Como avaliar a qualidade dos candidatos de uma agência de recrutamento temporário?

More often than not, hiring managers are looking for much beyond what the work actually needs. This leads to lower selection ratios in the beginning and high attrition later. Hence, defining needs against job requirements is very critical

Evaluating candidates from a temporary staffing agency involves reviewing resumes, conducting interviews, and skill assessments. Clearly define your requirements and assess if the candidates fit the bill. Check references and monitor performance once they're on board. Providing feedback to the agency can help them better understand your needs for future placements.

Be super specific about the qualities that you are looking for, what are essential and what are good to have. You may also want to prioritise them. While you are paying for the service from the vendor, set expectations right and be prepared to invest time in monitoring the process. At the end of the day, we are responsible for the outcome.

Defining needs is of course the basic mandatory step - skills, hours, outcomes etc. it is also important to help work with the hiring managers to not look for a 100% match. For non-specialist roles, I usually advise leaders to 'recruit for attitude and train for skill' than the other way. The run up to being 100% fit for the role, the learning curve is the actual motivation for someone to stay committed and curious about the role.

The difference between an internal selection process within the company and an external selection process, is that the agency often does not know the essential points of your need. For a successful external recruitment process you should: - Be Detailed - Talk about the activities that the professionist will do - Establish key characteristics for selection Don't be afraid to say no to candidates who propose to you. After the first selection and when you have a short list, you can manage the technical interviews and any tests independently.

Despite assurances from some temporary staffing agencies to fully manage the hiring process, you may find yourself conducting the search yourself after signing an agreement. To avoid this inconvenience, carefully assess each agency before making a commitment.

Cautionary tale: I worked at a place where a manager fought to use a particular agency. He bullied everyone until he got the contract signed. It was a horrible contract with laughably inflated fees and t&c's that leaned in the agency's favor. We later discovered he was receiving kick-backs from the agency. Lesson learned: collect RFPs from at least 3 firms. Pick the contract offering the most favorable t&c's for your company needs. 2nd cautionary tale: never, never use an agency that charges fees to both companies and candidates. Fees should be paid entirely by the company. When choosing an agency, go to their website, learn how they're collecting candidates, and see if you believe their process is moral & ethical.

Choose your temporary staffing agency wisely—specializations, flexibility, and a proven track record matter. Research, compare, and prioritize agencies with positive reviews, thorough screening processes, and a wide pool of qualified candidates. Scrutinize fees, guarantees, and policies while ensuring compliance with regulations.

After agency selection, carefully assess candidate resumes. Prioritize education, work history, skills, achievements, and references. Be vigilant for gaps, inconsistencies, or red flags indicating reliability concerns. Utilize a scoring system or checklist for efficient comparison and ranking.

Unlock the Hidden Potential: Instead of focusing solely on traditional markers like education and work history, delve into candidates' passion projects, side hustles, or unconventional skills. Many diamonds in the rough may not have a conventional path but shine in unique ways. Look for candidates who have pursued personal projects, contributed to open-source initiatives, or developed skills outside their main field. These hidden gems often bring a fresh perspective, innovation, and a hunger to succeed. 🚀✨ #UnconventionalTalent #HiddenGems

Red flag moment: if the candidate says "that's not my resume" or "I didn't write that in my resume", dump the agency immediately. Some of the worst agencies are so driven by their commissions, they'll manipulate resumes to lock the deal. I once worked with an agency recruiter who would change the names at the top of a working resume (one that was successfully winning interviews), modify company names, dates, schools. The candidate would then show up, be asked about the content, and of course fail miserably. Agency recruiters are rewarded for high application-to-interview ratios, so just be careful that who you're meeting is the same person on paper.

To gauge candidates' personality, attitude, and fit, conduct thorough interviews—phone, video, or face-to-face, based on preference. Prepare relevant questions covering behavior, situations, and technical aspects. Inquire about expectations, availability, and motivation for temporary work. Actively listen, observe body language, and take notes. Encourage candidates to ask questions for mutual understanding of the job and organization.

En mi experiencia cuando es un contrato temporal y el perfil requiere conocimientos técnicos 👉hago mucho hincapié en sus experiencias previas y 👉realizo pruebas técnicas 👉o role play que permiten conocer mejor la idoneidad del candidato, teniendo en cuenta que tal vez hay poco tiempo para capacitación dado la naturaleza del contrato. 👉El pedido tanto de referidos como referencias es muy importante. Por supuesto todo esto sumado a las mismas etapas de un proceso de atracción de talento.

In my experience, it's essential to subject temporary employees to the same rigorous recruitment process as permanent employees. You might end up converting them to permanent hires if they showcase exceptional skills and attitude.

Invest in your relationship with the agency though regular updates on the skills and other parameters that are needed for your organization. Keep an open dialog and provide thorough feedback on each candidate you hire through the agency. Explain why they are a "good" fit while others are not.

Whenever you are outsourcing your recruitment it is important to note that you are not only trusting an external party but you are also taking a bet on candidates hired from them. The best way to hire the right talent is to filter out the candidates by yourself through the final set of selected candidates and have an evaluation criteria set for them. When you share that evaluation criteria, share your needs, your goals and what you expect from the final selects.