As the workforce returns to the office post-pandemic, the newly rejuvenated talent marketplace is buzzing with activity.
Recent shifts in job availability have led to increased job-hopping, and 42% of employed job seekers <a href="https://www.linkedin.com/pulse/job-hopping-back-48-searchers-now-expect-land-more-money-anders/" data-gc-link="https://www.linkedin.com/pulse/job-hopping-back-48-searchers-now-expect-land-more-money-anders/" target="_blank" rel="noopener noreferrer">feel confident about their chances of advancing their careers</a>. On the flip side, candidates <a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" data-gc-link="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener noreferrer">re-entering the workforce</a> presents new opportunities for hiring managers to diversify their talent sources.
Additionally, organizations are entering a growth period after nearly 17 months of uncertainty. Their talent teams want to take advantage of various job seekers entering or transitioning into specialized industries, such as IT and engineering.
However, the growing demand for high-quality, motivated talent means more work for hiring managers and internal recruiters. And rather than leaning on churn-and-burn or reactive hiring models, these teams need expert support to establish an effective recruiting strategy. 
In this post, we'll share four reasons companies use staffing agencies to set their talent teams up for success.
<h2>1. Reach New Talent Pools</h2>
Online job boards are probably the most popular recruiting tool on the market. They aggregate a large pool of candidates and require minimal technical expertise, but these sources still pose a few challenges for recruiters.
These sites typically use AI and automation to identify candidates by resume information or specific pre-defined keywords in their bio. This approach produces a list of candidates quickly but doesn't <a href="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">account for the 'human' aspect of hiring</a>, which actually creates more work for internal recruiters in the interview and evaluation stages. Plus, these widely used talent pools can easily go stagnant, presenting recruiters with the same list of potential candidates time and time again.
With the right talent partner, your teams will gain access to new, exclusive talent pools with candidates they wouldn't find on the open market. Plus, a staffing agency can offer non-traditional sourcing strategies that include the qualifications that most big-box job boards typically don't consider. 
<h2>2. Connect with Diverse, Qualified Candidates</h2>
One of the biggest reasons companies use staffing agencies is because of the lack of talent diversity. Recruiters on the same talent team tend to think comparably and produce similar search results. Sourcing talent through a staffing agency won't just increase the number of candidates you reach but also the quality of each candidate in your talent pipeline. That means you should steer clear of staffing partners who boast rapid results and don't share insights into how they source and vet job seekers.
The right staffing agency will take a unique approach to talent and <a href="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" data-gc-link="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" target="_blank" rel="noopener noreferrer">evaluate each candidate on a personal level</a>. They can go a step deeper than resume-based evaluations, with capabilities like:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Interactive video introductions</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Personality and career assessments</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Bios that create a 360 view of each candidate</li>
</ul>
These tools help your teams evaluate characteristics like work ethic, flexibility, and real-world experience in addition to professional expertise and technical skills. Plus, this holistic evaluation process supports diversity, equity, and inclusion by giving recruiters access to diverse candidates and allowing them to evaluate them on an <a href="https://www.careercircle.com/blog/post/equity-vs-equality-a-slight-but-crucial-difference-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/equity-vs-equality-a-slight-but-crucial-difference-in-the-workforce" target="_blank" rel="noopener noreferrer">equitable scale</a>.
<h2>3. Speed up the Hiring Process</h2>
A staffing agency should do more than present your internal team with a list of available candidates. They should <a href="https://www.careercircle.com/blog/post/top-staffing-and-recruiting-companies-have-these-five-qualities-in-common" data-gc-link="https://www.careercircle.com/blog/post/top-staffing-and-recruiting-companies-have-these-five-qualities-in-common" target="_blank" rel="noopener noreferrer">offer reliable, expert support every step of the way</a>, from the initial talent search to a new employee's first day on the job. This includes sharing tasks with your recruiters and hiring managers, such as:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Outlining high-level hiring goals</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Defining candidate criteria</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Creating comprehensive job listings</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Reviewing resumes and candidate information</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Identifying best-fit candidates</li>
</ul>
All of these supporting steps, coupled with proven best practices and expert guidance, will help your recruiters spend less time reviewing stacks of resumes or conducting dozens of interviews each week. Companies use staffing agencies because they offer the right mix of tools and techniques &mdash; like job listing templates, interview strategies, and more &mdash; to reduce your staff's daily workload and speed up the hiring process without compromising candidate quality.
<h2>4. Prepare Your Organization for Ongoing Success</h2>
Partnering with a staffing agency doesn't just benefit your recruiters and hiring managers. When these teams can source high-quality talent quickly and accurately, they're able to support the growth and future development of your organization as a whole.
Investing in new <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">staffing and recruiting strategies</a> will help you develop a proactive approach to talent acquisition, allowing you to forecast and meet long-term staffing goals. Your staffing agency partner can help you create a more robust talent network over time and offer industry-leading recommendations to refine or polish your approach to sourcing and staffing.
Plus, direct hiring through an agency typically results in higher levels of employee loyalty and stability due to candidate-friendly hiring practices and clear, upfront communications about expectations for both parties.
-
Partnering with a staffing agency can streamline your hiring efforts and prepare your organization for ongoing success. However, the value of your partnership hinges on the staffing agency you choose to employ.
As you narrow down your options, consider not only what the agency can do but why they're offering these resources in the first place. The best hiring tactics center around candidates and employers alike, ensuring each party finds the best fit and receives ample support along the way.
CareerCircle's commitment to candidate advocacy and supporting underrepresented groups gives us a unique perspective on <a href="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" data-gc-link="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" target="_blank" rel="noopener noreferrer">what it means to be qualified</a> for an open role.
We work with various non-profits and other talent groups to find diverse, highly motivated job seekers and support their career success through <a href="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" data-gc-link="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" target="_blank" rel="noopener noreferrer">upskilling</a> and mentoring.
Then, we make it easy for your hiring teams to identify and connect with right-fit candidates through an online platform that streamlines job creation, talent searches, and candidate evaluation through a single, easy-to-use hiring manager dashboard.
Looking for more ways to build a high-value talent pipeline? Download our free talent pipeline checklist to get started.

Partnering with a staffing agency can streamline your hiring efforts and prepare your organization for ongoing success.

4 Reasons Companies Use Staffing Agencies

The growing demand for high-quality, motivated talent means more work for hiring managers and internal recruiters. And rather than leaning on churn-and-burn or reactive hiring models, these teams need expert support to establish an effective recruiting strategy.

Building Proactive Talent Partnerships: 4 Reasons Companies Use Staffing Agencies

As the world recovers from a global pandemic and businesses find their place in the 'new normal' of the professional landscape, many hiring managers are looking to fill open roles with highly motivated, qualified talent.
Newly skilled candidates are ready to rejoin the workforce after a layoff, resignation, or extended time off to care for their at-home students, and recruiters want to strengthen their talent pipeline after a hiring freeze.
However, there's a missing link that's keeping both parties at bay: a lack of real-world training and experience. Many potential candidates took advantage of <a href="https://www.careercircle.com/blog/post/acing-the-modern-workplace-by-upskilling" data-gc-link="https://www.careercircle.com/blog/post/acing-the-modern-workplace-by-upskilling" target="_blank" rel="noopener noreferrer">upskilling opportunities</a> during their time at home, like:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">online courses</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">virtual bootcamps and workshops</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">digital certification programs</li>
</ul>
The unusual circumstances of the last 15 months didn't leave many opportunities for on-the-job experiences, immersive training programs, or other high-value skill development.
Employers and job seekers alike turn to returnships to fill critical skill gaps and set themselves up for success in the long term. While the term 'returnship' is quickly gaining attention on LinkedIn and various job sites, this style of professional learning opportunity has been around for a while.
In this post, we'll outline exactly what a returnship program is, how it benefits employers and candidates alike, and how to cash in on this dynamic approach to talent acquisition.
<h2>Clarifying the "Returnship" Conversation</h2>
In short, a returnship is a type of professional learning experience designed specifically for professionals returning to the workforce after an extended period of time off.
Returnships enable working professionals to rejoin the workforce while also accounting for shifts in career trajectories and individuals entering new industries, with a paid opportunity to learn on the job and participate in professional mentoring programs. Some organizations may offer specialized returnship programs to support underrepresented groups that have been <a href="https://www.census.gov/library/stories/2021/03/moms-work-and-the-pandemic.html" data-gc-link="https://www.census.gov/library/stories/2021/03/moms-work-and-the-pandemic.html" target="_blank" rel="noopener noreferrer">disproportionately affected by unemployment spikes</a>, like mothers or veterans.
They're similar to other professional training programs, including:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Internships are typically directed at recent graduates or individuals with little to no work experience. An internship can be paid or unpaid and likely has no defined structure; it's simply focused on general learning and training.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Apprenticeships are ideal for aspiring practitioners of a trade or profession, who need on-the-job training. Apprenticeships may also include opportunities to gain a license to practice in a regulated profession.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Residencies historically applied to the medical field, but many technology companies are introducing 'residency' programs in which participants fill introductory, paid roles within a company to jumpstart their careers in the field.</li>
</ul>
In short, all of these immersive programs are bound together by a central goal: to prepare candidates for future roles.
For employers, the defining factors behind a returnship, internship, or any other -ship lies in the implicit value of learning by doing instead of learning by observation.
These programs <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">proactively build talent pipelines</a> by giving candidates access to the curriculum they need, allowing them to shadow mentors or peers within the organization, and letting them apply new concepts in real-time through practical experience on actual projects.
<h2>A Mutually Beneficial Recruiting Strategy</h2>
<table data-wrap-id="table-id-agycb">
<tbody>
<tr data-wrap-id="table-row-vazrg">
<td data-wrap-id="table-cell-kjaxz">
Candidate Benefits 
</td>
<td data-wrap-id="table-cell-xphlk">
Employer Benefits 
</td>
</tr>
<tr data-wrap-id="table-row-nxukd">
<td data-wrap-id="table-cell-kvkye">
Access to in-demand skills and upskilling curriculum
</td>
<td data-wrap-id="table-cell-psjzk">
An internal shift from reactive to proactive recruiting
</td>
</tr>
<tr data-wrap-id="table-row-padan">
<td data-wrap-id="table-cell-nqvjk">
A chance to invest in their career without losing compensation opportunities
</td>
<td data-wrap-id="table-cell-yzknq">
A chance to strategically build internal career paths from the ground up
</td>
</tr>
<tr data-wrap-id="table-row-xgbqk">
<td data-wrap-id="table-cell-galcg">
Improved morale and motivation
</td>
<td data-wrap-id="table-cell-wjofq">
Reduced stress on internal hiring teams
</td>
</tr>
<tr data-wrap-id="table-row-xltku">
<td data-wrap-id="table-cell-uhicv">
New career opportunities through their returnship agency
</td>
<td data-wrap-id="table-cell-hehrc">
<a href="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">Access to diverse, highly motivated talent </a>
</td>
</tr>
<tr data-wrap-id="table-row-geeql">
<td data-wrap-id="table-cell-osbmj">
Holistic skill development and practical learning applications
</td>
<td data-wrap-id="table-cell-ymqyy">
Opportunity to vet candidates over time, rather than relying on resume sweeps or a single interview
</td>
</tr>
<tr data-wrap-id="table-row-mshgl">
<td data-wrap-id="table-cell-uxdiz">
Progress towards long-term career goals
</td>
<td data-wrap-id="table-cell-uiwbv">
Assurance that returnship hires can fill their new role effectively
</td>
</tr>
</tbody>
</table>
<h2>The Foundation of an Effective Returnship Program</h2>
No matter which talent pool or candidate segment you're targeting, your enablement program should include the following core elements:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Curriculum: online courses or content offers support 'real world' training with literature that reinforces key points or fulfills certification requirements. Additionally, consider offering certification courses for relevant roles in your organization.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Training: this will likely vary based on your industry, but it's essential to pair on-the-job work time with training resources. You'll likely be able to tweak your existing onboarding and initial training resources to fit your returnship participants.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Mentoring: the best way to learn a new skill is by asking the right questions to the right people. Consider a 'buddy system' to pair participants with current employees, and be sure to establish internal expectations long before the program begins.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Work time: while it can be daunting to let trainees contribute to real projects, it's the best way to promote learning. You can implement QA processes to ensure a current employee reviews their work before client handoff.</li>
</ul>
-
Just as the job market faces rapid growth and realignment, the recruiting industry is ripe for change. Talent acquisition teams need to <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">adopt proactive, holistic hiring strategies</a> that consider untapped talent pools and match right-fit candidates to open roles, even when they don't have time to skim through hundreds of cookie-cutter resumes or generic online profiles with half-completed information or outdated contact details.
Returnships and similar professional learning experiences offer a mutually beneficial opportunity on both sides of the aisle. Still, it's not as simple as posting an online offer and tossing returnship participants into the fire on day one.
Hiring managers need a reliable support system to help design, develop, and implement these programs while also sourcing and matching right-fit participants to returnship opportunities.
-
Our <a href="https://www.careercircle.com/employers" data-gc-link="https://www.careercircle.com/employers" target="_blank" rel="noopener noreferrer">workforce development platform</a> is an all-inclusive ecosystem for hiring managers looking to establish returnship programs in their own organization, with tools that help you source, assess, and match candidates to open roles and career development opportunities.
Want to learn how CareerCircle can help you refine your talent acquisition strategy with returnships, upskilling, and other non-traditional hiring tools?
<a href="https://www.careercircle.com/contact" data-gc-link="https://www.careercircle.com/contact" target="_blank" rel="noopener noreferrer">Reach out to our team today</a> to get started.

Newly skilled candidates are ready to rejoin the workforce after a layoff, and recruiters want to strengthen their talent pipeline.

How Returnships Help Employers and Candidates Get Ahead

Proactively build your talent pipeline by taking candidates, giving them access to the curriculum they need, allowing them to shadow mentors or peers within the organization, then letting them apply what they’re learning in real-time by gaining practical experience through actual projects in your organization.

A New Wave in Recruiting: How Returnships Help Employers and Candidates Get Ahead

Hiring managers are hesitant to outsource. In fact, <a href="https://resources.careerbuilder.com/staffing/on-demand-webinar-hiring-manager-insights-for-staffing-firm-growth" data-gc-link="https://resources.careerbuilder.com/staffing/on-demand-webinar-hiring-manager-insights-for-staffing-firm-growth" target="_blank" rel="noopener noreferrer">28% </a>of hiring managers believe a staffing firm would be unable to hire the positions they need. Top staffing and recruiting companies have the potential to transform your talent acquisition strategy and candidate pipeline, but only if you partner with a reliable staffing and recruiting company instead of a churn-and-burn vendor.
To successfully pass off their staffing efforts, internal recruiters and HR teams need a partner that can:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Effectively represent their business in the industry</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Source high-quality, retainable candidates</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Build a robust talent pipeline over time</li>
</ul>
In this post, we'll discuss what top staffing and recruiting companies have in common and how to find the right fit for your organization.
<h2>#1 Business Buy-In</h2>
When you work with an outside staffing company, the success of your recruiting efforts falls directly into their hands. Top staffing and recruiting companies won't enter new engagements looking to make a quick buck or fill job roles with the first available candidate. Instead, they'll work to balance staffing efficiency and long-term employee viability. As you evaluate potential options, keep the following questions in mind:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Will they work with the same sense of urgency as an internal recruiter?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Do they understand the negative impact of empty roles and the positive impact of a right-fit candidate?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Are they willing to align their efforts with your specific business goals?</li>
</ul>
Ideally, a staffing and recruiting company should operate as an extension of your business by taking the time to understand your priorities, invest in your KPIs, and integrate seamlessly with your <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">internal talent acquisition efforts</a>.
<h2>#2 Cultural Alignment</h2>
Your partner will play an integral role in internal business enablement, but they'll also become a reflection of your brand and company culture. They'll likely have a hand in creating job listings, and they'll take the lead on candidate sourcing, screening, and initial evaluations.
As you pass off your recruiting operations, you're also putting a significant amount of faith in your partner, and you need to trust that they can effectively represent your brand. Assess their ability to accurately articulate your brand identity and find talent that complements your culture. 
Brand identity defines your organization's core values, long-term aspirations, and internal culture. It also heavily impacts how candidates will engage with your brand, if at all. As younger generations enter the workforce, brand identity plays a primary role in talent acquisition, with <a href="https://www.chieflearningofficer.com/2018/02/20/millennials-want-workplaces-social-purpose-company-measure/" data-gc-link="https://www.chieflearningofficer.com/2018/02/20/millennials-want-workplaces-social-purpose-company-measure/" target="_blank" rel="noopener noreferrer">64% of Millennials</a> claiming they won&rsquo;t take a job if the employer doesn&rsquo;t align with their values.
Culture awareness extends beyond messaging and sourcing strategies. It informs every interaction between your partner and your candidates. An ideal staffing company has a vested interest in candidate success and <a href="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">actively advocates for individuals</a> in their network. Plus, they'll treat candidates with respect at every step in the recruiting process.
<h2>#3 Effective Sourcing</h2>
High-level business alignment is important, but it's only one aspect of a successful engagement. Before you commit to a partner, explore how they source candidates and measure success. Unfortunately, many staffing and recruiting companies simply measure performance on their ability to fill as many open roles as possible or fill empty seats in just a few days.
However, a heavy focus on quantity won't benefit your business and will likely lead to a breakdown in trust between you and your partner. Stay away from quick-fix solutions or high-speed staffing models. Instead, look for one that holistically evaluates talent and implements a multi-point approach to career matching. They should <a href="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" data-gc-link="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" target="_blank" rel="noopener noreferrer">source high-quality, diverse candidates </a>who are highly motivated and align with your company's values.
If D&amp;I is top of mind at your organization, a staffing and recruiting company can also help streamline and unify your acquisition strategy. Instead of working with multiple non-profits to reach underrepresented communities, let your partner manage outreach and acquisition to supply you will a naturally diverse talent pipeline.
<h2>#4 Ongoing Support</h2>
To keep your organization well-staffed and build a robust pipeline over time, you need to find a staffing company that can address both urgent, time-sensitive needs and long-term strategies. Unfortunately, many staffing and recruiting companies offer attentive service for initial setup tasks and once-off acquisition efforts but seem to disappear after passing off a list of prospective candidates.
The right one will cultivate a lasting partnership and nurture your business relationship over time. They'll supply you with fast-moving connections when you need them, then stick with you as you develop your pipeline or pivot your recruiting strategy.
On a smaller scale, consider day-to-day services, like:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">What is the primary channel or platform for communication?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Will you have a dedicated account manager?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">If so, how quickly can you expect a response from that primary contact?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Can you access on-demand support channels, like a help desk or live chat?</li>
</ul>
Ideally, your partner will also set up regular performance reviews to address how well they're meeting your expectations and supporting your internal talent acquisition efforts. No matter the parameters of your contract, establish clear communication and support standards upfront, then hold your partner accountable as your relationship grows.
<h2>#5 Proactive Strategies</h2>
Strategic development goes hand-in-hand with long-term support. As hiring managers and recruiters strive to <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">go beyond firefighting and reactive hiring initiatives</a>, they need a partner committed to doing the same.
Typical staffing and recruiting companies operate on the "get a requirement, fill a requirement" model, only sourcing for new roles as they open up in your company. This reactive approach to hiring doesn't just put pressure on internal staff and hiring managers; it also limits your access to highly qualified talent, as you can only choose from the candidates the market has to offer at that given moment.
If you and your partner commit to a proactive talent acquisition strategy, you can cultivate a pipeline that aligns with your business and culture over time, which strengthens your talent pools and increases employee retention after you fill open roles.
<h2>The Right Partner Drives Long-Term Value</h2>
When you find the right staffing and recruiting company, you'll likely reap the implicit benefits pretty quickly, such as:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">X% of open roles filled</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Reduction in new recruiting costs</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Increased internal bandwidth</li>
</ul>
These metrics are essential, but the key to an effective talent acquisition strategy goes beyond the day a new employee joins your team. The reality is, every person in a job is tied directly to a business outcome, and their quality of work impacts your bottom line. Consider the value each highly motivated, well-qualified employee brings your organization.
The more often your partner matches exceptional candidates to open roles, the more value they deliver across your company &mdash; not just in your recruiting efforts. You'll gain hardworking employees that contribute to your success for years to come and love coming in to work each day.

At CareerCircle, we believe in long-term partnerships, not once-off temp. staffing projects. We'll connect you with ideal candidates from diverse backgrounds and non-traditional talent pools, with holistic candidate-to-career matching that ensures applicants are an excellent fit for your business.
Ready to turn as-needed recruiting into a long-term acquisition strategy?&nbsp;

Partner with top staffing firms to transform your talent acquisition strategy and build a robust candidate pipeline.

Top Staffing and Recruiting Companies Have These Five Qualities in Common

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