Last Updated on August 23, 2022 by rida
The personnel selection process is considered an essential tool for promoting organizational development and the competitiveness of businesses.
It is incredibly delicate, and only if managed with professionalism can it guarantee a real leap in quality, thanks to the recognition of new professionals capable of bringing productivity and enriching the company assets.
Currently, the personnel search and selection procedures, therefore that set of activities aimed at identifying a candidate who covers a specific job role, are always often carried out by bodies external to the organization where the worker will go to carry out his tasks.
Due to non-continuous outsourcing of the research and selection processes, temporary agencies in Seattle take over the research and selection activities on the commission of an organization.
They are capable of hiring a talented candidate. Scion Staffing Seattle is a leading agency for Seattle and Great Washington state conducts continuous recruitment practices and adapts the latest analytical and ability testing methods.
Thus, a triangular relationship is born between organization, worker and society, where the latter becomes a communication bridge and promoter of work.
However, this is not a temporary employment relationship, unlike employment agencies: the worker stipulates the employment contract directly with the company and not, therefore, with the agency.
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How do staffing and recruitment agencies hire eligible Candidates?
It contributes to the definition of the professional profile of the position to be sought, analyzing and describing the figure concerning the main working characteristics (type of training required, technical-professional skills, etc.).
It also follows the attitudes (ability to relate, intelligence, creativity, ability language, organisation, etc.) and personal elements (age, marital status, residence, etc.).
After having elaborated the personnel profile to be acquired, the staffing and recruitment agency takes care of preparing and implementing the personnel search interventions.
Depending on the source to which the research is addressed (external or internal), the type of position/role to be filled and the requirements outlined, Scion Staffing Seattle who is an award-winning staffing and recruiting agency in Seattle, recommends the most appropriate means and tools for recruiting, formulating advertisements and announcements.
Process of a search and selection by staffing and recruitment agency
The temp agency bay area can customize the selection process with innovative tools and methodologies; however, there are predetermined phases that cannot be ignored:
1) Analysis of the demand = analysis of the context and needs organizational
2) Job analysis and job description = description of duties, responsibilities and organizational positioning
3) Recruitment = activation of search channels and screening of candidates
4) Selection = use of tools (tests, questionnaires, interviews, assessment centre)
5) Processing of short listing from present to the client = shortlist presentation
Advantages of a good selection
An effective selection of personnel produces various benefits. Among the most important is the elimination of costs resulting from excessive turnover, the possibility of monitoring the organizational structure and needs, the introduction of innovative company changes thanks to identifying the right profiles that increase profitability.
Furthermore, a good selection allows defining the competencies of the candidates and the potentialities, essential in a working world in continuous evolution.
What the personnel selection and research companies propose today
Given today’s competitiveness in the personnel selection sector, staffing and recruitment agencies that offer this service have developed methodologies and tools to make the process more attractive and streamlined.
Some of these innovations concern:
Contractual support and coaching in the demand analysis phase
Personalized processing of the job description
Possibility for the company to follow the research process through interactive timelines
Use of specific selection tools for some characteristics of the subject. These include the Big Five Questionnaire, the Occupational Personality Questionnaire, the Potential Evaluation Test and forecast evaluations of working behaviour
Construction of candidate profiles to be presented in graphic form