruiters

• Reactive — Working with a job recruiter who operates in a reactive manner ensures that your positions will be posted indiscriminately on various job boards. This type of recruiter limits themselves to a pool of random (and often unqualified) applicants who apply, rather than taking a strategic and targeted approach to recruitment.
• Proactive — This recruiter uses sales techniques to target and attract higher-quality candidates. While more successful than reactive recruiters overall, these professionals are still missing out on crucial recruiting and placement opportunities.
• Interactive — This interactive recruiter focuses on building relationships with top-performing talent — including passive candidates who are not actively looking for a new job. They also know how to showcase your brand to attract the best candidates.

As a professional recruiting and staffing agency, we work with various small and large employers across nearly every industry. As such, we would like to share some of the ways small business owners, HR teams, and managers can get the most from their experience when working with a job recruiter.

Is Working With a Recruiter Worth It?

Whether it’s “worth it” to work with a recruiter will depend on many factors, including your company’s size, budget, hiring needs, growth plans, and internal capabilities. 

There are many circumstances where a company’s staffing requirements extend beyond its current hiring abilities, like during periods of rapid growth or when specialized technical expertise is required. In these situations, a recruiter can help the organization maintain smooth operations while avoiding sloppy, inaccurate hiring. 

Working with a recruiter is an investment, but in many cases, it can save companies money in the long run. Since recruiters specialize in hiring, they can often do so with greater accuracy and speed than an internal team member who’s juggling other responsibilities on top of talent acquisition. This minimizes the costs associated with poor hires and extended vacancies. Recruiters may also be able to help companies save on marketing costs, like advertising and job board subscription fees since these are rolled into a recruiting contract. 

To determine whether working with a recruiter is practical, each company should weigh the costs against the potential benefits, which we’ll cover next.

Reasons to Work With a Recruiter

Talent access

Good recruiters have extensive professional networks and well-established databases of qualified candidates. This can provide companies with access to a broader and more diverse talent pool than they might reach through traditional hiring methods or their own networks.

Time savings

When you work with a recruiter, you can offload many time-consuming hiring tasks like screening a large volume of applications and scheduling interviews. This allows you to focus more time on activities that drive business, like customer service and market research, or activities that strengthen your workforce, like employee development. 

Specialized expertise

Recruiters who specialize in specific industries or job functions bring valuable insights and expertise to the hiring process. This is useful when hiring in niche fields like IT and healthcare. They also bring an understanding of market trends and salary expectations, which can be beneficial during negotiations. 

Confidentiality 

In situations where you need to conduct a confidential search, like hiring an executive, recruiters can provide a level of discretion and confidentiality that may be challenging for the company to maintain on its own.

Tips for How to Work With Recruiters Effectively

Knowing how to effectively work with recruiters and headhunters is essential to becoming more comfortable and familiar with the process. Answering the question “how does a recruiter work?” will help prepare you for this process.

Related: How Does An Employment Agency Work?

Here are a few key things to keep in mind to make the most of your time and money when working with a recruiter from a third-party firm:

Be transparent

Professional recruiters screen and place candidates based on both their market knowledge and the criteria you provide — the more specific the information, the better your results.

Recruiters work most effectively when they have a clear understanding of your goals and expectations. Some of the specific types of information your recruiter will need to know when screening individual candidates include:

• Values, beliefs, and mindset — Do each candidate’s traits align with those of your organization?
• Skills — Do they possess the skills you need for the role?
• Knowledge — Do they have the knowledge needed for the position?
• Experience — Do they have experience in your industry or a similar role?
• Expertise — Experience isn’t enough; do they have the expertise required to meet the rigorous needs of the position?

Be responsive

The best “working with a recruiter etiquette” advice we can offer is to respond promptly to emails and phone calls from your recruiter. One of the most frustrating scenarios as a professional recruiter is working with a client who is unresponsive or inaccessible.

The recruiting and hiring process must move quickly to keep the best-qualified talent from being snatched up by a competitor. Being responsive to your recruiter:

• Shortens the hiring process (saving you both time and money);
• Leaves candidates with a positive impression of your company or brand; and
• Helps to make your company more productive by placing the best people in the right positions.

Trust their expertise

As with any professional partnership, trust is an integral component of working with a recruiter. Not only is it important to trust the relationship you have with your external recruiter, but you also should be able to rely on their expertise. A reliable and experienced professional recruiter invests countless hours developing and nurturing relationships with their large pool of active candidates as well as their network of passive candidates.

If you do not feel like you can trust your recruiter to put the needs of your company first, or that they can’t competently screen and place candidates, then it’s time to find a new recruiter.

Find the right recruiter

Sourcing the best talent with the right values, mindset, knowledge, and skills is a challenge on its own. Trying to find them at the right time makes the process even more complicated. This is where working with a specialized recruiter — someone with experience hiring for roles in your niche field or industry — can be highly beneficial.

Partnering with a professional recruiting and staffing agency with specialized experience adds a higher level of structure to the recruitment process. This is because they are more likely to have:

• An in-depth understanding of your market and industry trends concerning talent;
• Access to an extensive network of candidates; and
• Relationships with passive candidates who are experts in your field.

Build a long-term relationship

The more time you spend working with a job recruiter or headhunter who demonstrates extensive experience and expertise, the more they will get to know your company. The better the recruiter knows you, the more they can help sell your company and make it stand out to candidates in a competitive job market.

Ultimately, the job of a professional staffing agency is to act as an extension of your company while attracting and screening the best talent. Regardless of the size of your business, working with a recruiter who is the right fit for your business can help you attract and hire the best talent in a tight job market.

Focus on integrity 

There is something to be said about integrity in recruiting — not only concerning the conduct of job seekers or employers, but how the professional recruiters they work with operate as well. No one likes to be lied to, which is why honesty is important in every type of relationship (including professional ones).

When all sides value honesty and are truthful throughout the recruiting process, everybody wins:

• Employers land their ideal candidates,
• Applicants get the jobs they desire, and
• Recruiters keep their clients and candidates happy.

Honesty is the best policy 

Although it may be tempting to gloss over undesirable aspects of your openings, like a challenging company culture or a below-market salary, being evasive with a recruiter will only hurt your results in the long run. A recruiter needs to know what they’re working with so they can match you with the correct candidates from the start. Avoid wasting anyone’s time by having a frank discussion about your hiring needs–the good, the bad, and the ugly. 

Set clear expectations 

The more upfront you are throughout the recruiting process, the more effective your headhunter can be in finding you the best candidates. If you’re vague about the skills, expertise, and other factors you’re seeking, or if you say you want quality A when you’re really looking for quality B, you’ll be less likely to get the ideal applicants you want.

Be honest about your organizational culture:

• Is it very hierarchical in nature?
• Does your organization promote specific values?
• Is your organization more laid back or is it a stricter and more professional environment?

Being open about these factors will help to attract the right candidates and eliminate ones who may not be the right fit. This saves time while leaving applicants with a positive impression of your organization.

Establish benchmarks

As the relationship kicks off, one of the things you should discuss with your recruiter is how success will be measured. Work together to establish KPIs for important metrics like time to hire and new hire retention rate. Then, set regular check-ins to assess progress toward these KPIs and address any aspects of your hiring strategy that need improvement. 

Provide–and receive–constructive feedback

Recruiting relationships often go sideways when company leaders believe they know it all. However, the best recruiting arrangements are those that function as a true partnership. To establish a partnership, each party must feel their expectations are being met. During your regular check-ins with your recruiting team, share constructive feedback and ask for it in return. This allows you to continuously strengthen your relationship and the processes used to attract great talent.

Don’t wait to make a move 

Our last piece of advice for employers is this: If you like a candidate and think they are a good fit for your position and organization, do not wait. As a recruiting firm, we’ve seen this happen a lot — a client loves a candidate after interviewing them but delays on making an offer because they want to interview other candidates for comparison. 

Good candidates are hard to find, so do not wait! In the end, it may mean you will lose the candidate you should’ve hired in the first place. In other words, don’t be afraid to commit when you find the right person to hire — even if it’s the first one you interview.

Work With a Recruiter That’s The Right Fit For Your Company

Don’t hire just any recruiting and staffing firm — make sure you’re working with a job recruiter who is the right fit for your business. We are a nationally renowned staffing agency that works with businesses around the United States.

We hope this information helps you get the most out of working with a professional recruiter to help you meet all of your company’s staffing and hiring needs. Contact our team of experts today to learn more about working with a professional recruiting and staffing agency.

Our goal with this list is simple: to save you time and effort. While all the agencies are exceptional in their own right, we hope to earn your business and prove why we’re the #1 choice.

Best Call Center & Customer Service Staffing Agencies (Shortlist)

Here are our favorite picks for call centers and customer service staffing companies, listed alphabetically:

• 4 Corner Resources
• Adecco
• Integrity
• Kelly Services
• Manpower
• Spherion
• Thrivas

To learn more about each of these agencies, keep reading…

4 Corner Resources

4 Corner Resources (yes, us!) is a company born to do business in a personal way. Our expertise in the call center and customer service sector is not just a service we provide; it’s a foundational component of who we are. Our president, Pete Newsome, worked in enterprise telephony for years before founding 4 Corner in 2005. This unique insight allows us to consistently find the right talent for your call center and customer service needs, ensuring we are not just a service provider but a long-term strategic partner.

Our recruiting approach for customer service and call center talent is meticulous and customized. We know that customer service staff are often the first point of contact between an organization and its customers, and we strive to hire individuals who possess just the right combination of skill and personality to make every customer interaction memorable. Our recruiting team specializes in identifying candidates who will represent your brand with the necessary enthusiasm and professionalism. This dedication to quality and fit sets 4 Corner Resources apart, making us more than just a staffing agency – we’re a key player in elevating your customer service experience.

Jobs Filled: Call Center Manager, Call Center Representative, Collections Representative, Customer Service Director, Customer Service Manager, Data Entry Specialist, Help Desk Specialist, Customer Service Representative, Telecom Administrator, Dialer Administrator, Telemarketer, and more.

Locations Served: 4 Corner Resources provides custom staffing services nationwide, catering to clients in all 50 states. We are based in Orlando, Florida, but our reach and impact extend from coast to coast, offering nationwide coverage.

ClearlyRated Client Rating: 5 stars

Contact: +1 (407) 872-1521 

Adecco

Adecco provides cutting-edge staffing solutions to a wide variety of industries, with a particular emphasis on call center and customer service recruitment. Their range of expertise gives them access to a vast pool of talent, making them an excellent choice for businesses seeking skilled customer service professionals. With Adecco’s extensive network and experience, the company can meet the needs of any call center operation, regardless of scale or complexity.

Jobs Filled: Customer Care Representative, Remote Chat Agent, Call Center Representative, Inbound Customer Care, Outbound Agent, Escalation Specialist, Call Center Supervisor, Contact Center Engineer, Training Coordinator, and more.

Locations Served: Adecco can work with clients across the United States. Physical offices are located in 46 states (no offices in Alaska, Nevada, New Mexico, and North Dakota).

ClearlyRated Client Rating: 4.2 stars

Contact: +1 (239) 202-2867

Integrity

Integrity is known for flexibility and efficiency, especially through its call center staffing and recruiting strategies. They deliver solutions that adapt to seasonal peaks, market conditions, and changing business needs, enabling them to connect clients with quality customer service staff. The company’s commitment to tailored service allows them to deliver contact center talent who can drive the customer experience.

Jobs Filled: Virtual Assistant, Customer Care Associate, Help Desk Staff, Call Center Support, Concierge Associate, Customer Service Manager, Technical Support Specialist, Account Representative, Client Service Specialist, and more.

Locations Served: Intergrity works with companies throughout the U.S. in all 50 states. Their headquarters is located in Newark, Delaware.

ClearlyRated Client Rating: 4.7 stars

Contact: +1 (833) 446-1300

Kelly Services

Kelly Services, one of the biggest names in staffing, brings decades of experience and a huge network to contact center recruitment. They provide top-notch customer service professionals through their innovative approach and extensive industry knowledge. Matching the right talent with the right roles is one of their specialties, making sure managers receive the highly skilled and dedicated staff desired.

Jobs Filled: Customer Service Representative, Call Center Specialist, Help Desk Associate, Client Services Coordinator, Technical Support Representative, Customer Success Agent, Inbound Sales Advisor, Client Care Analyst, Service Desk Technician, and more. 

Locations Served: Kelly Services’ headquarters is located in Troy, Michigan. Their services extend worldwide, providing temporary staffing solutions in 30 countries.

Contact: +1 (800) 535-5901

Manpower

Manpower is a globally recognized staffing company with expertise in recruiting contact center talent. With their extensive industry experience, they can provide highly skilled personnel who excel in customer-centric roles. Manpower’s approach focuses on optimizing its clients’ call center workforce to produce skilled, adaptable, and customer-focused candidates.

Jobs Filled: Onsite Agent, At-Home Agent, Customer Service Representative, Sales Representative, Technical Support Representative, Help Desk Representative, Collection Representative, and more.

Locations Served: Manpower serves clients throughout the United States in all 50 states, as well as in over 75 countries and territories around the world. Their headquarters is located in Milwaukee, Wisconsin.

Contact: +1 (414) 961-1000

Spherion

Spherion, with its rich history in the staffing industry, has established itself as a key player in call center and customer service recruiting. Renowned for their localized approach, they excel in connecting businesses with skilled customer service professionals who are technically proficient and possess the right attitude for exceptional customer engagement. Their deep understanding of local markets and client-specific needs allows them to deliver staffing solutions that are both effective and highly relevant.

Jobs Filled: Account Manager, Call Center Representative, Call Center Supervisor, Client Relations Manager, Client Service Supervisor, Client Retention Manager, Customer Service Specialist, Telemarketing Sales Representative, and more.

Locations Served: Spherion serves clients nationwide, with 167 offices throughout 38 states. They are headquartered in Atlanta, Georgia.

Contact: +1 (888) 218-4417

Thrivas

Thrivas, a leader in workforce solutions, specializes in temporary, temp-to-hire & direct hire staffing services. Offering call center and customer service solutions, they stand out in the employment industry for their flexibility and extensive network. Their contact center expertise enables them to handle customer service’s unique challenges and demands effectively.

Jobs Filled: Customer Service Representative, Call Center Agent, Client Relations Associate, Client Services Coordinator, Member Services Specialist, Customer Service Manager, and more.

Locations Served: Headquartered in Fort Lauderdale, Thrivas works with clients across the United States. Their offices are spread across Florida, Texas, and California.

Contact: +1 (877) 717-4095

Wrapping Up

There is no “one-size-fits-all” solution in staffing, so selecting the perfect agency can be a challenge. We understand the importance of finding the right talent for these critical roles and hope this list serves as a valuable resource in your search.

When it comes to hiring for call center or customer service positions, 4 Corner Resources is here to help. We are committed to recruiting candidates who meet your individual needs and unique requirements, ensuring that your customer service operations are staffed with the best talent.

Contact 4 Corner Resources today for a complimentary consultation and discover why we are confident in our position as America’s best call center and customer service staffing firm.

16 Best Mobile Recruiting Apps for Talent Acquisition

1. LinkedIn Recruiter

LinkedIn is a common resource for recruiters because, with 400 million professional users, it offers a large pool of candidates to choose from. LinkedIn Recruiter, which is available for iOS and Android, takes advantage of the large LinkedIn community, offering search tool alerts to help find the right candidates. Features of this recruiting app include InMail messaging, Scheduler, search profiles, and reporting tools. You can easily browse candidates to see which ones meet the qualifications for your position. When you find the right person, InMail makes it easy to set up an interview time and communicate back and forth.

Pricing plans include Recruiter and Recruiter Lite. With Recruiter, you get custom fields for talent searches and other analytics you can track to see how well you’re doing. They offer discounts for those who prepay for the advertising costs.

LinkedIn Recruiter is a powerful tool that gives you the resources you need to locate the right employees for you or your clients.

Related: How to Use LinkedIn to Source Top Candidates

2. Workable

Workable is an iOS and Android app that links you to over 50 free and premium job board services. You’ll also have access to social network platforms. Build a careers page and post job openings on hundreds of job sites. Take advantage of applicant tracking tools such as candidate profiles, scorecards and evaluations, reports and analytics, and interview scheduling to streamline the hiring process. Conveniently screen, evaluate and leave comments on your job candidates. Contact them in various ways, including email, text, and FaceTime. Icons allow you to see which candidates are still available to contact and which you’re waiting for a response from.

3. Interview Assistant Pro HD

Interview Assistant is specifically designed to streamline the interview process. It runs on iPhones or iPads and provides things like pre-set interview questions, interview results tracking, and question templates to make the interview process easier. Interview Assistant Pro HD is easy to use and has unique features that allow you to rank candidates and create candidate profiles, giving you flexibility whether you’re interviewing a seasoned professional or an entry-level candidate.

With more than 250 pre-set questions to choose from, you won’t have to worry about what to ask in the interview. Quickly organize, structure, and prepare for your interviews. The app also allows you to create an unlimited number of questions, prompts, and interview profiles yourself. The Dropbox synchronization feature and the ability to attach any file or image are other useful tools you can take advantage of. The app can take audio or text notes during the interviews and lets you review and plan your interviews using the built-in calendar.

4. InterQ

InterQ helps improve the interview process for both recruiters and candidates. First, the candidate answers a few questions through the interactive app, and a response sheet is then generated for the recruiter. This information helps the recruiter conduct a more natural and concentrated interview, which aids in choosing the right candidate. InterQ allows you to select questions based on the type of position the candidate is applying for. The app is easy to use and a great tool when narrowing down a large pool of candidates.

5. Monster

Monster.com has long been a go-to platform for recruiters and job seekers alike. The free Monster app makes posting jobs easy, filters out unqualified applicants, reviews resumes, and more. You can also contact candidates through the app, eliminating the need to transfer data to your email. The Monster app is a great option for recruiters, with an average rating of 4.6 stars across 60,000 reviews.

Related: What is Mobile Recruiting & How to Use it Effectively

6. Rakuna

Rakuna, which is only available on iOS, is tailored to recruiting young people. The app is used for event management and college campus recruiting. It also comes with a “Master List” of US Career Fairs that tracks nationwide career events at schools. Recruiters looking to fill entry-level positions can use features like Interview Scheduling, SMS recruiting, Recruiting CRM, and more to make the hiring process smooth and easy.

7. Shapr

Shapr took the structure of popular dating apps (like Tinder!), where users are presented with candidates in their area and use swipes to connect with the ones they like, and turned it into a recruiting app. It presents you with a list of users based on your industry and the skills you’re looking for. As with dating apps, you can only message a potential candidate when you both have right-swiped each other. You can enter a maximum of 12 interests to search on.

Shapr allows unpaid users to browse a limit of 15 users a day. Simply tap on a user you’re interested in to view their profile, which includes their interests, goals, and other professional details like previous organizations, industry, and education. You can also view a user’s LinkedIn profile. When you match with a potential candidate, Shapr notifies you on your phone and/or by email. The My Matches feature allows you to start a conversation with the candidate.

The paid version of Shapr allows you to adjust your distance to find users close to you. The paid version also features a rewind of your last swipe, a more robust profile, location setting, viewing 30 profiles a day, and the option to see who right-swiped you.

8. JobDiva

JobDiva is a cloud-based platform for staffing enterprises that includes a proprietary search-and-match recruiting engine, candidate matching, Customer Relations Management, a career portal, reporting, VMS synchronization, and more. This platform allows you to respond to client requests, schedule interviews, and easily track which jobs have been filled and which are still pending interviews. When you click on a job, JobDiva shows you all the attached notes, all completed activities/tasks, and other important info. You can also search candidates by name or contact information and quickly pull up candidate records, relevant notes, and their resumes.

9. Breezy HR

Breezy HR provides an end-to-end recruiting solution that includes job posting, candidate sourcing, applicant tracking, background checks, analytics, and more. Users can create a careers page and an employee referral portal, post job openings, track the status of candidates through the recruiting pipeline, view and edit candidate profiles, conduct video interviews, and communicate with applicants. The app features interview scheduling, push notifications, and the ability to create and control message templates to speed up communication. The drag-and-drop pipeline management tool is easy to use.

With Breezy HR, you can quickly post openings on LinkedIn, Indeed, Glassdoor, and ZipRecruiter. Auto-response emails update candidates on the status of their applications or available interview times. The pre-screening video questions allow you to eliminate unqualified candidates while assessing the interpersonal skills, salary expectations, and future goals of those you’re interested in.

10. Manatal

Manatal is a cloud-based recruiting app that’s easy to use and helps you optimize every step of the recruiting process. You can import LinkedIn profiles to your candidate database with one click using Manatal’s Chrome extension. Then you can easily parse candidate information and shortlist those candidates best qualified for the position.

Manatal allows you to post openings on major job sites, such as Indeed, Glassdoor, LinkedIn, Google for Jobs, CareerBuilder, Monster, and Jooble. When a candidate applies through one of these job boards, Manatal automatically creates and stores their profile information. Manatal features AI-based recommendations that make data-driven decisions by extracting skill requirements from your job descriptions and cross-referencing the results with your candidate pool to find those best suited for the position.

11. Recruiterflow

Recruiterflow saves time by automating many of the daily manual tasks that recruiters deal with, including creating candidate profiles and sending out emails. As part of the automation process, Recruiterflow allows you to build “recipes,” which instruct Recruiterflow to take certain actions based on custom triggers you create. Through Recruiterflow, you can contact potential candidates on LinkedIn, Github, AngelList, and Xing with one click using Recruiterflow’s Chrome extension. The reporting function gives you informative reports that help you see how effective your recruiting efforts are.

Recruiterflow is primarily a tool for recruitment agencies but can be used by internal recruiting teams as well.

12. Vincere

Vincere (also known as “Vinny”) helps recruiting agencies by making data-driven decisions. You can post your job openings on leading job sites and easily add new candidates to your database from LinkedIn with one click. The LiveList function allows you to send multiple applicants to clients simultaneously.

Automate many of your team’s time-consuming tasks, including resume parsing, interview scheduling, onboarding, and compliance. You can find candidates near your office or job location with Vincere’s map view. Other features include sending direct messages, creating chat groups, and sharing files.

Vincere is used worldwide and supports multiple languages, such as English, Chinese, Dutch, German, Japanese, and Spanish. It isn’t designed for in-house recruiting teams, but rather for recruiting agencies looking for a strong recruitment tool that offers reliable support and can help them provide quality candidates to clients.

13. Slack

Slack has become a mainstay for keeping remote teams connected, but its collaborative capabilities are also excellent for project management. Keep recruiting activities on track by sharing status updates and receiving automated deadline reminders. Set up oversight channels to automatically provide updates when candidates take action, like completing an application or submitting their references, so that you can follow up promptly. Share files from all your existing storage services like Google Drive and Dropbox without leaving the app. 

14. Calendly

Scheduling can be one of the most tedious parts of recruiting. If you don’t have a system to manage it, it’s easy to lose touch with candidates or drop the ball on important steps in the hiring process. Calendly streamlines scheduling, simplifying the process of booking interviews and other important meetings. It syncs with your calendar, so it’s always aware of your availability and allows you to set custom scheduling rules, like adding a 10-minute buffer before and after each interview slot. You can coordinate with other team members to set up group interviews with ease and send candidates simple invite links to minimize back-and-forth emails to coordinate schedules. 

15. Magical 

Working from your phone is a must for efficient recruiting, but using a handheld device can be challenging. Magical offers a number of handy features that remove the barriers of working from your smartphone. With its text expansion tool, you can create shortcuts to your most commonly used phrases and entire messages to save time and prevent typos. With the Transfer feature, you can seamlessly transport information from one app, like your internet browser, to another, like your ATS. Fewer mobile frustrations make it easier to recruit on the go. 

16. Monday

Monday is a project management app that uses a series of boards, like digital bulletin boards, to help your team stay on top of its hiring activities. You can use premade templates or customize your own boards to suit your needs. With visual tools like color-coded status updates, it’s easy to see where any candidate is in your hiring funnel at a glance. You can also set up boards to manage other recruitment-adjacent activities like new hire onboarding. 

Trust 4 Corner Resources to Source for You

Not sure where to start with sourcing new employees? That’s where 4 Corner Resources comes in! We’re a top-rated staffing agency in Orlando, working with companies across Florida and the United States to find the perfect employees for each business. Our extensive experience across many industries makes it easy to find reliable, professional employees that you’ll love hiring.

Contact us today to see how we can help change your hiring decisions!

…only to see a message in my inbox from the candidate informing me he was backing out of the job.

Surely this was a mistake. I called. I texted. I emailed. No answer. No response (and there never would be).

In a daze, I drove to my client’s office to inform them that their new employee wouldn’t start today, and probably never would I apologized profusely and vowed to make it up to them. They graciously accepted and allowed me to make good on that commitment.

Eighteen years ago today, a great morning turned into an awful one before it started. I was angry. Frustrated. Panicked. But didn’t have time to dwell – I needed to get back to work.

But I also needed to figure out where things went wrong – what I did wrong. If I couldn’t identify my mistakes, I would undoubtedly repeat them.

Before reaching out to another candidate, I dissected all communication with the one who backed out – looking for clues or hints of what I missed.

Either I wasn’t looking for it initially or didn’t want to see it, but the evidence was there. Lots of it. It quickly became clear that I should never have presented the candidate to my client for consideration. Simply put, his behavior wasn’t indicative of someone interested in the job. Not even close.

I was persuasive enough to sell him on the opportunity. Show up to the interview. Even accept the offer.

But that’s not what a recruiter is supposed to do. Certainly not a great one.

Eighteen years ago today, I learned several painful lessons. The experience made me a better recruiter, and 4 Corner a better staffing firm, for clients and candidates every day since.

Here are the five things I learned:

1. Listen before speaking

Job seekers will tell a recruiter what’s important to them in a career move. They will say what they like and don’t like. They will talk about goals and objectives. Must haves and nice-to-haves. All of it.

But only if given the chance. When a recruiter is too eager to describe the job opening, the client, or the compensation and benefits, they will never get to hear what the candidate truly values. It’s a bell that can’t be unrung. 

As the saying goes: When you’re a hammer, everything looks like a nail. I was a hammer in early 2006. Eager to sell the candidate on an amazing opportunity without first fully understanding what was most important to him. What I didn’t understand back then was that I simply had to ask.  

Great recruiters know this and consistently seek to understand a candidate’s priorities before promoting their own.

2. Differentiate what’s said from what’s implied

When listening to someone…and I mean really listening…you can often hear an entirely different message than what the words alone would indicate. 

Tone. Inflection. Even the slightest hesitation when answering a simple question can speak volumes. Successful recruiting requires nuanced interpretation. How a candidate says something is often significantly more relevant than what they actually say.

My candidate was vague. Noncommittal at times. I drove the process and was more motivated than he was for a successful outcome. I felt something was off, but at the time, I didn’t, or perhaps wasn’t wise enough, to interpret it for what it was. 

Great recruiters don’t accept ambiguous answers. They dig. They clarify. They learn to derive as much meaning from what’s unspoken as what’s said aloud. 

It’s a skill that requires practice to build. But it’s well worth the effort. Once honed, it lasts forever.

3. Never settle for text

A successful recruiting relationship is based on personal and open communication. It’s impossible to build without live interaction.

Exchanges via email or text lack context and emotion. In writing, the statement, “Yes, I’m interested,” must be taken at face value. In a voice conversation, however, the same words can indicate enthusiasm and excitement – or a complete lack thereof (which I realized in hindsight was certainly the case with my candidate many years ago).

Responding to a text or email takes less effort than a live interaction. It’s also a great way to avoid both asking and answering hard questions.

New recruiters often struggle in this area due to the convenience of text and many candidates’ inaccessibility for a phone call, Zoom, or in-person meeting. If anything, it reinforces the point: A candidate’s unwillingness to speak live signifies their lack of interest in the role. Period. 

Which leads to the next point.

Related: The Best Recruiting Messages

4. Priorities are defined by actions. Not words.

Like every business owner, I’m inundated with sales solicitations. The reps who send those unsolicited messages must think I’m impossible to reach. My family, friends, coworkers, and clients, however, know the opposite to be true. To them, I’m accessible 24/7.

Why? It is a priority for me.

We all get up in the morning and go to bed at night. Everything we choose to spend time doing in between is based on our individual priorities.

I chased my first candidate. I waited for him to call. I waited for him to email. This was not the behavior of someone excited to pursue a new career opportunity. But I looked past that glaringly obvious reality and allowed it. 

A candidate is never “too busy” to respond to a message or schedule a call. It’s just not their priority to do so.

They are telling you they aren’t interested without telling you. Believe them. 

5. One red flag may as well be one hundred

As recruiters, we want every candidate to be the right one—especially those who look great on paper. Or communicate extremely well. And have the ideal professional background. The better a candidate presents on paper or in person, the stronger our desire for them to want it too.

Which must be completely ignored.

For new recruiters, an important early step is learning to identify red flags when they arise. The points above may not be intuitive or obvious coming in, but they are relatively easy to understand.

The challenge, however, is acting on it.

Asking questions. Listening. Interpreting. Assessing. None of these things matter unless we’re willing to act once we realize the candidate’s goals and objectives don’t align with our current job opening.

Eighteen years ago today, I didn’t know what I know now.

Great recruiters never try to fit a square peg into a round hole.

Great recruiters let candidates’ words and actions do the talking. They listen. They react.

In doing so, they will achieve consistent positive outcomes. For their clients. For their candidates. And for themselves. 

Some of the HR metrics commonly employed look at employee turnover, cost of benefits per employee, and cost per hire. The statistical data gleaned from these metrics can help you manage and improve performance. Here are some key HR metrics you should track to maximize employee efficiency and reduce costs. 

The Value of HR Metrics

HR metrics offer rich insights that can inform your strategy for talent acquisition, employee engagement, and more. Here are some of the key benefits of HR analytics. 

Monitor performance

HR metrics give you a clear understanding of whether your activities are productive. By analyzing the performance of your sourcing channels, you can tell which of them produce the best hires and, in turn, focus more of your efforts there. Analyzing turnover rates by role and department can show where your recruiting efforts must be refined. 

Optimize ROI

In today’s economy, every business wants maximum returns from every dollar spent. HR metrics can help recruiting teams demonstrate their impact on company leadership and allocate budgets more effectively.

Improve decision-making

HR metrics empower you to make decisions based on data rather than guesses or gut feelings. Data-based decisions lead to better business outcomes through more accurate hires, stronger performance, and higher retention.

Harness predictive insights

Predictive insights are an exciting new development that can reduce manual data analysis and improve HR results. By combining your historic data with machine learning capabilities, you can make intelligent assumptions about things like your future hiring needs or a candidate’s likelihood of success.

Promote compliance

HR metrics can help you stay on the right side of the law by revealing potential compliance issues like policy violations or rising complaint volumes. You can proactively mitigate these issues and reduce your risk of unwanted consequences by staying aware of them.

How to Establish Key Human Resources Metrics

Your KPIs, or key performance indicators, will be used to measure your organization’s HR performance. They’re how you’ll communicate information between stakeholders, and they should be tied to the business results you want to achieve. Here are some tips to consider when selecting your key human resources metrics. 

Align KPIs with organizational goals

Naturally, tracking the metrics that indicate how your performance is stacking up against organizational goals makes sense. You can’t make smart operational choices without data to inform your decisions. Thus, you must decide which KPIs most closely align with your desired business outcomes.  

Consider how success is defined

At the end of the day, nobody is happy if company leaders aren’t happy. What executives want to see needs to factor into the metrics you focus on. If you just got a new CEO committed to improving retention, turnover, retention rate, and new hire success are critical metrics for your HR team. Consider your organization’s definitions for success as you establish HR KPIs. 

Don’t get tunnel vision

While a low time to hire sounds great, a single metric doesn’t tell the full story. Some industries, positions, and seniority levels, by necessity, take longer to hire than others. If you get too hung up on time to hire alone, you could miss out on other important indicators like training expenses and new hire success. A well-rounded view is necessary to accurately understand your HR performance. 

Most Important HR Metrics

1. Cost per hire

Companies must hire new employees, and the hiring process costs money. Cost per hire, which is the average expense incurred in looking for and interviewing candidates and eventually hiring the best one, is an important metric to determine whether the value to the organization is worth the cost.

Cost includes internal talent acquisition and training, as well as external agency fees, job postings, etc. To calculate cost per hire, divide the total cost of your hiring process by the number of new employees. The importance of the cost per hire metric is that companies can use it to create recruitment budgets and stick to them. The goal for HR is to optimize cost per hire without negatively affecting the quality of resources being hired.

2. Time to hire

Time to hire measures the average number of days between the time a candidate applies for a job and the time that same candidate accepts the job offer. It’s highly indicative of your hiring efficiency, which is important since speed is a major factor in winning top talent. Time to hire also has meaningful implications for candidate experience since candidates appreciate an organized and well-run hiring process. 

To calculate time to hire, find the number of days that elapsed between application and accepted offer for all new hires within a given time frame (typically a year) and take an average of them. If your time to hire begins to lag, or if you’re far outside of the average time to hire, it’s worthwhile to take action to improve your recruiting efficiency. 

3. Job offer acceptance rate

The offer acceptance rate measures the portion of candidates who accept offers extended by your company. Calculate it by dividing the total number of accepted offers by the total number of offers you made in a set time frame. The average offer acceptance rate is around 75%, but it’s always better to aim for closer to 80 or 90%. 

Offer acceptance rate sheds light on the quality of your offers, but it also indicates how well you’re communicating your employer value proposition. Are your salaries up to snuff? Are you offering benefits that appeal to candidates in your market? Are you conveying those benefits in a way that resonates with candidates?

Offer acceptance rate also plays into hiring accuracy since well-vetted, well-matched candidates will be more likely to accept than those who aren’t a strong fit in the first place. 

4. Revenue per employee

Knowing how much revenue each employee generates is important to you. You may have a lot of high-performing employees in the office, but the revenue per employee is low. This could indicate that you have an inequitable distribution of work. The formula for calculating revenue per employee is the total revenue divided by the number of employees.

If the revenue per employee increases over time, this is an indicator that the company is becoming more productive. This is what you should be striving for, but if the company’s revenue per employee is lower than that of similar organizations, this means the company might not be as productive as it could be. You can then look for ways to raise the revenue per employee.

5. Employee productivity 

Employee productivity has increased in importance over the last year or so because of the rise in the number of employees working from home. The knock against remote work has long been that workers aren’t as productive when away from the office, surrounded by a number of possible distractions. In reality, many employees are even more productive at home, where they don’t have to worry about getting ready in the morning to go into the office, commuting, and doing other things. Employee productivity can be calculated by measuring performance against quarter or year goals. 

Employee productivity is valuable as it helps you gauge which employees perform well. It allows you to pinpoint the obstacles that might be negatively affecting productivity. You can then focus on helping those employees who are struggling to perform better. This helps not only the employee but the company as a whole. 

6. Workforce diversity

With society as a whole striving for diversity and inclusion, the same is true in the workforce. HR departments should recognize that companies must be conscious of hiring employees from all walks of life. Even if an organization has the best product out there, not having a diverse workforce can hurt sales, recruitment, and overall company health.

Tracking workforce diversity can be done in various ways, including by gender, ethnicity, age, and years of service within your organization. The more diverse the workforce is, the more varied the experiences each individual will bring with them. A positive diversity rate can help improve employee retention and turnover.

Related: Hiring for Diversity

7. New hire turnover

New hire turnover encapsulates how many employees leave their position within the first year. Obviously, this is something all recruiters work to avoid, so the lower this number is the better. To calculate new hire turnover, divide the number of employees who left before their first anniversary by the total average workforce size for a year’s time. The result is a percentage that expresses new hire turnover. 

Hiring accuracy, company culture, management, and training and development can all impact new hire turnover. If one of your goals is to improve retention, tracking this metric over time is a good metric to measure the success of your efforts. 

8. Voluntary employee turnover

Generally, the lower your employee turnover rate is, the better it is for the organization. Higher turnover rates mean higher costs per employee because the cost of retaining employees is always less than the cost of hiring and training new ones. But getting rid of those who are underperforming or not a good fit for the company can also be a good thing.

Tracking the voluntary turnover rate can help you understand what motivates quality employees to leave and what you can do to prevent that. Calculate your voluntary turnover rate by dividing the number of employees who leave voluntarily by the total number of employees. You typically want the turnover rate to be around 10-15%. Any higher might be a reason for concern. 

You can track employee turnover as a whole, but another way to track it is by looking at employees who leave the organization in the first three months, the first six months, or the first year. If this rate is high, look at what factors are causing it.  

9. Pay equity

Pay equity is generally related to workforce diversity. Even if you have a diverse workforce, if the pay equity is slanted significantly in favor of one group over another, it serves to nullify or greatly lessen the impact of the workforce diversity metric. A diverse workforce is only effective if compensation is fair among diverse groups. Discrimination based on race, gender, or any similar parameter indicates an unfair pay policy. 

When two people with similar work experience are doing similar jobs, and they have a significant difference in pay, that is pay inequality. Pay disparity should only be based on factors such as experience, skills, and seniority. Even though state, federal, and local laws exist to protect employees against discrimination, it still persists in the workforce. You should have policies to only look at things like experience, attitude, and ability, not the color of someone’s skin, age, or gender.

A benefit of pay equity, along with diversity and inclusion, is that it can help lower employee turnover rates and increase employee retention rates as people stay at workplaces that value diversity.

Related: The Pros and Cons of an Open Salary Policy

10. Rate of employee absences

A certain amount of absenteeism is expected and shouldn’t cause concern. It’s a consistent pattern of unplanned leave or absences from work that you should be focusing on. Divide the number of unscheduled absences by the number of employees to arrive at the rate of employee absences. A high absence rate can indicate low morale or other issues and can lead to reduced productivity, disrupted workflow, and loss of trust.

You can address this issue quickly and efficiently by looking at the four core reasons for a pattern of absenteeism: compensation, communication, benefits, and engagement. Another way to track employee absences is by each team manager, which helps to identify issues that might be present on a particular team.

Related: Employee Incentive Programs to Motivate and Engage Your Staff

11. Overtime percentage

A high overtime percentage can mean several different things. Generally, it’s either common in a particular role, intermittent when meeting deadlines, or a sign of inefficiency in the workplace. Delving into why the rate is high is important. Calculate the overtime percentage rate by dividing the total overtime pay amount by the total payroll.

Using the overtime percentage metric, You can understand how well the workforce is being utilized and where issues might be occurring. Inefficient usage of time by employees that leads to overtime can be corrected by implementing better time management techniques. A situation where there aren’t enough employees for the amount of work a company has, leading to consistent overtime, indicates a need to hire more employees. The key is to determine why overtime is required and implement a solution. 

12. Healthcare cost per employee

Organizations build health insurance costs into the budget for each employee. Tracking the healthcare cost per employee can help you understand and determine the amount of money that should be allocated for healthcare per employee. To calculate the healthcare cost per employee, take the total healthcare costs for the organization and divide it by the number of employees who sign up for healthcare.

Healthcare costs in the United States are very high. Job seekers looking for an open position in your company want to know how good the health insurance is. The best candidates might pass on an offer simply because the benefits aren’t good enough. To attract and retain a productive workforce, you should make sure that the healthcare costs per employee are reasonable and balanced. The challenge is figuring out ways to cut costs and provide employees maximum benefits. 

Related: Ways to Lower Your Employee Benefits Cost

13. Training expenses vs effectiveness and efficiency per employee

This metric helps you track development costs and can help you make better choices in developing personnel. Training expenses that result in more effective and efficient workers is your goal. You can assess the effectiveness of training by measuring what people learned. This is done by setting training goals and monitoring whether employees are reaching those goals after training. Another way to measure effectiveness is over a period of time.  Effective training should help the employee improve their job, raising their performance level. 

Measuring the efficiency of training helps you track employee satisfaction with training processes. Training that benefits the employee will lead to more productivity and better employee retention. On the other hand, a lack of development opportunities can lead to employee dissatisfaction and turnover. 

Related: Highly Effective Strategies for Employee Retention

HR Analytics Tools

HR analytics tools come in all shapes and sizes. A few of our favorites include:

• IntelliHR. This highly configurable platform consolidates your HR data to provide insights on HR performance and workforce trends, driving better decision-making.
• Visier. Visier uses visual dashboards to communicate data that streamlines workforce planning, talent acquisition, and performance management.
• BambooHR. If you’re looking for a more comprehensive HR solution, BambooHR is a strong option. It offers tools for analytics in addition to hiring, onboarding, payroll, benefits, and more. 
• Qualtrics. Qualtrics is a robust platform for understanding your employee experience, and facilitating employee surveys, feedback analysis, and sentiment tracking. It’s most appropriate for medium- to enterprise-level organizations.
• Excel. An oldie but goodie. Excel’s powerful organization and analysis activities can help you create highly customized reports, track performance, and forecast staffing needs. It’s also highly affordable. 
• Tableau. Tableau’s advanced data visualization capabilities give recruiters an interactive way to identify HR trends, assess employee performance, and make strategic decisions.

4 Corner Resources Can Help You With HR

HR metrics are an important tool and can significantly impact your company if you use them. By analyzing the data and drawing conclusions from it, you can increase productivity, reduce costs, and improve employee satisfaction, all of which benefit your organization. 

If you’re looking for an experienced HR team to help your company grow, outsourcing with 4 Corner Resources is a great option. We’ll track all of these metrics for you, helping you to hire better. Contact us today to see how we can help.

However, identifying and hiring these talented individuals can be daunting for many businesses. The competition for skilled developers is fierce, as they are in high demand across various industries. This blog will guide you through how to find and hire software developers efficiently!

Are Software Developers Easy to Find?

Though most business leaders recognize the importance of recruiting the best software developers, it’s a notoriously challenging position to hire for. With an industry unemployment rate of a mere 1.4%, developers are in sky-high demand, and the good ones are snatched up quickly. 

It’s especially tricky to source and screen developers if you’re not one yourself; with a language all its own and a seemingly never-ending list of acronyms (GUI, CRUD, and SDK, anyone?), even the smartest non-developer can quickly get tripped up while interviewing candidates. Thus, it’s important to have a solid strategy in place to attract and hire for this role.

The great news about hiring software developers is that there’s a vast pool of talent worldwide from which to recruit. If you’re open to hiring remote workers, you can significantly expand your options while simultaneously reducing costs. 

To consistently hire top-notch developers, your best bet is to build a talent pipeline. Hence, you always have great candidates coming your way, even when you’re not necessarily looking to hire immediately. This way, when you do find yourself with an opening, you won’t have to scramble to bring in applicants quickly. 

Follow these strategies to create your own talent pipeline of software developers.

How to Find Software Developers

Ask for referrals

We’ll kick things off with a recruiting tip that ranks at the top of the list no matter what job you’re hiring for: referrals. Referrals from current and former colleagues are among the strongest sources to find great talent. For software developers specifically, turn to your existing in-house technology team first to see who they might be able to recommend. Hiring a referral has proven to be not only cheaper than going through other recruiting channels but also leads to lower turnover. 

Related: How to Make Your Employee Referral Program a Powerful Recruitment Tool

Tap into freelance marketplaces

Contract work platforms are ripe with talent and have exploded in popularity recently, with Upwork alone boasting over 18 million registered freelancers. These platforms allow you to browse the digital resumes of hundreds or even thousands of software developers and then send out invites to those you think might be a good fit for your job. And since a freelancer’s past clients can give them a rating, there’s a vetting system built right in, which may save you some time during applicant screening or reference checks.

Scour social media

One advantage of the development community is that its members are highly active online, including social media. LinkedIn is always a strong place to start, especially to identify people who are actively looking for jobs. Using LinkedIn Recruiter, you can see whether a candidate is open to hearing about opportunities and reach out to them with a compelling message. 

Though LinkedIn is the obvious social media platform for searching for candidates, it’s not the only one. You can discover talent on other channels by being a little more strategic. On Facebook, join groups that are geared toward developers and observe to see which members are most active. Some Facebook groups have dedicated threads for advertising job openings. 

You can also find loads of developers on TikTok, where coders share their latest projects and give talks on all things tech. Don’t just look to the top personalities themselves; look at their follower lists and browse their comment sections to find other engaged developers. 

Participate on Discord

Discord is a platform where groups of people can gather online and connect via text, talk, and voice. Think of it like a cross between Slack, Reddit and WhatsApp. Discord users gather in designated communities called ‘servers’ to share ideas, troubleshoot problems, and shoot the breeze. It’s a great place to connect and find top talent. Here is a selection of the top Discord servers for developers to get started. 

Open-source data mining platforms

On open-source platforms like Github, software developers from all over the world can collaborate to build applications. But they’re more than that–they also function as a professional social network of sorts, much like a developer-centric LinkedIn. When you view a developer’s profile on Github, you can see the various projects they’ve contributed to and peruse their code, which should give you a good idea of the type of work they’re comfortable with. 

An added bonus: since coders on these platforms contribute their time freely, you can be sure you’re dealing with someone who’s truly passionate about what they do. Stack Overflow, a Q&A site for coding, is another good place to look. 

Check out Amazon reviews

Here’s an unusual method to source development talent: find them while they’re studying up on their craft by browsing public book reviews online. On Amazon, for example, you can sort reviews from newest to oldest, letting you see who’s recently read a software development bible like Clean Code. Many readers leave reviews using their full name, and some are even accompanied by a picture that can help you in your sleuth work. This method can be particularly useful if you’re hiring for a niche skill–search for popular titles on the topic. 

Attend top tech events

Now that live events are back in action; we expect to see a surge of interest in professional conferences and summits. This is great news if you’re looking to hire a software developer, as these events will be packed with professionals who are ready to network. If you need someone with certain expertise, go with a skill-specific conference like PyCon for Python developers. There are also plenty of general conferences like DeveloperWeek for coders of all types.

Host a hackathon

As you can infer from the name, a hackathon is a marathon-like event where developers gather to work together on a collective project. Usually held over 24 hours or a weekend, hackathons are known for their fast and furious nature, drawing participants to sacrifice sleep to move the project across the finish line. 

Hackathons draw developers of all skill levels, from green devs who are new to the field to seasoned professionals. In addition to being a great source of development talent, they’re also a lot of fun!

How to Hire a Software Developer

1. Define your needs

Create an outline for what you need in a developer. Be specific, defining the must-have skills, deliverables you’re looking to develop, and most important indicators of success. 

2. Consider remote candidates

The great thing about development is that the syntax is the same regardless of spoken language. This makes recruiting across international borders less of an issue than with other fields, which is an advantage because some of the best development talent can be found overseas. Recruiting remote candidates can broaden your talent pool while contributing to lower hiring costs. 

3. Ask for prior work examples

When hiring developers, don’t rely on resumes alone. Ask for a portfolio link during the application process. Strong developers should have no problem showing you examples of their work and providing references from past clients or supervisors. 

4. Prioritize talent

Development is one field where hiring for potential over experience often makes sense. In this creative role, a young developer who’s hungry to learn and eager to demonstrate their value may be a better choice than a more seasoned candidate who just wants to write code and clock out. 

5. Don’t neglect soft skills

Though developers do a lot of independent work, their projects also require much input from others. Thus, strong communication and collaboration skills are necessary. Flexibility and problem-solving are also desirable traits for development roles. 

6. Interview effectively

When interviewing developers, use a mix of behavioral and situational questions to ascertain better their skills and how they would apply them in your organization. Here are a few examples of good questions to ask development candidates:

• What are your preferred programming languages?
• One of our biggest goals for the person in this role is [insert specific goal]. How would you go about achieving that goal?
• What’s your approach to quality assurance?
• What would you do if you worked on a tight deadline but realized you wouldn’t finish on time?
• What would you do if you received conflicting directions from different colleagues?

7. Use skills assessments

Hiring developers presents a unique challenge in that the people responsible for hiring don’t always have a concrete understanding of the skills they’re looking for. This is the perfect use case for pre-hire assessments. Skills assessments allow you to objectively test candidates’ subject matter expertise, understand how they approach projects, and see their work in action with mock assignments. 

Additional Tips for Recruiting Software Developers

Recruit early

Don’t count out students in your search for development talent, especially for junior roles. College kids have the perfect schedules to accommodate night and weekend shifts, which might be just the thing to supplement your more senior full-timers. Plus, hiring developers as students gives them a chance to learn the inner workings of your company while they learn the ropes of the job, so they’ll be prime candidates to move up the ranks after graduation. 

Related: 8 Benefits of Using Internships as a Recruiting Tool

Use recruiters who know their stuff

Software developers perform a critical function in their respective companies. This isn’t a position where a ‘fake-it-til-you-make-it’ approach works when hiring. You need to make a fantastic impression to entice the best candidates to work for you. Working with a recruiter that specializes in hiring developers can help.  

From writing job descriptions that sell the roles correctly to speaking candidates’ language during the interview process, a niche recruiter will make your company look great in the eyes of candidates and give you a better chance of reaching top talent the moment they start looking for a job. 

Related: How to Select the Best IT Staffing Agency for Your Business

Bring in other perspectives

Having multiple perspectives can be incredibly helpful when hiring software developers rather than relying on a single hiring manager or recruiter. For example, a recruiter might identify core programming knowledge, a department chair can assess problem-solving skills, and a prospective colleague can weigh in on culture fit. This leads to a more well-rounded assessment and prevents personal bias from negatively influencing an important technical hire. 

Make compelling offers

In the current market, talented developers have their pick of exciting roles to choose from. This means you’ll need to go above and beyond to stand out. Offering attractive compensation is a starting point, but your offer should also communicate the total package of working for you. Focus on the most important perks to IT candidates, including flexibility, continuous learning, and career advancement opportunities. 

Hire the Best Software Developers with Help From Our Staffing Experts

Our experienced technology headhunters have the industry intel you need to fill high-value software developer positions quickly and confidently. Whether you’re a startup looking for quick-thinking coders or an established firm seeking an innovative leader to head up your IT department, we can assist in identifying candidates with the right mix of hard skills, soft skills, and experience. Don’t settle for developers who merely get the job done. Make hires that will help your business reach new heights. Get in touch with us today, and let’s talk more about your hiring needs.

To help, we’ve compiled a list of the top accounting and finance staffing companies in Florida. 4 Corner Resources proudly presents this selection as part of our initiative to streamline your decision-making process. Of course, we’re also included!

Each of the agencies below provides exceptional services, but our goal is to win your trust and convince you that we’re the best choice.

The Best Accounting & Finance Staffing Agencies in Florida (Shortlist):

Below are our premier recommendations for accounting and finance staffing agencies in Florida, presented alphabetically:

• 4 Corner Resources
• Accounting Now
• Aston Carter
• Beacon Hill
• Kforce
• Robert Half
• StevenDouglas
• Vaco

Read on to learn more about each company…

4 Corner Resources

4 Corner Resources (yes, that’s us!) has established itself as a leader in the accounting and finance staffing industry since 2005. Over the years, we’ve grown to serve a diverse clientele, ranging from small startups to large corporations. We combine performance and effectiveness with unmatched personal service while carrying out our four core principles: relationships, resources, responsiveness, and results.

Through our customized finance and accounting staffing solutions, we can provide candidates with the qualities of trust, accuracy, and reliability you require. At 4 Corner Resources, we recognize each organization’s unique culture, specific financial needs, and strategic goals to identify the best fit for such high-value roles. Our goal is to shape how companies of all sizes perceive and manage recruitment, creating enduring partnerships in the process.

Jobs Filled: Accounting Assistant, Accounting Clerk, Accounts Payable Specialist, Accounts Receivable Clerk, Controller, Assistant Controller, Auditor, Billing Specialist, Bookkeeper, Certified Public Accountant, Chief Financial Officer, Collections Specialist, Credit Specialist, Data Analyst, Finance Director, Financial Analyst, Loan Officer, Staff Accountant, Treasurer, Underwriter, and more.  

Locations Served: Based in Orlando, 4 Corner Resources serves clients across the country. With our extensive network spanning all 50 states, we specialize in the Florida market, where our expertise in accounting and finance staffing shines brightest.

ClearlyRated Client Rating: 5 stars

Contact: +1 (407) 872-1521

Accounting Now

Accounting Now, a division of SNI, delivers exceptional accounting and financial recruiting services. They specialize in placing professionals in temporary, contract, and project positions across the U.S., partnering with top financial firms and corporate departments. Their expertise matches financial professionals with the right opportunities in finance, banking, and accounting careers, driving career development and business success.

Jobs Filled: Accounts Payable, Accounts Receivable, Controller, Financial Analyst, Internal Audit, Payroll Analyst, SEC Financial Reporting, Senior Accountant, Tax, and more.

Locations Served: Accounting Now has 20 locations nationwide, including its Jacksonville headquarters. Additional Florida offices include Doral/Miami, Fort Lauderdale, Orlando, and Tampa.

ClearlyRated Client Rating: 4.8 stars

Contact: +1 (877) 875-4764

Aston Carter

Aston Carter provides agile staffing solutions focused on connecting companies with skilled professionals in the finance and accounting industry. Known for their innovative approach to workforce challenges, they recruit for both long-term and project-based roles, ensuring each candidate is precisely aligned with the specific needs of financial services organizations. Aston Carter’s commitment to delivering top talent is grounded in a deep understanding of industry dynamics and an extensive professional network.

Jobs Filled: Accountant, Accounting Manager, Budget Analyst, Business Analyst, Chief Financial Officer, Controller, Finance Director, Finance Manager, Financial Analyst, and more.

Locations Served: Aston Carter’s global network includes more than 200 offices across Europe, Asia, and North America. Their offices in Fort Lauderdale, Jacksonville, Maitland, Melbourne, Miami, Pensacola, and Tampa offer clients statewide access to exceptional accounting and finance staffing services.

ClearlyRated Client Rating: 4.8 stars

Contact: +1 (407) 754-2620

Beacon Hill

Beacon Hill, known for its expertise in staffing, offers comprehensive recruiting solutions across various sectors, including corporate accounting, finance, public accounting, investments, financial services, banking, and healthcare revenue cycle management. Their experienced team of finance professionals works to identify candidates adept at numerical skills and driven to make significant contributions to organizational growth and success.

Jobs Filled: Accounting Manager, CFO, Controller, Director of Accounting, Director of Finance, Revenue Cycle Analyst, Tax Director, Claims Analyst, Reimbursement Analyst, and more.

Locations Served: Beacon Hill offers financial staffing services across all 50 states. Their Florida offices are located in Fort Lauderdale, Miami, Orlando, and Tampa.

ClearlyRated Client Rating: 4.8 stars

Contact: +1 (617) 326-4000

Kforce

Rooted in 60 years of proven success, Kforce is a leading company in the accounting and finance staffing industry. They specialize in technology and finance recruitment, connecting premier financial talent with reputable companies. From building out a team to navigating business cycle peaks with short-term plans, their accounting and finance expertise make them a go-to agency for high-quality solutions.

Jobs Filled: Accountant, Auditor, Financial Analyst, Controller, Tax Specialist, Payroll Manager, Budget Analyst, Credit Analyst, Treasury Specialist, Risk Manager, Compliance Officer, Chief Financial Officer, and more.

Locations Served: Kforce has a strong presence in Florida, with their headquarters in Tampa. They also have established offices in key cities like Fort Lauderdale, Miami, Jacksonville, and Orlando. 

ClearlyRated Talent Rating: 4.6 stars

Contact: +1 (877) 453-6723

Robert Half

There is no doubt that Robert Half is a household name in staffing, especially for their finance and accounting jobs. They have mastered finance recruitment based on decades of experience, offering temporary and permanent placements. Their personalized approach ensures that candidates meet technical requirements and fit seamlessly into their clients’ unique organizational cultures. 

Jobs Filled: Financial Controller, Accounting Manager, Internal Auditor, Chief Financial Officer, Tax Specialist, Payroll Supervisor, Financial Analyst, Credit Manager, Risk Analyst, Compliance Officer, Bookkeeper, Public Accountant, and more.

Locations Served: Robert Half’s reach extends worldwide, with a strong presence in Florida. Located in Miami-Fort Lauderdale, Orlando, Tampa, and West Palm Beach, they offer comprehensive coverage tailored to Florida’s accounting and finance market.

Contact: +1 (855) 432-0924

StevenDouglas

With a commitment to connecting elite talent with leading companies, StevenDouglas has made a name for themselves in finance and accounting staffing. Each placement is not just a skill match but also a cultural fit, thanks to their unique blend of industry insight and personalized service. Providing both temporary and permanent staffing solutions, StevenDouglas excels at catering to a wide range of financial roles from middle management to executive levels.

Jobs Filled: Financial Analyst, Corporate Controller, Tax Director, Audit Manager, Chief Financial Officer, Senior Accountant, Treasury Manager, Risk and Compliance Specialist, and more.

Locations Served: StevenDouglas has a network of offices throughout North America, with a particularly strong presence in Florida. They have offices in Miami, Fort Lauderdale, Tampa, Jacksonville, and Orlando in addition to their Sunrise, FL headquarters. 

Contact: +1 (954) 385-8595

Vaco

Specializing in the finance sector, Vaco is a dynamic company that combines traditional staffing services and modern workforce solutions. Their ability to understand both technical requirements and cultural nuances makes them an ideal partner for businesses and finance professionals alike. Vaco is a great choice for companies seeking skilled professionals for temporary and permanent roles in accounting and finance.

Jobs Filled: Certified Public Accountant, Financial Analyst, Controller, Tax Manager, Audit Specialist, Treasury Analyst, Financial Reporting Manager, Senior Accountant, and more.

Locations Served: Vaco operates globally, with a strong presence in Florida. They have offices in major cities like Orlando, Tampa, and Jacksonville. 

ClearlyRated Client Rating: 4.8 stars

Contact: +1 (321) 445-2100

Wrapping Up

Finance and accounting staffing agencies in Florida are as complex as the financial sector itself. In such a highly specialized area, one-size-fits-all solutions are hard to find. The agencies highlighted here, however, stand out as some of the best in Florida, each excelling in its own unique way. We created this list to simplify your search, directing you to firms that are exceptional in the field of accounting and finance staffing and known for their precision, expertise, and ability to meet diverse needs.

We at 4 Corner Resources take pride in being more than just a name on this list. We’re committed to setting the bar in finance and accounting staffing. We customize our methods to each client with innovative solutions that have proven successful time and time again. 

Contact 4 Corner Resources today for a complimentary consultation and see for yourself why we believe we’re the #1 best choice for accounting and finance staffing in America.

Selecting the right non-clinical healthcare staffing agency is crucial for healthcare organizations seeking to enhance their service delivery and operational capabilities. It involves evaluating the agency’s expertise in the healthcare sector, understanding the depth of their talent pool, and assessing their ability to meet specific hiring needs. This guide teaches how to find the right recruitment firm for your business!

Understanding Non-Clinical Healthcare Roles

When we think of healthcare, we typically think about jobs like doctors and nurses. These are clinical roles–jobs that provide care directly to patients. Non-clinical healthcare roles are jobs that support patient care without diagnosing or treating patients. While non-clinical workers may come into contact with patients, they do not have a direct hand in providing healthcare.

Non-clinical healthcare workers play an important role in the operation of the healthcare industry. They’re responsible for functions like billing, administration, records, research, revenue cycle management, pharmaceuticals, information technology, human resources, and more.

Examples of non-clinical healthcare occupations:

• Medical coder: Medical coders convert patients’ medical records and physicians’ notes into codes so that insurance companies can accurately bill for the care patients receive.
• Medical receptionist: One of the most in-demand non-clinical healthcare jobs, medical receptionists greet patients and provide customer service, schedule appointments, enter insurance information, and help with patient billing. 
• Health information technician: Health information technicians ensure patients’ electronic health records are accurate and secure. HITs also analyze data regarding patient outcomes.
• Quality improvement coordinator: They locate areas of improvement, and implement and manage those changes.
• Healthcare manager: Overseeing the daily operations of a medical department, healthcare managers establish and monitor budgets, train new team members, and strive to increase efficiency and quality of care.
• Healthcare administrator: The leaders of their facility, healthcare administrators create financial goals, set policies that benefit patient care, and make sure that their facility complies with healthcare regulations.

How to Identify Your Non-Clinical Healthcare Staffing Needs

Identifying non-clinical staffing needs in the healthcare industry requires a thorough assessment of the organization’s current resources, strategic goals, and support requirements for clinical staff. 

Begin by reviewing the existing organizational structure and mapping out your various non-clinical duties and how they relate to/support your clinical operations. Based on the organization’s goals, identify where staffing gaps or inefficiencies are hindering progress. Consult with clinical staff and department heads to understand their needs. 

Next, consider the organization’s future plans and how they impact staffing requirements. Expansion plans, new service offerings, or changes in patient volume may call for adding additional new positions. 

Utilize analytics technology to assist with staff planning. Historical data can be used to identify trends and engage in strategic succession planning, while predictive insights can help forecast future staffing needs. 

Finally, consider compliance. Industry standards and shifting regulations may stipulate the number of staff required to fulfill certain roles and support clinicians.

Based on the analysis above, you can pinpoint crucial non-clinical staffing needs and map out a short- and long-term hiring plan.  

Benefits of Working With a Non-Clinical Healthcare Staffing Agency

Access to better talent

Staffing agencies experienced in non-clinical healthcare recruiting understand the aptitudes and abilities needed for various positions. Whether you are searching for medical billers, medical coders, health information technicians, healthcare administrators, or other non-clinical healthcare jobs, headhunters will have in-depth industry knowledge and the ability to find candidates who fit your qualifications.

Insight about candidates

Non-clinical healthcare staffing agencies provide clients with thorough insight into each candidate’s work history that extends beyond what is provided on their resume. Due diligence from a headhunter helps weed out prospects who are underqualified or who are not ideal for your specific opportunity.

A wider network

It’s a competitive world out there, especially with finding the right fit for non-clinical healthcare jobs. Working with a staffing agency gives you access to a more expansive variety of applicants than you would find on your own. Because these staffing agencies have a wide network of contacts, their headhunters can quickly find qualified prospects for even the most challenging positions to fill.

Criteria for Selecting a Non-Clinical Healthcare Recruitment Firm

Reputation

Word of mouth is a valuable reference tool for any business, especially on social media. Before you partner with a staffing agency, conduct a Google search and visit their social media pages, such as LinkedIn. Thoroughly explore their website and qualifications.  Look at news stories and reviews. This can paint a picture of the agency’s standing in the industry and in its community.

Non-clinical healthcare staffing experience

Some staffing agencies and headhunters specialize in a specific industry, while others fill positions in multiple industries. It is crucial that the recruiter you work with has extensive experience in non-clinical healthcare recruiting because of the stiff competition for talent for those positions.

Services provided

Staffing agencies vary based on the level of services they provide. In addition to identifying and screening candidates, recruiting firms can assist with writing stronger job descriptions, creating lists of interview questions, onboarding new hires, and improving your HR processes, just to name a few of their additional capabilities. Whether you want a hand reaching new candidates or need a heavy lift overhauling your entire staffing strategy, look for a firm specializing in the services you require.

How long it takes them to fill vacancies

Some positions are easier to fill than others because of the volume of talent. Other roles are more refined and have a smaller pool of candidates. Professional recruiters and headhunters who have the contacts to find qualified team members for difficult and specialized non-clinical healthcare jobs are valuable.

Flexibility and responsiveness to your organization’s needs

If your hiring needs tend to shift rapidly, you’ll want a staffing agency that can pivot quickly with you. The same goes for if you’re looking to control costs; having more flexibility in your hiring can help you adjust to the changes in your business more cost-effectively. A non-clinical recruiting agency can help you be more agile with your staffing, shifting the pace of hiring up or down depending on your situation and leveraging nontraditional staffing like temporary hiring to meet your needs.

Network and resources

One of the top benefits of working with a recruiting agency is gaining access to their vast and diverse network of talent. This can be a key differentiator when hiring in an incredibly competitive market like the one that currently exists in the healthcare field. A well-established recruiting firm has many years of relationships to draw upon to help you find the talent to achieve your goals. 

Cost

While working with a non-clinical healthcare staffing agency is an investment, it’s one that can pay for itself in multiples over the long term. A recruiting specialist can help you hire faster, which reduces the costs associated with vacant positions. They can also hire with greater accuracy, which minimizes hiring mistakes and promotes strong retention–two factors that also reduce costs. 

Partner With Us for Your Non-Clinical Healthcare Staffing Needs

The aforementioned list is just a sampling of the volume of non-clinical healthcare occupations. It illustrates the importance of having efficient healthcare staffing solutions in place. Non-clinical healthcare recruiters and headhunters understand the nuances of the different professions, which allows them to secure interest from the most qualified job seekers. They implement assessments and gain insight to ensure that organizations only interview prospects who are ideally suited for the positions. Staffing agencies also have an expansive network of highly regarded talent and have existing relationships with candidates in your niche.

At 4 Corner Resources (4CR), we offer staffing solutions for businesses of all sizes – from startups to SMBs and large corporations throughout the United States. Our knowledge and passion for what we do, and our flexible terms and conditions, set us apart in the world of headhunting and recruiting.

If you need help identifying the right candidates for your vacancies, we welcome the opportunity to connect! We’re on standby to help you transform your workforce and find the ideal candidate today!

If you want to find qualified talent and beat your competitors to the punch in attracting them, zeroing in on the right sourcing channels is essential. But sourcing channels aren’t created equally for every industry, especially when it comes to healthcare. Workers in the health and medical fields are a bit of a professional anomaly when it comes to where they look for jobs and how they conduct their job search.

To win the war for top talent in this fierce labor market, make sure your healthcare recruitment strategies include these eight sourcing channels.

Best Healthcare Candidate Sourcing Platforms

Healthcare-specific job boards

In a survey of 500 healthcare professionals by Glassdoor, online job boards were far and away the most popular channel for candidates to find out about job openings. 87% of the respondents surveyed reported using job listing sites in their search.

It’s not enough to simply post your job opening to the regular laundry list of job board giants like Monster and Indeed. For healthcare candidate sourcing, you must narrow your efforts to include niche industry sites.

If you’re looking to hire a physician, physician assistant, nurse practitioner, or CRNA, try Heath eCareers. This outlet was created specifically to help professionals in these positions find career opportunities and other resources. With your paid listing, you’ll receive 30 days of placement in front of the site’s network of more than a million members, plus inclusion in email job alerts and cross-posting on other relevant sites in the Health eCareers Network.

Another well-regarded healthcare job site is the JAMA Career Center, which is the official job portal of the Journal of the American Medical Association. Postings here cover a wide range of physician roles, from emergency medicine to anesthesiology, all of which are subject to AMA vetting. JAMA offers an excellent range of package options to suit your budget, from a basic classified-style job listing to featured job upgrades, multi-listing discounts, and more.

If you need your healthcare candidate sourcing efforts to reach medical, technical, and administrative roles, try CareerVitals. Billed as the ‘largest healthcare job board,’ this is the place to cast a wide net and reach a diverse pool of talent that’s searching by position title and geographic location.

Social media

LinkedIn is the de facto social network for job seekers. With a LinkedIn Recruiter account, you can see which users are actively looking for a job via the ‘open to work’ flag on their profile. This tells you a candidate is open to hearing about job opportunities and will likely respond positively to your recruitment messaging.

You can also use LinkedIn to source passive candidates–those who are currently employed and not necessarily engaged in an active job search. These candidates can be targeted with informational messages designed to share your employer value proposition and open the door to further communication if the person expresses interest. Learn more about sourcing candidates on LinkedIn here. 

Next up is Facebook. Use your organization’s Facebook page as a place to build your employer brand. Company culture is of particular interest to healthcare job seekers. 66% of them said they would accept less money to work at a hospital or healthcare organization with a great company culture, while 56% said they’d take a pay cut to work somewhere that values helping people above all else. Use videos, photos, and testimonials on your Facebook page to establish these core brand values.

You can also source talent directly by searching Facebook Groups (these require you to participate as an individual user rather than from a company account). Use Facebook’s search function to find industry-specific groups in your area and request to join them. From there, you can post your latest job listings and keep an eye out for job-search-related discussions among members. Just be mindful that each group has its own rules on what can be posted and may limit job listing posts to certain days or threads.

Finally, don’t neglect media-rich channels like Instagram and TikTok. These image- and video-forward platforms are a great place to captivate would-be candidates with engaging content and connect with younger talent. 

SEO

While some might not consider search engine optimization a traditional sourcing “channel,” it’s a healthcare recruitment strategy you can’t afford to neglect in such a competitive market. Optimizing your careers page and role-specific pages according to SEO best practices will ensure that your listings come up when a candidate types in their desired job title and city.

Rather than listing all your open roles on a single ‘Jobs’ page, instead, dedicate a distinct page of your website to each job listing. This will help search engines index it appropriately. Each listing page should display the position title, company name, location, and posting date prominently. Use clear headings and bullet points to delineate the required skills and responsibilities. Keep the information descriptive yet concise.

Referrals

We’ve said it many times, but it bears repeating: referrals are the number one sourcing channel for producing hires, delivering 30% of hires overall and 45% of internal hires. They deliver an outsized return on investment, helping lower your cost per hire and time to fill.

What’s more, referrals are an especially trusted sourcing channel among healthcare job seekers in particular. In the Glassdoor survey we mentioned earlier, friends were the second-most-popular way candidates heard about jobs (number one being job boards). At the same time, current and previous work colleagues were the number one and number two sources that professionals in the health services field turned to for more information when making a job decision.

Use referrals to fill your talent pipeline by building them into every phase of your healthcare recruiting funnel. Ask new hires for referrals as part of their onboarding process. New hires likely just came to you from another organization, so they offer a valuable network of outside contacts they’ve recently been close with. And, since they’re feeling good about getting hired, they’re likely to speak positively about your organization.

Train department heads to seek out referrals as part of their regular check-ins with team members. Because they interact more closely with their employees daily, they’re much more likely to be able to draw qualified referrals than less familiar colleagues in HR.

Professional associations

Professional healthcare associations bring together the best talent in the business for conferences, continued learning opportunities, and events aimed specifically at career advancement. For recruiters, these associations present a range of options to engage membership in employer brand-building and talent sourcing.

Advertising within industry publications is one option. The American Dental Association, for example, has a Morning Huddle newsletter that’s delivered to the inbox of more than 125,000 dentists every weekday. The American Association of Nurse Practitioners has multiple print publications that go out monthly and semi-monthly to members. Advertising in these publications is an ideal way to get your career opportunities in front of a targeted audience within your field.

Industry trade shows are another versatile option for healthcare employers to interface with talent. Hosting a booth at an organization’s career fair will get you face-to-face time with active job seekers while serving as the title sponsor of an event will help you ramp up name recognition and increase goodwill for your brand.

Conferences

Hundreds of healthcare conferences are dedicated to every specialty under the sun, from the massive HIMSS Global Health Conference to job-specific events like the ADHA annual conference for dental hygienists or the ASA annual meeting for anesthesiologists. 

These conferences are a great outlet to forge personal connections and build employer brand recognition. Not only do they present valuable networking opportunities, but they also put you in contact with talent committed to advancing their skills, which is a highly desirable trait in a field where turnover is a huge problem. 

Educational institutions

Healthcare organizations can turn colleges, universities, and trade schools into reliable sourcing partners in a number of ways. Through internship programs, hospitals and other care centers can give the next generation of candidates practical experience while identifying and evaluating possible job candidates. Collaborative initiatives like specialized courses, certifications, or training programs can advance students’ skills while promoting awareness of the organization. 

Offering scholarships or financial support to students pursuing healthcare-related degrees can create a positive relationship between healthcare organizations and educational institutions. It also helps organizations identify and support talented individuals from early in their academic journey and encourages interest in specific roles. With networking events and on-campus recruitment drives, healthcare organizations can screen soon-to-be graduates on the spot and build their near-term talent pipeline. 

Partner with a healthcare candidate sourcing expert

Increase the effectiveness of your healthcare candidate sourcing strategies by partnering with a staffing expert. Healthcare headhunters like those at 4 Corner Resources can give your organization a leg up in the ultra-competitive health services market. We help hospitals, private practices, insurance providers, and more identify skilled employees who will meet your business goals and fit in with your company culture.

We have over a decade of experience placing candidates in specialized roles like medical billing, utilization management support, pharmacy technician, and provider operations technician. Our deep industry knowledge enables us to talk the talk with prospective employees and get an accurate gauge of a candidate’s aptitude for success in your role.

We offer an extensive network of talent that spans the country and ranges from entry-level all the way up to the C-suite. We’ll manage sourcing and screening, cutting down your time to hire and freeing up more of your resources for revenue-driving activities. To expand your sourcing channels with professional healthcare recruiting from 4 Corner Resources, contact us now to get started.

A shortlist is a tool that can help you zero in on the best candidates and maximize the likelihood that they’ll end up on your team. Here’s a full explainer on shortlisting and how to do it effectively. 

What Is a Shortlist?

A shortlist is a narrowed-down list of candidates who have passed a certain threshold in the screening process and who an employer wants to prioritize in their search moving forward. Candidates who are on a shortlist typically undergo further screening, which may include one or more interviews, pre-employment assessments, sample assignments, and background/reference checks. 

Shortlists help employers streamline the hiring process by focusing on a smaller pool of candidates who closely meet the requirements of a position. 

The Importance of Shortlisting Candidates

Organize candidates

Job openings often result in a pile of applications that are far too large to speak with each and every candidate individually. A shortlist helps make a high volume of applicants more manageable, enabling recruiters to stay in close contact with the best candidates and maintain an awareness of where they are in the hiring process. 

Prioritize top talent

The best talent is hired quickly. If you don’t want to lose out on your top choice, it’s essential to prioritize them in your search and move their application along efficiently. 

Reduce time to fill

A shortlist adds urgency to your hiring process by keeping the best-fitting candidates at the top of your mind. This helps cut down your time to fill, reducing the cost and labor associated with hiring and avoiding lost productivity that can result from vacancies sitting open for extended periods. 

How to Shortlist Candidates for Interviews 

Follow these tips for productive shortlisting.

1. Make a list of baseline criteria

Defining your hiring qualifications is an essential part of writing effective job descriptions, so hopefully, you’ve done this already. But if you haven’t, specify the minimum criteria a candidate must meet to perform the job duties. 

This might include education requirements like an associate’s degree, minimum years of experience, or technical credentials like a specific certification. These baseline criteria should be objective qualities that are directly tied to job performance, rather than a “gut feeling,” a sense of similarity to other team members, the hiring manager’s personal opinion, or other subjective factors. 

Using objective criteria promotes hiring accuracy and keeps you from unfairly discriminating against any candidates. 

2. Identify nice-to-haves

Next, make a list of the characteristics that would make a qualified candidate more appealing but that aren’t absolutely necessary. This could be things like a more advanced degree, more specialized training, prior leadership experience, membership in professional organizations, etc. 

This will leave you with solid shortlisting criteria to guide your search. Here’s what that might look like for an example role:

Network Administrator

Minimum Requirements

• Bachelor’s degree in computer science or a related field  
• Three years of experience in network administration or a similar role
• Knowledge of Cisco and Linux networking platforms

Preferred Qualifications

• Cisco CCNA certification
• Experience with customer-facing interactions
• Experience maintaining and updating security permissions

3. Assess your bandwidth

How many candidates should you put on your shortlist? That depends on how many you can realistically consider very closely. How many applicants are you expecting in total? How many of those are from sources that already come with some level of vetting, like referrals? How much time each week can you commit to screening and interviews? 

These factors will help you determine how many candidates you want to shortlist. A good rule of thumb is to shortlist 10% of total applicants, which may vary depending on your needs and talent pool. If you have 100 applicants, shortlisting 8 to 12 of them is a feasible goal. A smaller percentage may be more realistic if you have several hundred applicants. 

Your own recruiting metrics can also be a good source of information on how many candidates to shortlist. If you’ve had to interview about five people to find your top choice in the past, you know you should have at least five candidates on your shortlist. 

Being pragmatic about your recruiting bandwidth will help keep your search manageable and avoid recruiting overload. 

4. Select top applicants

Now that you know how many candidates you’re looking for, you can begin to narrow the playing field. First, go through and screen candidates who meet your minimum requirements. After this step, you’ll likely still be left with a big pile of applications. If this is the case, do another round of screening for your nice-to-haves. This will shrink your talent pool to a strong group of applicants who meet the job requirements and who can add additional value in different ways. 

An applicant tracking system, or ATS, can be a great asset in screening candidates for a shortlist. It can automate the process of ruling applicants in or out based on your minimum requirements by leveraging AI to offer intelligent insights on which remaining candidates are most likely to be the strongest fit.

5. Review more diverse candidates

Sometimes, you’ll get an application that doesn’t check any of the usual boxes for your role but that piques your interest for other reasons. Maybe it’s someone with an interesting background who’s switching fields or reentering the workforce after a long time away. 

Though these candidates might not meet your laundry list of requirements, they can still be worth interviewing. Adding a handful of nontraditional applicants to your shortlist can bring more diversity to your talent pool and help you connect with uniquely qualified candidates who aren’t as likely to receive multiple competing offers. 

6. Add additional criteria if needed

Add additional screening criteria if you need to shrink your talent pool further. For some employers, this means creating a shortlist after an initial round of interviews. Others require candidates to earn a specific score on a skills assessment or complete a practice assignment before being added to the shortlist. 

7. Create your shortlist and schedule interviews

Completing the steps above should result in a strong, multifaceted pool of applicants who are primed for the interview stage. Once you have this list, don’t wait. Move forward to schedule interviews and assess shortlist candidates as quickly as possible. Every additional day in the hiring process increases the likelihood that a candidate will drop out of consideration because they’ve received another offer, lost interest, or changed their mind for some other reason. 

Use our guide to interview scoring sheets to establish a set of highly focused interview questions and assess candidates fairly. 

Additional Tips for Effective Shortlisting

Your shortlist is an internal hiring tool, but that doesn’t mean you should keep your progress on it private. Provide a positive candidate experience by keeping all applicants informed of how your hiring process is going and where they stand in the running. Not only does ongoing communication build trust, but helps maintain strong interest in your company as candidates await news of your decision. 

If you’ve decided not to shortlist a candidate, this is also something to let them know. In this post, we share how to write an application rejection email.

Hiring is a challenge, but effective shortlisting makes the task less daunting for both recruiters and applicants by ensuring only those candidates with the correct skills and qualifications move forward in the selection process. 

As a guide, we’re sharing a list of our favorite IT staffing companies. This handpicked selection is our way of simplifying your search, brought to you by us at 4 Corner Resources (and yes, we’re on this list too).

While each agency listed below delivers commendable services, our goal is to earn your business and show you why we believe we’re the best.

The Best IT Staffing Agencies in Florida (Shortlist):

Below are our top picks for IT staffing agencies in Florida, arranged alphabetically:

1. 4 Corner Resources
2. Insight Global
3. Inspyr Solutions
4. Kforce
5. Modis
6. Robert Half
7. Sky Bridge Resources
8. TEKsystems

To learn more about each of these companies, keep reading…

4 Corner Resources

4 Corner Resources (that’s us!) has been a leader in the IT staffing industry for nearly two decades. Our journey began in 2005 under Pete Newsome’s leadership, and today, we serve clients of all sizes, from startups to the Fortune 50. Our mission is simple yet powerful: we prioritize responsiveness, diligence, and integrity in every interaction. 

Combining performance and effectiveness with unmatched personal service, 4 Corner Resources doesn’t just match resumes to job descriptions; we consider our clients’ culture and technical needs to deliver IT candidates who aren’t just qualified but also the right fit for their team. With our custom IT staffing solutions, we strive to build lasting partnerships and positively influence how organizations of all sizes approach hiring.

Jobs Filled: BI Developer, Cloud Architect, Cybersecurity Analyst, Data Analyst, Database Developer, DevOps Engineer, Full Stack Developer, IT Manager, Help Desk Specialist, Network Engineer, IT Project Manager, Systems Engineer, Web Developer, and more.

Locations Served: We proudly serve clients across the United States, with our headquarters in Orlando. Our extensive reach covers all 50 states, with a strong focus on the Florida market.

ClearlyRated Client Rating: 5 stars

Contact: +1 (407) 872-1521

Insight Global

Insight Global is the second-largest IT staffing firm in the country, offering a wide range of services, like culture consulting and executive recruiting. Annually placing more than 25,000 IT professionals, they serve an impressive roster of Fortune 1000 clients. With their expertise in IT, Insight Global ensures precise talent-role alignment.

Jobs Filled: Software Engineer, IT Consultant, Systems Analyst, Network Architect, Database Administrator, Cybersecurity Expert, DevOps Engineer, AI Specialist, Technical Support Specialist, and more.

Locations Served: Headquartered in Atlanta, GA, Insight Global’s reach extends nationwide. They have 70+ offices across the US, including Boca Raton, Jacksonville, Miami, Orlando, Tampa, and Pensacola.

ClearlyRated Client Rating: 4.6 stars

Contact: +1 (855) 485-8853

Inspyr Solutions

Inspyr Solutions has made its mark in IT staffing with a targeted approach and profound understanding of technology talent acquisition. The company excels at connecting organizations with the right tech talent. With a commitment to quality and a deep understanding of client and candidate needs, Inspyr Solutions is well-positioned to deliver specialized IT staffing solutions that meet their clients’ needs.

Jobs Filled: Application Developer, Business Analyst, Cloud Computing Specialist, Data Architect, IT Support Specialist, Network Engineer, Security Analyst, Systems Administrator, Technical Project Manager, and more.

Locations Served: Inspyr Solutions operates throughout the country, with its headquarters in Fort Lauderdale, FL. There are 12 offices in total, including one in Orlando.

ClearlyRated Client Rating: 4.8 stars

Contact: +1 (954) 507-4860

Kforce

As one of the biggest players in IT staffing, Kforce continues to stand out for its extensive understanding of the industry’s unique needs and nuances. Specializing in technology and finance recruitment, they are renowned for connecting premier IT talent with reputable companies. Their meticulous approach ensures that each placement perfectly matches their clients’ unique culture. Kforce’s IT expertise is unmatched, backed by years of experience and a vast network in various technology fields.

Jobs Filled: Software Developer, IT Analyst, Network Administrator, Systems Engineer, Cloud Solutions Specialist, Cybersecurity Analyst, Data Scientist, IT Project Manager, Database Developer, and more.

Locations Served: With its headquarters in Tampa and offices in Fort Lauderdale, Miami, Jacksonville, and Orlando, Kforce has a significant presence in the state. Their reach extends to other major cities, enabling them to serve clients throughout Florida and beyond.

ClearlyRated Talent Rating: 4.6 stars

Contact: +1 (877) 453-6723

Modis

Known for their comprehensive understanding of technology, Modis is a leading provider of IT staffing and services. Their expertise lies in connecting organizations with top IT talent. With extensive industry experience and a focus on building meaningful relationships, Modis ensures placements that meet clients’ technical requirements and cultural fit, making them a trusted partner.

Jobs Filled: Software Developer, IT Analyst, Network Administrator, Systems Engineer, Cloud Solutions Specialist, Cybersecurity Analyst, Data Scientist, IT Project Manager, Database Developer, and more.

Locations Served: Modis operates globally, with 40 offices located in the US. The company is headquartered in Jacksonville and has additional offices across the state in Fort Lauderdale and Orlando.

Contact: +1 (904) 360-2000

Robert Half

Robert Half is a well-known name in staffing, especially for IT jobs. With decades of experience, they understand IT recruiting challenges and provide both temporary and permanent solutions. Their ability to adapt quickly to changing technology trends makes them an ideal choice for businesses seeking top-tier IT talent. With a personalized approach, they make sure every candidate fits their clients’ technical needs.

Jobs Filled: Application Developer, IT Manager, Network Administrator, Cloud Solutions Engineer, Data Analyst, Cybersecurity Specialist, Systems Integrator, UX Designer, IT Project Coordinator, and more.

Locations Served: Robert Half’s influence spans globally, with a powerful presence in Florida. They have offices in Miami-Fort Lauderdale, Orlando, Tampa, and West Palm Beach, strategically located throughout the state. 

Contact: +1 (855) 432-0924

Sky Bridge Resources

Sky Bridge Resources stands out as an innovative and dedicated IT staffing firm renowned for their tailored approach to tech recruitment. Dedicated to connecting exceptional talent with the right career opportunities, their process is based on quality and an in-depth understanding of the tech industry. The company’s success lies in their ability to place not only technically proficient candidates but also culturally fit candidates.

Jobs Filled: Software Developer, Network Engineer, IT Security Analyst, Systems Administrator, Database Manager, Cloud Computing Expert, Technical Support Specialist, IT Project Manager, and more.

Locations Served: Based in Tampa, Sky Bridge Resources provides specialized IT staffing services across the country with local expertise tailored to Florida-based clients.

Contact: +1 (813) 579-1220

TEKsystems

With a wealth of experience in the field of information technology, TEKsystems offers an extensive range of workforce solutions. Their reputation is built on their expertise in matching companies with talented IT professionals. Committed to building long-term relationships with clients and candidates, TEKsystems has established themselves as a trusted name in IT staffing.

Jobs Filled: IT Support Specialist, Systems Engineer, Network Architect, Software Developer, Data Scientist, Cybersecurity Analyst, Cloud Infrastructure Engineer, BI Analyst, Application Architect, and more.

Locations Served: With 100+ locations across the globe, TEKsystems serves clients worldwide. Their Florida offices are located in Dania Beach, Jacksonville, Miramar, Orlando, Pensacola, Tallahassee, and Tampa. 

Contact: +1 (410) 540-7700

Wrapping Up

Finding the best IT staffing agencies in Florida can feel like searching for a needle in a haystack. It can be challenging to identify a universal solution in this highly specialized field, yet the agencies featured here excel as some of Florida’s best. We compiled this list in hopes of easing your search, guiding you toward firms that stand out in IT staffing, offering precision and expertise tailored to your unique needs.

At 4 Corner Resources, we are more than just a name on this list. We are dedicated to exemplifying excellence in IT staffing. Our methods are customized, our solutions are cutting-edge, and our success stories attest to our capabilities. 

Contact 4 Corner Resources today for a 100% free consultation and discover why we believe we are the #1 IT staffing firm in America. 

This list was written to save you time, courtesy of 4 Corner Resources (included on this list).

While all of the companies below do an excellent job, we hope to win your business and show you why we believe we are #1.

Marketing & Creative Staffing Agencies (Shortlist)

Below, we have compiled a list of our favorite marketing and creative staffing agencies (in alphabetical order)

• 4 Corner Resources
• Adecco
• Cella
• iCreatives Staffing
• MarketPro
• Mondo
• Robert Half – The Creative Group
• Sparks Group

For reviews on each of these companies, keep reading…

4 Corner Resources

4 Corner Resources (hey, that’s us!) is a professional recruiting and staffing firm headquartered in Orlando, Florida, recognized by Forbes as one of America’s best. Founded in 2005 by Pete Newsome, 4 Corner Resources has grown to serve clients nationwide, from Los Angeles to New York City. With a major focus on creative marketing staffing, 4 Corner’s headhunters are equipped to handle all your staffing needs.

Our commitment to responsiveness, diligence, and honesty sets us apart, ensuring we meet your unique needs and find the perfect fit for your organization. With personalized and efficient staffing solutions, we don’t just fill positions; we build lasting relationships.

Jobs Filled: Art Director, Copywriter, Creative Director, Front End Developer, Graphic Designer, Media Buyer, Marketing Manager, Communications Director, Photographer, SEM Strategist, Social Media Coordinator, UX Designer, Web Analytics Professional, and more.

Locations Served: 4 Corner Resources works with clients throughout the U.S. in all 50 states. The company is headquartered in Orlando, Florida.

ClearlyRated Client Rating: 5 stars

Contact: +1 (407) 872-1521

Adecco

Adecco offers a range of staffing services for businesses of all sizes. Adecco lists 10 different industries on their website, with creative and marketing as one of their primary areas of focus. With a massive pool of qualified creative talent, Adecco is confident in its abilities to help fill your next creative/marketing job opening.

Jobs Filled: Graphic Designer, Apparel Designer, Product Developer, UI/UX Designer, E-commerce Marketing Specialist, Marketing Manager, and more.

Locations Served: Adecco is able to work with clients throughout the U.S. in all 50 states. Physical office locations in the U.S. can be found in 46 states (no offices in Alaska, Nevada, New Mexico, and North Dakota).

ClearlyRated Client Rating: 4.7 stars

Contact: +1 (239) 202-2867

Cella

Formerly known as The Boss Group, Cella is a creative, marketing, and digital staffing agency where talent and opportunities meet. With 30 years in the staffing industry and experience working on temporary placements, temp-to-hire, as well as direct hire positions, Cella is comfortable working on just about any creative and marketing position.

Jobs Filled: Demand Generation Manager, UX Designer, Presentation Specialist, Web Content Manager, Digital Designer, and more.

Main Locations Served: Cella is able to work with clients throughout the U.S. in all 50 states. Physical office locations include Atlanta, Baltimore, Chicago, Metro DC, Dallas, NY/NJ, and Philadelphia.

ClearlyRated Client Rating: 4.7 stars

Contact: +1 (844) 465-4040

iCreatives Staffing

iCreatives Staffing works with clients ranging from the Fortune 100 to a company of 10. With a niche focus on creative staffing, iCreatives makes for an excellent option for any hiring manager looking to retain recruitment services. With more than 3,000 happy clients and a database of 13,000+ qualified creatives, iCreatives is eager to meet your creative staffing needs.

Jobs Filled: Graphic Designer, Copywriter, Blogger, UI Designer, UX Designer, Studio Manager, Media Buyer, Project Manager, Front End Programmer, and more.

Locations Served: iCreatives is able to work with clients throughout the U.S. in all 50 states. The company is headquartered in Fort Lauderdale, Florida.

Contact: +1 (855) 427-3284

MarketPro

MarketPro (if not obvious from the name) is a staffing firm with a special focus on marketing recruitment. Since 1996, MarketPro’s marketing recruiters have focused solely on one goal: matching high-performing marketers with clients who need a specific set of skills and experience to take their business to the next level.

Jobs Filled: Creative Project Manager, Integrated Marketing Manager, Web Development Manager, Director of Digital Marketing, Director of Global Marketing, Director of Product Marketing, Senior Brand Manager, and more.

Locations Served: MarketPro is able to work with clients throughout the U.S. in all 50 states. The company is headquartered in Atlanta, Georgia.

Contact: +1 (404) 978-1000

Mondo

Mondo is (according to their website) the largest national staffing agency specializing exclusively in high-end, niche IT, tech, creative, and digital marketing talent. Founded in 2000, Mondo has 10 offices, has received 127 awards, and has partnered with 192 charities.

Jobs Filled: Client Services, Content & Social, Creative Design & Production, eCommerce, Marketing Automation & Demand Gen, MarTech, QA, SEO/SEM, UX/UI, Web Analytics, and more.

Locations Served: Mondo is able to work with clients throughout the U.S. in all 50 states. Physical office locations include New York City, Atlanta, Boston, Chicago, Dallas, Denver, Los Angeles, Philadelphia, San Francisco, and Washington DC.

Contact: +1 (212) 257-5111

Robert Half – The Creative Group

Robert Half is a well-known giant in the staffing industry. One of their divisions, The Creative Group (TCG), focuses specifically on creative and marketing jobs. With a global presence and industry-leading technology, TCG is sure to pop up in just about any search while looking for a marketing and creative staffing agency.

Jobs Filled: Digital Marketing Manager, Interactive Designer, Marketing Performance Manager, Web Content Specialist, User Experience Designer, Marketing Coordinator, Production Artist, Visual Production Designer, Proofreader, and more.

Locations Served: Robert Half is able to work with clients throughout the U.S. in all 50 states. Physical office locations can be found in 42 states (no offices in Alaska, Mississippi, Montana, North Dakota, South Dakota, Vermont, West Virginia, and Wyoming).

Contact: +1 (855) 352-4723

Sparks Group

Sparks Group was founded in 1970 as an administrative temporary staffing firm. Today, Sparks Group is a premier provider of professional, technical, administrative, and creative talent for organizations looking to make their next great hire.

Jobs Filled: Art Director, Brand Manager, CMS Specialist, Communications Specialist, Content Developer, Illustrator, Marketing Manager, Product Manager, Proofreader, Technical Writer, Video Producer, and more.

Locations Served: Sparks Group is able to work with clients throughout the U.S. in all 50 states for direct hire roles. For contract roles, this company currently services the Baltimore-Washington, DC Metropolitan Area (Maryland, Northern VA, and Washington DC), Richmond, Charlotte, Raleigh, Tampa, Nashville, San Antonio, and Dallas/Fort Worth.

ClearlyRated Client Rating: 4.7 stars

Contact: +1 (301) 279-2300

Wrapping Up

While there may never be a “one-size-fits-all” staffing firm, there are a number of firms that stand out from the rest.

Our list of the best marketing and creative staffing firms was written to help hiring managers easily filter through the dozens of providers who claim to be “the best” marketing and/or creative staffing agencies.

If you need help finding your next creative/marketing hire, we’d love the opportunity to serve you.

Contact 4 Corner Resources today for a 100% free consultation and find out why we believe we are the #1 marketing & creative staffing firm in America.