How to Get The Most From Your Staffing Provider, Part III

For employers who staff through a temp-to-hire model or use a large number of contingent workers:

1. Treat your staffing provider as a partner.

2. Communicate any information that affects them and their service to you. What they don’t know can hurt you.

3. Include your staffing vendor in meetings so they are up to date on the company’s policies, procedures, business initiatives.

4. Encourage supervisors and managers to meet with the staffing company’s representative regularly.

5. Seek input from your representative. He or she may have information about your workforce that you need to know.

6. Encourage your provider to hold quarterly or semi-annual business reviews presenting the FTE, total hours worked, total spend, turnover, reasons for turnover, state of the labor market, and any initiatives that will improve the quality of the service you are receiving.

7. In order to avoid co-employment issues, the staffing representative should conduct all employment related activities and discussions with their associate, including coaching and counseling.

8. Require your staffing provider to live up to their service level agreements, but assure they are being compensated appropriately. Staffing is one of those things representative of “you get what you pay for.”