Generally, temporary staffing services offer very similar services to fit the labor needs of their clients. So staffing firms need to distinguish their services from their competitors. Last week, I covered two ways firms can differentiate their services from their competitors’. Here, I wrap up the conversation with three more.
Offer Financial Services to Candidates
Another way to distinguish your staffing agency with candidates is to offer financial services. When people decide, by choice or otherwise, to accept temporary jobs they may have plenty of questions and concerns about their finances. Working short-term contracts is different from receiving a steady paycheck. Additionally, some candidates may have questions about how temporary jobs are included on tax returns. They might also be concerned about saving for retirement with a variable income.
At a minimum, you should have a team of trusted financial advisers to whom you can refer candidates. To maximize your agency’s distinction, hold monthly financial adviser meetings at your office that focus on relevant topics. One month financial advisers could cover taxes, and IRA and 401(k) conversions; the next month could be a discussion about retirement planning.
Extend an invitation to all job seekers in your database and tell them that friends are welcomed. Not only are you providing a valuable resource to candidates, but you may also get a few more qualified job seekers to add to your contact list.
These financial meetings bring job seekers back into your staffing office and give you an opportunity to reconnect. You should also follow-up with an email that includes links to helpful financial information such as budgeting tips or a Roth IRA conversion calculator. People will remember your agency for future employment opportunities and you remain in contact with your best candidates.
PREMIUM CONTENT: What non-healthcare benefits are typically offered to temporary workers?
Provide a Generous Sick Leave Policy
Temporary contract workers are among the one in three American workers who do not receive paid sick days. If your agency does not offer paid sick days and your nearest competitor does, you will lose the best candidates to that agency. Not only is this harmful to your business, but it can also become a health problem. Workers concerned about losing pay will go to work sick, infecting other workers. This will also slow their productivity at the risk of ruining your staffing agency’s reputation.
The right thing to do is to offer generous sick leave to workers. For example, you could give them at least two sick days for every three months worked. Make sure they understand that there is no penalty for taking sick leave. At a minimum, this will increase their loyalty and commitment.
Giving temporary workers paid sick leave will add to your overhead costs. However, those costs will pay off tremendously with loyal workers and a distinguished reputation in the staffing industry. Similar to offering financial adviser services, paid sick leave shows job seekers that you care about their work/life balance.
Deliver Managed Care Services
One of the major changes in the labor market landscape is what businesses expect from staffing agencies. More than ever, businesses want an agency that can manage their entire human resources functions. They want agencies that not only recruit and hire excellent talent, but they also want agencies that offer performance reviews and benefits administration. You can distinguish your agency by offering managed care services to clients.
Typically, your managed care services program should encompass all aspects of a contingent workforce, yet remain flexible enough to fit client needs. To remain relevant, you want to offer services that help to reduce overall costs associated with using a temporary workforce. Businesses turn to temporary staffing agencies because they want to save money while benefiting from top talent. Your program can increase the overall value of hiring temporary workers versus permanent employees.
Establish Your Staffing Agency as an Industry Expert
Establish your staffing agency as an industry expert and you will connect with your clients’ company vision. Demonstrate local labor market expertise through understanding which dynamics will affect your clients’ ability to grow and develop. Strategize with clients to make sure their hiring needs support strategic goals. Any staffing agency can partner with clients to find candidates who submit their resumes. However, only an industry expert can help clients find specific talent to support what their organizations need most.
MORE: Selling and service – When both can be too much of a good thing
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