Recruitment and staffing should seem like an easy fit for a company. Companies that require a third party often will just send out jobs to an agency, then said agency seeks out qualified candidates. However, some things tend to get lost in the translation. Why? It’s a fair and simple question.

There have been several instances whereupon asking for clarification on positions, examples of an engineer’s or designer’s day-to-day responsibilities, or even the must-haves for a position, we are told that a client has not been asked about this from previous staffing agencies.

Asking questions and digging deeper into the “why” of a position is a way for an agency, like TriMech, avoids being an order-taker and seen as more of a specialist. If questions are not asked about the position, both the agency and company can miss important information or requirements about a role.

While not a complete list, here are examples of why it is important for an agency like TriMech to gain clarity on positions.

• Meaning: Sometimes clients can use job titles or descriptions that sound like they are referencing one type of role when they really mean another. One example of this can be an electrical engineer. Electrical engineering can veer off into a wide array of disciplines and based on need; some clients might say they need an electrical engineer, but actually, require an electronics engineer instead. The disparity in meaning could cost them potential candidates.
• Fluff: We all see resumes talking about the importance of Microsoft Office or being able to work in a team. However, if the bulk of your job description are these types of elements, are you missing out on items that are more important for your role and organization? It’s great to wear multiple hats, but it’s better to know how to take a product, design it and see it through production/fabrication.
• Experience: A fair amount of roles on job boards might suggest a person needs 3-5 years of experience. However, does this count internships? If someone has more years, yet meets your salary range, would you overlook them? What is it that makes that a sweet spot for your company? These are questions to ask to help focus on what really works for a role. Since we are in a candidate’s market, you may have to show flexibility to get an applicant who will best work for your company and the position in question.
• Partnership: Companies looking to work with an agency should consider if they are the best fit for you or if you are the right fit for them. While an agency may be large, if they primarily fill positions for salespeople and accountants, would they be the best partner to find an engineer? If the role you seek is nuanced, and the agency is not asking you any questions about what you’ve presented, do they understand your company and the market you serve?

Determining a fit can be an exhausting exercise from the role itself to the candidates you need to enrich your organization. Just because an agency can take an order, doesn’t mean they are able to work in your industry or find you that diamond in the rough. If they are not asking you anything about your company, the role or what matters most, always consider if the partnership will make sense. If you need specialization over a novice approach, TriMech Staffing is here to listen and ask you the important questions. 

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