It could be argued that a company’s single most important asset is not its computers or advertising campaign or fax machines, but the employees who work there. This is true for companies big and small in all different fields, and a disciplined, motivated, and highly skilled employee can make a huge difference. By contrast, an unmotivated, distracted, or poorly-behaved employee will get little done and slow down everyone around them. So, how can a company make sure that it is hiring the best job candidates available? And conversely, how can job seekers young and old find a job that suits their talents and personality well? The answer is simple: staffing companies. Job placement agencies are a middle-man between a job seeker and a company that needs to hire a new employee, sort of like a matchmaking service. This can be done via temp agencies, regular staffing companies, and executive search firms (also known as headhunters). Employment opportunities can be relatively easy to find with this kind of help.
How Staffing Companies Work
A job placement company will keep records of hundreds or even thousands of job applicants, each profile containing the vital information on a job seeker or candidate such as educational background, work experience (if any), skills, awards or recognition, and the like. With this information, these staffing companies can match a job seeker to an open position that neatly fits their skills, qualifications, desired salary, and experience. But take note that these staffing companies do not conduct interviews for a job candidate; instead, the staffing companies are responsible for bringing the candidate to the employer’s front door. From there, an employer’s HR department can take over, with interviews and background checks and similar work. In short, staffing companies set up meetings.
It may also be noted that these staffing companies, and many hiring companies, often factor in a job seeker’s online activity, such as on social media and other websites. What are they looking for? It’s a major red flag if a job seeker posts material criticizing or harassing previous employers or co-workers, and hiring companies will be displeased if they find evidence (of any kind) of a job seeker taking part in criminal or questionable behavior. Job seekers are urged to be careful about their online presence, and be polite about previous employers even if they think no one is looking or listening.
Some staffing companies find applicants of particular types, such as temp agencies. Temp workers are an important part of the workforce; employers can hire temporary workers who are paid less and are thus cheaper to hire, and the temp workers are young adults who urgently need experience and skill-building opportunities more than they need the pay. Both parties benefit from this arrangement, and a young temp worker (if they impress their employers) might get formally hired into the company after a point. Even if they don’t, the temp workers gain much-needed experience on the job to supplement their college degree.
Meanwhile, job seekers for senior and executive manager positions are found via headhunters, who bear a lot of responsibility. In any company, a senior manager will have a lot on their plate, and a company cannot afford to hire the wrong person for such a powerful position. So, these specialized headhunters will help, and even after getting hired, a new manager may hire an executive coach to help them refine their skills, such as for interpersonal communication, goal-setting, and much more. A good manager is a boon; a bad manager can be a real drain on the company.
Even after a new employee is hired, the company must work hard to keep all employees (including the new one) in high spirits. This goes beyond good pay; workers also need a chance to build their skills and find new networking and professional opportunities, and any employer that can’t provide that may lose its appeal. Many employees quit not because of low pay, but because they feel like their career is facing a roadblock at their current employer. So, managers can not only give regular positive affirmations to all employees, but also conduct private interviews with them and see if those employees are satisfied with their current situation, and adjust things accordingly.