Organizations have various views on selecting a staffing partner, and, in most cases, I see these decisions made based on hard metrics that have become stale. Too often cost is the core metric considered, especially when a VMS effectiveness vs efficiency pdf in place, specifically at large companies. But as creative leaders understand deeply, there is a cost-quality trade-off that needs to be considered.
It is important to create a set of metrics to define success in working with staffing providers. And that is the goal: a partner. Starting with the ultimate vision for the department and prioritizing the softer requirements can get you to metrics that not only reflect the department you’re shaping, but also kick off an internal discussion of future state vision. Are you trying to truly augment staff with long-term contractors who will become part of the fabric of your organization? Or do you just need bodies and therefore turnover would not have a negative turnover on your product. Based on your work-product, can you plug and play new contractors or is there an extensive ramp-up time?
If it’s important to service your clients by employing a strong team of tenured full-time employees, you may want to create a contract staffing model that mirrors the internal metrics you value. Client Satisfaction: How would your client satisfaction be impacted by turnover? Do clients interact with contractors and, if so, would turnover negatively affect your ability to service clients? Benefits: Assuming your full-time staff is offered paid holiday, vacation and sick days, would you worry about the impact that might have on a group of contractors without those benefits?
How would that affect your internal morale and retention? Shaping priorities through your metrics will get you a staffing partner who shares your vision and who will be measured to ensure that vision is executed. After all, finding the right people is only half the battle. The benefits, service level and development opportunities a staffing firm provides to the contractor keeps your flexible staff members in their seats.
Below I’ve listed many potential metrics for which to measure the success of your staffing partner relationship. These should be helpful in formalizing your vision through metrics. Some metrics are particularly helpful in selecting a vendor and others are more suited to measure the performance once an agreement is in place. These metrics are important for big-picture evaluation of not only how the staffing partner is servicing your team but also their client base in general. If your staffing partner is the one representing your organization to a talent workforce, wouldn’t you want a reputable organization? Depending on your organizational vision, retention can be one of the most important differentiators for a successful flexible staffing model.
Percentage of onsite employees enrolled in an online training program like Treehouse, Lynda. Requiring a robust prescreening checklist will inevitably get you more qualified candidates who have been fully briefed on your opening before the interview. A strong staffing partner will have no trouble moving through these requirements and will ensure your candidates are fully screened in advance. Retention rates are strengthened by the benefits the staffing provider offers their talent. Some staffing partners might offer some great benefits but do very little to promote those offerings to their talent leading to low adoption which can impact retention rates. So in addition to verifying what benefits a staffing provider offers, also ask about the adoption rates of those benefits. Business review meetings with your staffing partner at various milestones are necessary to ensure compliance and the ultimate success of the program.
Capturing feedback after every engagement will help your overall evaluation of your consulting pool and customer service quality, as well as help identify any institutional-wide issues across disparate departments or business units. Client from American Staffing Association, Inavero, Best Place to Work, etc. Your time is valuable, and therefore you want to partner with a staffing firm that is efficient in placing talent for your organization. In staffing efficiency is defined as getting quality candidates submitted and placed in a timely manner.
Submit-to-interview ratio: Number of resumes submitted vs. Interview-to-fill ratio: Number of interviews conducted vs. It’s incredibly important, and I’ve outlined some cost-impacting metrics outside of standard markup or bill rate requirements that you may want to consider asking your staffing provide to measure and report. In addition, I would suggest incorporating metrics to ensure your staffing partner proactively processes any bill rate reductions and rebates without prompting from your team. Requesting bill rate reductions and rebates indicates that you’re serious about keeping contractors happy and working. Thinking of your staffing provider as an extension of your team and ensuring the flexible workforce is incentivized and cared for as you envision will create a positive dynamic within your organization.
Don’t be afraid to speak frankly with potential staffing partners and provide open and clear expectations. A like-minded staffing partner will have the track record and the ability to execute that vision and provide you with a clear roadmap to ensure success. General Manager for Proposal Development Consultants, Inc. He guides the strategic direction, account management and recruitment activity within PDC and has a track record of success partnering with key clientele to supply staff augmentation within the proposal arena. Cella is the leading management consultancy and workforce solutions provider for in-house agencies and creative teams.