Though there are certain disadvantages of employing the services of a staffing agency, some perceived cons can, in fact, be blessings in disguise. Here are rebuttals to two common misconceptions about outsourcing your hiring.
\nOne of the most widespread, albeit inaccurate, beliefs about hiring a staffing agency is that it’s too expensive to be worth it. Why pay extra in recruiting fees when you could hire someone yourself? However, while you might think you’re saving money upfront, using a staffing agency might save your company more in the long run.
\n“Many companies will only look at the agency’s fees to determine the cost, but typically fail to realize the value and savings they can provide as well,” Rowles said. “Time to hire is an important factor when it comes to how much an open position can cost a company. The longer a position is open, the higher the cost, due to a loss in productivity and diverting resources. Working with a staffing firm can help decrease the time to hire and help decrease a loss in productivity.”
\nSome companies may believe that workers who come through staffing agencies are only available because they couldn’t get hired anywhere else. That’s not necessarily the case; in fact, temporary employees are often overqualified for the jobs they’re doing, Brustein said.
\n“These workers decide to work temp jobs because they value flexibility or they are trying to get into a different field, or maybe they just want a big change and temp positions are often easier to land initially than permanent ones,” he said. “We often see MBAs doing entry-level temp work because it helps them get a better sense of businesses at the field level.”
\n\n\n \n\n\nHow do you start working with a staffing agency?
\nReady to hire a staffing firm? Here’s expert advice on kick-starting the relationship.
\nFind the right agency.
\nBefore you can rely on a staffing agency to find quality employees, you have to choose a firm that’s right for your business. Leverant emphasized the importance of selecting a company with a stellar reputation for abiding by sound business practices.
\n“Make sure you’re working with a reputable firm that takes pride in the employees it sends,” he said. “That includes making sure that their employees have all of the proper credentials verified, including, but not limited to, reference checks being conducted. You also want to make sure that they are carrying the proper insurances, including general liability and workers’ compensation insurance.”
\nAs with all business relationships, a staffing firm needs to provide value to you to be worth the investment.
\n“Sit down with a staffing firm and truly find out if they can bring value to your organization,” Rowles said. “As a small business, each employee’s importance and cost associated with recruitment is amplified, so … find a firm that treats [your organization] as a business partner, not just a client.”
\nSimilarly, if you decide to use an on-demand staffing platform instead of a traditional staffing firm, check reviews and make sure the site is trusted by other business owners and workers before you sign up or make any payments.
\nBe clear about your needs.
\nGood staffing agencies want to help you find the best workers for your organization, but they won’t be able to do that if you don’t communicate clearly and thoroughly about your company, your position and the type of person you want for the job. Beyond discussing the basic responsibilities and required skills for the role, specify any business policies (dress code, hours, breaks, etc.) to give the staffing firm representative an idea of your corporate culture and what kind of professional would succeed at your company.
\nOnce you’ve clearly defined your needs, let the recruiter know so they can start the search. If at any point your needs and preferences change, be sure to update the agency so they can adjust their search accordingly.
\nCheck the legal aspects.
\nDepending on the positions a staffing firm is helping you fill, check that employment-related legal details, like worker classification and payroll taxes, are taken care of. For temporary and temp-to-hire roles, the staffing agency is the official employer for tax purposes, so they should confirm that the workers you use are in fact employees and not independent contractors, Leverant noted.
\n“Additionally, you want to review the contracts to ensure that there are proper provisions in place regarding indemnification, preferably a ‘dual indemnification’ clause, which protects both parties from issues that may arise,” Leverant said.
\nMaintain a good relationship.
\nFinding the right staffing agency for your business may take some trial and error, but once you’ve identified one that provides high-quality service and well-qualified workers, stick with it and give feedback along the way. Discussing new workers’ performance with your agency representative can help both you and the firm with your future talent searches.
\n“Whether you tap into on-demand staffing solutions for unpredictable needs or traditional staffing solutions for predictable needs, always ensure you have staffing agencies who have proven themselves to be reliable so you can focus on growing your business,” Brustein added.
\nHow much should you rely on a staffing agency?
\nWhether or not you should solely rely on a staffing firm in your hiring process depends on your business’s needs, the urgency of filling the role and the budget. While some agencies offer full-cycle recruitment support from the initial job brief to the new employee’s onboarding, you might consider including at least one internal vetting stage.
\nFor example, you can have an informal chat or a final interview with the prospect and their future direct line manager or an executive team member. This can help ensure the potential employee is a culture fit and would give the candidate an opportunity to ask questions that an agency might not be able to answer.
\nSome companies choose to use a staffing agency solely for initial screening purposes to sort through the vast number of incoming applications. Those businesses then opt to handle everything else themselves. In contrast, others also rely on external firms to help with interview scheduling or job placement and advertising. Businesses can even choose to continue in-house recruitment efforts in conjunction with staffing agency services to get the best of both worlds, so to speak.
\nIs a staffing agency a good choice for your business?
\nUsing a staffing agency can help accelerate your hiring process, reduce the workload for your current employees, offer flexibility regarding the type of hires and mitigate legal risks. At the same time, its services come with an additional fee that can be as high as 100% of a worker’s annual salary, and they are less likely to be a suitable culture fit.
\nIt can be a good idea to combine an agency’s efforts with additional internal vetting to ensure the optimal fit. If you decide to solely use a staffing firm, make sure to carefully assess your business needs, goals and budget; conduct an extensive reference and reputation check; and clearly communicate your hiring requirements.
\nAs an alternative to using a traditional staffing agency, you can sign up for on-demand hiring platforms like Upwork, Freelancer.com and Wonolo, which give you access to independent professionals who are ready to work, usually remotely. These platforms operate a bit differently in that workers who come through these sites are considered independent contractors, so you’re responsible for paying them directly and issuing a 1099 tax form at the end of the year. However, as with staffing agency employees, you are still relieved of official employer obligations (payroll taxes, benefits, etc.) when using these workers, assuming they are properly classified.
\nUltimately, it’s up to you to determine the extent of a staffing agency’s involvement to maximize efficiency and suitability for your organization’s particular needs.
\nNadia Reckmann and Sammi Caramela contributed to the writing and reporting in this article. Source interviews were conducted for a previous version of this article.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"569","_score":2,"_source":{"canonical":"https://vaylees.com/8005-famous-leader-hiring-quotes.html","displayModified":"2024-01-19T23:03:56Z","docType":"article","editorsPick":false,"href":"8005-famous-leader-hiring-quotes.html","id":"569","ID":569,"isSponsored":false,"published":"2021-11-08T21:01:00Z","site":"bnd","stream":"Famous leaders' thoughts on hiring.","subtitle":"Famous leaders' thoughts on hiring.","title":"10 Brilliant Hiring Philosophies From Famous Leaders","author":{"displayName":"Nicole Fallon","email":"nicole@lightningmediapartners.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/04/04071935/headshot-small.jpeg","type":"Senior Analyst"},"channels":{"primary":{"name":"Lead Your Team","slug":"lead-your-team"},"sub":{"name":"Leadership","slug":"leadership"}},"meta":{"robots":"index, follow","description":"These philosophies from well-known business leaders can help you build out a successful staff."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04072633/factory_industryview.jpg","caption":"industryview / Getty Images","alt":""},"content":"Hiring the right people is a complex but critical task, whatever type or size of business you’re running. This includes the people who head the biggest and most powerful companies in the world. If you’ve ever wondered how C-suite executives like Bill Gates, Steve Jobs and Oprah Winfrey have tackled the task of building a team, read on for the philosophies and tactics of these renowned leaders.
\n\n\nInspiring quotes from famous leaders
\n\n\n1. “I like to hire people who have a specific lane, who do something very well. I hire a lot of people who are smarter than me. If I’m the smartest person in my company, then my company will go nowhere.” – Issa Rae, director, actor and writer
\nSure, you want folks on your staff who can multitask. But Rae recognizes that sometimes, you need someone in a specific position who is very, very good at one thing, possibly something that you’re less good at yourself.
\nRae also echoes the sentiment that almost all these executives offer: Find the courage to hire people who are smarter, more specialized, or more creative than you are. Those people can see beyond what’s obvious to you and figure out ways to reach business goals that may not occur to you.
\n2. “I will only hire someone to work directly for me if I would work for that person.” – Mark Zuckerberg, CEO of Meta
\nZuckerberg’s approach to hiring shows that he’s humble enough to listen to and take advice from his employees, regardless of their rank. As a boss and leader, it’s your job to not only guide your staff, but also to identify those who can one day lead alongside you – or even fill your role as you move up. Seeking out employees with a knack for leadership and sound judgment can only help you as your team grows.
\n\n\n \n\n\n\n3. “When you have really good people, you don’t have to baby them. By expecting them to do great things, you can get them to do great things. A-plus players like to work together, and they don’t like it if you tolerate B-grade work.” – Steve Jobs, former CEO of Apple
\n\n\n\nNo leader wants subpar work from his or her team. That’s why it’s so important to hire what Jobs called “A-plus” people right from the beginning. Seek out the most driven, hard-working candidates, and you’ll get results.
\n\n\n\nSuccessful people often talk about a teacher or other mentor who saw some spark in them when no one else did – someone who expected great things from them. Most of the time, a person will give you what you expect. Aim high for your team.
\n\n\n\n4. “Lots of people want to ride with you in the limo, but what you want is someone who will take the bus with you when the limo breaks down.” – Oprah Winfrey, chairwoman and CEO of Harpo Productions and the Oprah Winfrey Network
\n\n\n\nWhile she may not have been speaking specifically about hiring, Winfrey’s quote holds true for leaders looking to build a strong team. It’s easy to draw the attention of top talent when your company is doing well. However, the people who believe in your company’s mission statement – those who will stick by you and help see the business through the inevitable rough patches – are the ones who make the best employees.
\n\n\n\nThey are also the people who are best at thinking on their feet in challenging times. This personality type can work through difficulties because their eyes are always on the prize, and they want your venture to succeed because they believe in it.
\n\n\n\n5. “If you always hire people who are smaller than you are, we shall become a company of dwarfs. If, on the other hand, you always hire people who are bigger than you are, we shall become a company of giants.” – David Ogilvy, founder of Ogilvy & Mather
\n\n\n\nGreat leaders often recommend hiring people who are smarter than you and can supplement your weaknesses. Ogilvy, known as the “father of advertising,” expressed this sentiment, advising managers to look for ambitious, talented individuals who can make the company greater than the sum of its parts.
\n\n\n\nThis, of course, requires a dose of humility, the acknowledgment that someone else may have a better idea than yours, and the willingness to keep your door open to all comers for suggestions.
\n\n\n\n6. “The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.” – Theodore Roosevelt, 26th president of the United States
\n\n\n\nMicromanaging is seldom an effective leadership style. Learning to delegate and let go of the reins can be difficult, but it’s easier when you hire people you can trust to accomplish tasks efficiently and correctly.
\n\n\n\nSteer clear of hiring only yes-people. Those who are willing to challenge the status quo likely also have a history of self-management. They are the kind of people who can take your instructions and run with them.
\n\n\n\n \n\n\n\n7. “For … every hire I’ve made, I’ve gotten the exact person I wanted. It’s been surprisingly easy to assemble what I think is the best and brightest team.” – Marissa Mayer, CEO of Yahoo
\n\n\n\nIn an interview with Inc., Mayer suggested that she’s been able to hire every person she wanted because the company “sells itself.” Although your company may never be as big as Yahoo, it can and should strive to have a culture and mission that sell the place to prospective employees – who should, of course, be among the best and brightest in their field.
\n\n\n\nJob applicants are told to research a company before they apply. This includes non-task attributes, like workplace culture and community involvement. What story will they find behind your company? Actively seek out ways to make your company a place where people want to work.
\n\n\n\n8. “If we weren’t still hiring great people and pushing ahead at full speed, it would be easy to fall behind and become a mediocre company.” – Bill Gates, CEO of Microsoft
\n\n\n\nMicrosoft didn’t become one of the most successful tech companies in the world by taking it easy. If you want to keep growing your business quickly, you can’t slow down or think that where you are is “good enough.” Keep seeking out talented individuals to join your team and take it to the next level.
\n\n\n\nConsider how you will aim for new business goals once you meet the ones you’ve already set. Then hire the people who show the ingenuity, vision and work ethic to keep reaching higher along with you.
\n\n\n\n \n\n\n9. “You can dream, create, design and build the most wonderful place in the world … but it requires people to make the dream a reality.” – Walt Disney, founder of The Walt Disney Company
\nDisney built a multibillion-dollar global empire – and he couldn’t have achieved that without a dedicated workforce behind him. Find talented candidates who want to help make your company’s dream a reality and who can work well with your existing team to make it happen.
\nDisney could only build his empire with other innovative and creative people by his side. He made sure to never be the only one in his company with big ideas, or with the creative thinking required to guide those ideas to fruition.
\n10. “We can’t solve problems by using the same kind of thinking we used when we created them.” – Albert Einstein, theoretical physicist and Nobel Prize winner
\nHe may not have been an entrepreneur in the classic sense, but no one questions the fact that Einstein was a major innovator. And remember, this is the same person who said “Imagination is more important than knowledge. For knowledge is limited, whereas imagination embraces the entire world, stimulating progress, giving birth to evolution.”
\nWhat business leader doesn’t want to stimulate their company’s progress or evolve their business? New ways of thinking are what lead to innovation, and no business venture can be stagnant and also successful. Hiring people who think differently from you is one way to keep your business innovative and innovation is the only real path to success.
\n11. “You gotta take what you’ve got and fly with it.” – Jim Henson, puppeteer and creator of The Muppets
\nMaybe you’re reading the quotes above and thinking, “Sure, these all sound great, if you have resources.” In the end, of course, you have to work with what you have. Henson believed in making everything you can out of that.
\nIf you’re looking for innovation but aren’t in the market for new hires right now, lean on the staff you have: Ask for input. Brainstorming isn’t limited to famous people and big executives; some of the answers you need (and might not even know you need) can reside in anyone within your organization.
\nAsk your staff questions: What do they need that they don’t have? Can they come up with new ways of doing a task that could make it more efficient, profitable or creative? Sometimes the workers in the trenches will have perspectives and insights you hadn’t considered.
\nAsk yourself questions too, even if you feel bogged down by your day-to-day. Make one of those middle-school idea maps, and don’t limit yourself in any way; you might surprise yourself with answers you didn’t know you already had. “Use what you have” was the motto that got people through the Great Depression. That motto gets people through tough times even now, and it will help your business survive and thrive too.
\nPutting it all together
\nIt’s clear that a lot of famous leaders hold at least one hiring philosophy in common: Never be intimidated by an applicant who may have something on you; they’re the ones who have something for you. The best leaders know that it’s the smarter, more creative, visionary types who will be able to spot things you might miss in your own organization, whether that’s a better way to do something you already do, or an opportunity to try something new.
\nThese leaders also veer away from over-managing. That’s why it’s crucial to think about the types of people (and there should be various “types”) that you’re willing and eager to put to work. Look for self-starters who can help you imagine big things – and let them get to work.
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