Staffing agencies are important resources both for those looking to be hired, but also for companies in need of finding hard-working, dedicated employees. In order to appropriately match their database of candidates with the perfect employers, staffing agencies carry out important screening processes on behalf of their clients to help streamline the hiring process.
With a solid database of pre-screened candidates, all a company needs to do when they want to hire new employees is to contact a staffing agency and inform them of their hiring needs. The agency can then match and refer appropriate candidates who have already been screened.
Understanding the screening process is important for all parties involved in working with a staffing agency. It’s critical for companies who use these services to search for employees who will be the perfect match for the job. It’s also important for candidates who are on file with staffing agencies to know what to expect out of a screening process. For these reasons, we’ve compiled a list of the most common things that staffing agencies to screen for:
The expectations that a candidate expects from a job are crucial, as to whether or not an employer can meet these expectations is a huge predictor of how long an employee will choose to remain with a company.
Expectations include things like pay rate, working hours, and career growth opportunities. These are important aspects of a job that a candidate will expect to be fulfilled once they’re employed, which is why staffing agencies screen for them. Understanding expectations and matching candidates to jobs that can fulfill them help to ensure there isn’t any future disappointment. It’s important for both candidates and employers to know that there are realistic expectations surrounding a job and that the employer and employee’s expectations are in line.
It’s pretty obvious that an employer needs to know a candidate has the appropriate or necessary skills for a job at hand, which is why staffing agencies always screen for relevant skill-sets. It’s the job of an agency to be completely sure that a candidate has the necessary and relevant skills for a position before they match them with an employer.
Some skills may simply be bonuses, while others might be a requirement of the job. Often, employers are, understandably, extremely specific about the preferred skillsets of a potential employee, making this step a very important one.
Just like skills, some employers are very specific about the experience they require of a candidate. Previous work experience, even as specific as a minimum number of years worth, may be a non-negotiable for some companies.
It’s also the job of the staffing agency to ensure that candidates have the appropriate education documentation, and also to contact references and previous employers to verify past work experience.
Relevant skills and experience don’t necessarily mean that a candidate will fit in with a particular company. It’s a staffing agency’s job to assess the compatibility of a candidate with potential employers who may end up deciding to hire them. If compatibility isn’t taken into account, skills and experience won’t count for much! For example, someone who is very quiet and prefers to work alone may not be the ideal candidate for a position working in retail or hospitality, despite the fact that they may be skilled or educated enough to do so.
Compatibility also applies to whether or not a candidate will fit into the culture of a particular company. Different companies place value on different things and have varying expectations, values, and policies. For these reasons, certain candidates may fit into the culture of on particular company while others would feel uncomfortable or be better suited elsewhere. It’s the job of a proficient staffing agency to assess all of these aspects of candidate compatibility to match them with the most suitable employers.
Staffing agencies are responsible for ensuring candidates are matched with companies or employers where they can thrive and grow their careers. This process runs much deeper than just matching an employee with a job they want or are experienced enough to do.
This one is probably the most immediately obvious, but nonetheless very important. Most candidates who know that they will be subjected to a screening process expect there to be questions regarding any criminal record they might have. While it’s vital to include a detailed criminal history in the screening process, it’s also noteworthy to mention that a criminal record doesn’t necessarily mean immediate rejection by employers.
It’s certainly true that more serious crimes might rule candidates out for most jobs, but other, smaller crimes or misdemeanors may be passable depending on the role the candidate is looking to be hired into. However, certain types of jobs typically have strict guidelines when it comes to criminal records. For example, positions that require handling of sensitive materials or information, positions with government agencies, or those that require candidates to work with children are much less likely to be lenient about criminal records.
Employees are significantly more likely to do well working for companies where they feel valued, can use their skill sets regularly, have the relevant experience, and feel that they fit in well. For these reasons, staffing agencies do their best to go through detailed screening processes that can enable the success and longevity of their candidates in the workplace, and the satisfaction of employers with their hires.