How Can a Staffing Agency or a Recruiter Help Your Workforce Stay Agile?

There are many benefits to having a flexible workforce. Having someone else screen, interview, hire, pay and let employees move to other opportunities frees up time and money that may be invested in other areas of your business. Fortunately, a staffing agency or recruiter may help with hiring and managing your workers. Here are four ways a staffing agency or recruiter can help your workforce stay agile.

Bring in Talent When Needed

You specify the number of workers needed, the timeframe and hourly rate target, and the agency or recruiter handles the rest. If the agency or recruiter doesn’t have the best candidate for the position, they’ll recruit for the role, review applications, conduct interviews and background checks, and hire the best person. The temporary worker becomes an employee of the staffing agency or recruiter, completes their job duties for your company and receives a paycheck and benefits from the agency or recruiter until the worker is no longer needed at your company.

Quickly Fill Roles

The agency or recruiter uses various sourcing techniques to prescreen and qualify candidates. An agency representative or recruiter will learn all they can about your company’s industry, daily operations, physical workspace and equipment for the open position, responsibilities and expectations for the role, potential career paths within the organization, and other pertinent information that candidates will want to know. Likewise, the agency representative or recruiter will tell you what skills and experience each candidate possesses so you know how they may benefit your company.

Develop a Relationship With Hiring Managers

Developing a relationship with your hiring managers will expedite future hiring needs. When meeting with an agency representative or recruiter, your hiring manager should let them know what skills, experience and qualities they’re looking for in a candidate; what the salary range is; whether anything went wrong with the last hire for the role; and how the new worker may perform better than the last. The agency representative or recruiter will discuss whether the manager’s expectations are in line with the current market or how they may be altered to become more achievable.

Increase Business Without Hiring Full Time

Because expanding your company costs money, and labor is one of your greatest expenses, hiring temporary workers will control your labor costs and free up funds for growing your company. Also, when a temporary worker is no longer needed, you may either let them move on to their next opportunity, or if the staffing agency or recruiter agrees, hire them on full time for your organization.

Partner With a Top Financial Staffing Agency

These are four ways a staffing agency or recruiter can help your workforce stay agile. For assistance with your accounting and finance staffing needs, contact Casey Accounting & Finance Resources to work with a leading financial recruiter in Chicago!

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Arlington/Casey Resources Named on Forbes 2017 Lists of America’s Best Recruitment Firms

Chicago-land staffing firm, Arlington Resources, ranked No. 120 on America’s Best Professional Recruiting Firms

Rolling Meadows, Illinois (May 12, 2017) — Award-winning staffing firm Arlington Resources has been ranked No. 120 on Forbes 2017 list of America’s Best Professional Recruiting Firms.

Patricia Casey, Arlington Resources President and CEO, stated, “We are honored and proud to be recognized on Forbes 2017 list of Best Professional Recruitment Firms.  We are inspired to do our part in making the world a better place, and we continue to make a difference in the lives of our candidates and clients every day.  This recognition is very uplifting to our team as we continue to be dedicated to maximizing the potential of our greatest asset:  our employees.  By doing so, we are focused on delivering quality customer service and committed to recruiting an outstanding workforce for our clients.”

Methodology

For the top lists of “America’s Best Recruiting Firms” Statista and Forbes divided the broad field of recruitment firms into two main categories:

Executive Search (specialized on permanent placement of executive positions with at least USD 100,000 income per year)

  • Professional Search (specialized on permanent placement of professional and specialist positions up to USD 100,000 income per year).

The top lists in these two categories are based on three online surveys among:

  • 18,000 external recruiters (peer review)
  • 3,000 candidates/employees (with experience with recruitment firms within the last three years)
  • 500 HR-managers (as clients of recruitment firms within the last three years)

The surveys took place between 6th December 2016 and the 7th February 2017 with invitations sent by e-mail including a personalized link. Each interviewee could name up to ten recruitment firms per category, either with the help of a long list with more than 4,000 recruitment firms (auto-fill option) or as a free nomination.

To learn more about the Forbes Lists of America’s Best Recruiting Firms 2017, click here.

To learn more about Arlington Resources, click here.

About Arlington Resources:

Arlington Resources specializes in the placement of Human Resources Professionals for direct placement, temporary services and human resources consulting.  Since 1997, Arlington Resources, Inc. has successfully partnered with companies of all sizes from start-up to Fortune 100.   With our specialization of filling Human Resources Jobs in Chicago IL, the Arlington Resources team has established relationships with the highest caliber of professionals in the field.

Arlington Resources will recruit and provide the HR staff you need today. As a trusted staffing firm, we reduce your time spent on recruiting, evaluating, screening and interviewing employees. Our staffing consultants provide innovative and creative solutions, so we can exceed our clients’ expectations to help achieve their talent management goals and objectives. All of our consultants abide by high ethical standards, and our goal is to provide exceptional value while easing your workload, saving you time and increasing profitability.

Media Contact:

Jake Joyce, Arlington Resources, Inc.

224-232-5883

jacobjoyce@arlingtonresources.com

Why You Should Treat the Interviewer Like a Client in Your Next Job Search

During your next job search, you’ll want to do all you can to increase your chances of being hired. Part of your plan should include personally and professionally impressing the interviewer. For this reason, it’s important you find ways to treat the interviewer like you would a client.

The Interviewer Will Admire Your Knowledge

Researching the company before your interview will help you discuss why you want to work there. Peruse the website to determine the company’s history, location, size, mission and values. Read the annual report and listen to the most recent quarterly earnings conference call to find out about new products, company risks and current revenue status. Check out blog posts to see what topics the company is interested in. Also, visit LinkedIn to determine what type of news the company finds important. Check out Facebook and Twitter to find out the tone of the company, how engaged it is with its customers and how it responds to complaints. In addition, Google the organization and read what news comes up. You’ll be able to speak factually about the company and show you’re the best candidate for the position.

The Interviewer Will Be Engaged in Your Conversation

The more you engage the interviewer in conversation, the greater the potential they’ll want to work with you. If you go on LinkedIn and check out each interviewer’s profile, you can determine their background, position within the company and what personal and professional interests you have in common. Ensure each interviewer can see you viewed their profile so they know you’re proactively doing research. During your interview, use the interviewer’s name whenever possible. Maintain eye contact. Be alert and smile when appropriate. Let the interviewer lead. Ensure you listen more than you speak. Provide well-thought-out answers. Subtly mirror the interviewer’s posture, speech pattern or tone of voice to show you’re engaged in what they’re saying.

Your Follow Up Will Be Appreciated

Following up with the interviewer shows you appreciate their time and are interested in the position. Before leaving your interview, ask when you should expect to hear back about the role. Within 24 hours, send an email or handwritten card thanking each interviewer for meeting with you. Bring up a few topics that were discussed. Show your excitement about the position and how the company may benefit from hiring you. Be sure you check your spelling, grammar and punctuation to show you communicate clearly and pay attention to detail.

If you haven’t heard anything within the stated timeline, follow up with the interviewer by phone or email. If you don’t hear back within a few days, follow up again. If you still don’t hear anything, move to your next opportunity.

Work With a Top Financial Recruiter in Chicago

Treating the interviewer like a client builds rapport and shows you’re genuinely interested in working for their company. For help securing your next accounting or finance role, reach out to Casey Accounting & Finance Resources to work with an award-winning financial recruiter in Chicago!

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Why We Love Millennials in the Workplace!

Millennial are often associated with negative terms including entitlement, poor communicators and technology reliant!  But, we have found that it is actually a joy to work with millennials!  Some of the attributes we enjoy about working with millennials include:

Focuses on Collaboration

Millennials are very collaborative to work with.  They are very communicative, which is great when you work in an environment that has a lot of moving parts.

Purpose

Millennials share a sense of purpose with their teammates and work together on meaningful projects.   They bring a creative spirit to new initiatives introduced within the workforce.  Start an internal social group in your company and see what amazing benefits arise from it!

Technology

Millennials are tech-savvy and like to help others by offering solutions that support innovation.  They are very good at leveraging technology!  They want information fast since they often will be on their smart phone and working on their tablet/computer while viewing a program – and can switch easily between devices.  Make sure you have multiple monitors for their desks!

Want to Make a Difference and Contribution to Society

Millennials are always looking for ways to better themselves and the community.  Having a community spirit helps companies develop programs for the good of others.  What better way to bring meaning to work!

Tolerance

Millennials are by far the most accepting of gender equality and LGBTQ rights.  They are a generation of change and progression.  They care about the issues and will help to make changes.  They accept and celebrate their differences including breaking the stigma around mental illness.  Having a tolerant workforce helps to lift everyone up!

Highly educated and they love to learn and be developed

Millennials are on track to become the most highly educated generation in the history of the United States.  They want to be mentored and coached, and be the best employee they can be!

As you can see, there are many reasons that millennials are an asset to the workforce.  From collaboration, purpose, technology, making a difference, tolerance and education, companies will have a new set of challenges that will bring meaningful change and growth to their organization.

Source:  http://www.smartceo.com/zimmerman-millennials-in-the-workforce-what-they-want-and-how-to-manage-them/https://www.theodysseyonline.com/6-reasons-millennials-awesome

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