5 things to consider before getting a Staffing Firm in the Philippines

Staffing Firms can be a small hole in the wall business operation or a large multinational corporation with different branch offices. In the Philippines, there a plenty staffing companies who offer different value propositions.

Let me list down few important factors you may need to consider in looking for a Staffing Firm:

1. Mass Hiring vs Specialized Search. Staffing firms can be known for their headhunting style search or by their ability to cast a very wide net in the markets. Both strategies work. If they’re using a headhunting style approach, then you have to check how well they can understand your requisitions. If they’re using the wide net approach, then you have to be ready in giving out quick feedbacks in narrowing down candidates. In addition, casting a wide net is ideal if you want to get a “feel of what’s out there.” Most firms utilize a mix of both strategies wherein one is more favored than the other.
2. Skill Set Specialization. Staffing firms have their own specialization when it comes to skills sets to which they develop and maintain their credentials. The important thing to note is how the skill sets they specialize on fit into your company needs now and in the future.
3. Technology Partnerships. Try looking for staffing firms who share the same technology partnerships with your company. If you have been using a particular brand of technology for quite some time, it makes sense to narrow your search to those who have the same affinity to the technologies that you use. This is especially important when it comes to IT related job requisitions.
4. Organization Structure. Staffing firms divide their teams per industry, per skill or per location. It’s good to have an idea as to how your prospective staffing firm delegate the workload you give to them to their teams to ensure efficiency in delivery.
5. Turnover Rate. Staffing is a service oriented industry and their ability to deliver results depends on the cumulative expertise of their recruiters. High attrition rate will affect how well they maintain their intellectual capital and performance.