1. Number one and most important: Consider the cost of leaving a position unfilled. Most obvious is the sales or business development position that remains open, allowing your competitors to open doors that should be yours. Our government contracting clients are losing/delaying revenue for every day that a position goes without fulfillment.

2. Select an agency to work with that provides more than body fulfillment. A good third party staffing agency provides advice, market data, and ‘aftercare’.

3. Eliminate the cattle calls! A difficult position, unsuccessfully filled by in-house staff, called out to numerous agencies does not produce the finest candidates. These cattle calls normally go to the bottom of the hunt list at an agency and may simply be assigned to the most junior recruiters, producing substandard results. The more successful alternative is to have a relationship in place with an agency which is on the lookout, and pipelining, the types of talent that you require. The agency with the relationship will work harder than the one you cold call in an emergency situation.

4. Select an agency that works ‘with’ your Human Resources staff. A third party recruiter that runs over your in-house staff to the hiring managers wreaks havoc with your processes.

5. Require that your recruiting vendors function as an outsourced resource for the procurement of talent. A good agency knows you, knows your sales pitch and sells your opportunities as if it their own. A quality agency requests indepth information on your company upfront, in order to impart that data to the candidates.

6. Carefully evaluate the number of vendors that you work with for talent fulfillment. Numerous agencies chasing the same skill sets for the same client run into each other while hunting for candidates. Consequently, the best candidates may become frustrated by redundant phone calls, and disputes over which agency can, should or did submit the candidate. A quality agency can handle a considerable number of job requisitions. That agency will have a network of other firms to work with in the event of a surge.

7. Look for a third party recruiting agency that can provide the flexibility that you need. The agency’s priority should be getting you the talent that you need. They should be able to provide a triple win – a win for you, the candidate and for the agency itself. So, if you are hiring contract to hire and your agency finds folks that oppose the contractual period, the agency should be able to work with you in a creative fashion that will not cause you to lose the hire.

8. Select an agency that provides outplacement help as a courtesy to you. When employees are terminated by you, the best insurance against litigation is to get that employee back to work. Working hand in hand with a well respected agency can help to get the terminated person on the market quickly.

We won’t find you employees.

We will find you the people who can make your
business stronger.

With all the time, effort and money that goes into recruiting, you’d think that you’d always come up with the person most suited to the job. The reality is, recruiting is an art as much as a science, involving timing, the availability of talent, how competitive the market is and the job opportunity itself.

Having been on the hiring side for many years, PeopleCom has a thorough understanding of what makes a recruiting firm effective for a company. This insight is reflected in our approach:

Accuracy. We will make every attempt to find that candidate that matches your job order. We will not try to ‘sell’ you someone close.

Common Sense. Just as we choose companies to work with that we would choose to work for, we will present candidates that we would choose to work for us! We won’t show you people on the market who have bounced aimlessly from job to job. We won’t present candidates that do not have good reasons for leaving their previous posts.

Efficiency. We will follow up…and follow up…and follow up. We stay in touch with our candidates, whether or not they receive an offer from you. We stay in touch with you, to let you know if our candidate is receiving other offers, etc. And we can advise you on how best to win the talented people you need.

Knowledge. Before we try to match candidates to positions, we get to know you. We want to know all about your company — what makes it a good place to work? What makes a good employee for you? What’s the work really like and what will the employee be doing? What is your company’s culture… and your goals?

Of course, we offer all the standard services: Job Posting; Sourcing; Reference Checking; Salary Negotiation. Our fees are reasonable, our service impeccable.

But our greatest benefit is that, instead of just finding the right person for the job, we’ll find the right person for your company.