What if talking to someone daily in your job meant a raise? You and your colleagues would be more than happy to become chatterboxes. The truth is that in staffing, talking to your potential candidates means $. Here’s why. Conversations with your contingent workers give you better understanding of their needs, which in turn helps you match them with the right jobs. That results in happy clients and more business.
But the reality is that staffing firms are not really communicating with their contingent workers to the degree that they should. In a survey of temporary workers, implemented in conjunction with the 2012 Staffing Industry Analysts “Best Staffing Companies to Work For” competition, we heard from more than 4,100 temporary workers from more than 50 staffing firms. When asked what they would recommend that their staffing firm do differently, contingent workers most often offered suggestions for better communications. Among issues identified, there were those who had no idea when their assignment would end, and others who would have liked to know in advance the type of work they would be doing.
Suppliers of staffing services and their clients need to engage in dialogue with their contingent workers. It’s good business and it’s also a common courtesy that people expect. Likewise, customers should pay attention to how staffing suppliers communicate with their contingents. Workers who are given detailed instructions about assignments — including information about company culture, expectations etc. — fare better than those who have to figure it out on their own.
A disgruntled worker means less productivity and higher turnover, and that translates to more money going down the tube for your company. So suppliers, take the time and trouble to understand your workers’ skills and match them to the right assignment. Their productivity will impress the client, which could bring repeat business. Further, clients often will take their cue from you and treat the workers well
Happy candidates and satisfied clients will move your business forward. It’s not for nothing that pundits are labeling this era the age of man. Your success in this age will be dependent on how far you go to sharpen the candidate experience. But you can’t get far if you don’t begin the conversation.