An entire month!?!? That's how long it can take for some commercial contract agreements to make it through business, operations, legal, and compliance on both sides before they sign off and services can begin in most industries. What does that mean for Employers negotiating with a Recruitment Agency? The agency will expect terms and conditions in place before they begin the search. That could mean days or weeks with a vacant position and even longer since sourcing and screening for the position hasn't even started. On top of that, you could be scrambling to cover the workload of the position left open on your team. If you only begin the search for a reputable, aligned, and capable external recruitment partner once the position becomes vacant, you put yourself behind the 8 ball. The solution for Employers? 𝐒𝐭𝐞𝐩 𝟏- Vet, screen, and choose your recruitment partner proactively and before you have active hiring needs. It’ll make life and hiring much easier when you do have them. 𝐒𝐭𝐞𝐩 𝟐- Work with a reputable firm that makes it easy for you. At TEEMA we have standard Recruitment industry-related agreements that address the majority of our business with Employers for permanent direct-hire placements and another agreement for Contingent Workforce / Staff Augmentation. When using our agreements, we can have everything in place in 1-2 business days in most cases. When using the Employer's agreements, our team (contracts, legal, compliance (and insurance, if required) averages a week or so to review and sign off. Taking this step early on can ensure minimal disruption when the need does arise to outsource recruitment. #BePrepared #TEEMA #Recruitment #Talentacquisition
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Seeking & leading incredible Recruitment Professionals and advocating for Customers of TEEMA
You need top talent for your business to thrive. We make it easier for you to get it. DM me to learn how TEEMA can serve you better. It starts with chat to assess our fit, then to contracts…
An entire month!?!? That's how long it can take for some commercial contract agreements to make it through business, operations, legal, and compliance on both sides before they sign off and services can begin in most industries. What does that mean for Employers negotiating with a Recruitment Agency? The agency will expect terms and conditions in place before they begin the search. That could mean days or weeks with a vacant position and even longer since sourcing and screening for the position hasn't even started. On top of that, you could be scrambling to cover the workload of the position left open on your team. If you only begin the search for a reputable, aligned, and capable external recruitment partner once the position becomes vacant, you put yourself behind the 8 ball. The solution for Employers? 𝐒𝐭𝐞𝐩 𝟏- Vet, screen, and choose your recruitment partner proactively and before you have active hiring needs. It’ll make life and hiring much easier when you do have them. 𝐒𝐭𝐞𝐩 𝟐- Work with a reputable firm that makes it easy for you. At TEEMA we have standard Recruitment industry-related agreements that address the majority of our business with Employers for permanent direct-hire placements and another agreement for Contingent Workforce / Staff Augmentation. When using our agreements, we can have everything in place in 1-2 business days in most cases. When using the Employer's agreements, our team (contracts, legal, compliance (and insurance, if required) averages a week or so to review and sign off. Taking this step early on can ensure minimal disruption when the need does arise to outsource recruitment. #BePrepared #TEEMA #Recruitment #Talentacquisition
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🎯 Inside Look: Contract Staffing Agencies in 2024 - Separating the Best from the Rest With the US staffing industry projected to reach $184.6 billion this year, choosing the right contract agency is more crucial than ever. 🚩 Red Flags to Watch For: Poor communication/slow response times Lack of industry-specific expertise Vague insurance details or contractual terms Suspiciously low rates compared to market standards No face-to-face or video meetings with candidates ✅ Signs of a Quality Agency: Market Knowledge • Deep understanding of current salary ranges • Strong grasp of industry-specific trends • Regular market updates and insights Transparent Processes • Clear communication about fees • Detailed screening procedures • Regular progress updates Quality Assurance • Thorough candidate vetting • Reference checks • Skills assessment protocols 💡 Pro Tip: The best agencies are seeing 10-20% growth in 2024 - ask about their growth metrics and client retention rates. 🤔 Question for my network: What's been your most successful experience working with a contract agency? What made them stand out? #StaffingIndustry #Recruitment #HiringTips #HR
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Why Do Contract Placements Need Funding? Recruitment agencies often manage two main types of placements: permanent and temporary/contract. While permanent placements involve a one-time fee for placing a candidate directly with a client, temporary/contract placements are different. Here, agencies place candidates on short-term contracts, paying them upfront while waiting for client payments. This process can strain an agency's cash flow, requiring them to fund the placement period. Not all agencies have the financial buffer to cover these costs, leading many to seek external funding solutions. Invoice finance solutions are a popular choice, secured against the client's creditworthiness and validated contracts. If you're navigating the recruitment landscape and need insights on funding solutions, this guide is for you. Let's take a look at the options available to ensure smooth operations and continued growth. Download yours for free right now at https://lnkd.in/eXQ9NWSR #Recruitment #ContractPlacements #InvoiceFinance #BusinessGrowth #CashFlowManagement
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🔍 Finding the right fit shouldn't just apply to candidates. Discover recruitment agency insurance options that fit your needs with BizCover. Find out more here: https://lnkd.in/gVSGz3BW #BizCover #SME #BusinessInsurance #Recruitment #RecruitmentInsurance #HR #HumanResources #SmallBusinessInsurance
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The Art of Reverse Recruitment: Where Employers Come to You https://buff.ly/3H56zw2 #recruitmentconsultant #bkg #talentacquisition #recruitingagency #insurancejobs #staffingagency #employmentagency
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What UK Recruiters need to know about the US legal landscape...🤔 Understanding the complex and dynamic legal landscape of the the US can be one of the biggest challenges of expanding your recruitment business into the market. Through our Employer of Record (EoR) integration with Lead & Gain Workforce Solutions Inc., we support UK recruiters in easily navigating the legal intricacies of the US market to confidently operate in the US. For more on the US Contract Recruitment market, read our blog: https://hubs.li/Q02KM01F0 #USInsights #USRecruitment #Staffing #Recruiters
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If you’re working with a recruiting agency that does not provide a guarantee period for their candidates, you need to find a new agency to work with. The guarantee period should be 90 days. If the candidate quits or gets terminated for any reason within 90 days, the agency will find their replacement for no additional fees. 90 days should give you ample time to determine if the candidate is a knucklehead or not. If the agency does not give you that guarantee, you’re opening yourself for a lot of financial risk. #recruitmentservice #staffingfirms #staffing #lookingforrecruitment #specialiststaffing #hrfirms
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When deciding which contract staffing firm to partner with, it's important to consider several key factors to ensure you choose the right firm that meets your business needs. Here are the top three things to watch out for: 1. Reputation and Experience: -Track Record: Investigate the staffing firm’s history and reputation within the recruitment industry. Look for firms with a proven track record of successfully placing high-quality candidates in Contract Staffing roles. -Client Testimonials and Reviews: Check for client testimonials, reviews, and case studies. Positive feedback from other businesses can provide insights into the firm’s reliability and effectiveness. 2. Specialization and Industry Expertise -Industry Focus: Ensure the staffing firm has expertise with different levels from fresh graduates to Key Executive levels. The more years of experience lets you know this firm is more likely to understand the unique challenges and requirements of a search process, leading to better candidate matches. -Range of Services: Evaluate the firm’s range of services to ensure they can meet all your staffing needs, whether temporary, contract-to-hire, or permanent placements. 3. Understanding of a Temp-to-Perm Philosophy -When to properly implement a Contracting Philosophy issue over a Permanent Hiring Strategy. -Labor Laws and Regulations: Verify that the staffing firm has a thorough understanding of labor laws and regulations. This is crucial to avoid legal issues and ensure compliance with employment standards. For over 40 years, First Search has transformed how companies hire (and how candidates get selected) with results that outpace the industry norms for companies like Motorola Solutions, T-Mobile, PulteGroup, Fluor Corporation, Verizon and Salesforce Partners. We have worked with fresh start-ups to NYSE-listed companies. This includes temp to perm, contract and retained searches. Need to build your contracting team ASAP? Reach out: Al Katz, at alkatz@firstsearch.com or 847-612-4676. #temptoperm #contracting #workforce #projects #business #ceo #productivity #recruitment #staffing #management https://lnkd.in/g-teTjfm
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What questions can I answer for you?
Want to know what our fee structure looks like? Have questions about what kinds of positions we help fill? Curious to meet our team? All you have to do is ask. Contact us at info@findhiddentalent.com with any questions. We're happy to help you better understand our outsourced recruitment process, especially with the rapid growth many businesses are forecasting for Q3 and 4. Get ahead: www.findhiddentalent.com
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Recruiters vs DIY: Unveiling the True Cost Benefits Ever wondered why outsourcing recruitment can sometimes be more cost-effective than handling it in-house? 🤔 Beyond the apparent fees, there's a hidden cost-saving narrative at play. When businesses opt to manage recruitment themselves, the process demands significant time and resources. Screening CVs, conducting interviews, and managing administrative tasks can devour weeks of valuable working hours. UK companies, on average, spend £3,000 per hire in administrative costs alone (source: CIPD 2023). These unseen expenditures, alongside potential losses from prolonged vacancies, can outweigh the recruiter's fee. Furthermore, recruiters bring industry expertise, vast networks, and advanced tools to the table, often leading to faster, more precise hires. This precision reduces the risk of a poor fit, saving businesses the high costs associated with turnover. Instead of potential financial drag, you get a streamlined hiring process that aligns perfectly with your company's needs. In essence, while it might seem counterintuitive, partnering with a recruiter could very well be a strategic move that secures both high-quality talent and financial efficiency. Check out our blog here: https://lnkd.in/epVXyNk3 #RecruitmentStrategy #BusinessEfficiency #HiringTrends
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