Top 7 Factors to Consider When Choosing a Hiring Agency

Top 7 Factors to Consider When Choosing a Hiring Agency

These days, the talent industry has become more and more competitive, with many organizations trying to find new candidates who can meet the skill and experience criteria for their positions. With so many factors to consider and a dearth of skilled and experienced talent out there, it becomes difficult to find the ideal candidate.

In such a scenario, recruitment agencies are a good fit to offer the right talent solutions to organizations. We all know that a recruitment agency helps you to source the right talent for your hiring needs. Outsourcing your requirements to a recruiting agency can help you achieve efficiency in terms of time and money. Because recruitment agencies specialize in talent acquisition, they have access to a much larger talent pool.

Here are some key benefits of outsourcing your talent acquisition process to a recruitment agency:

Saving valuable time

Recruitment agencies have access to well populated and properly categorized talent databases. As a recruitment agency grows and expands, it’s network of candidates and its talent pool expands exponentially. This is the reason why a recruitment agency can source talent much faster than an in-house recruitment team.

Quality of hires

Recruitment agencies usually specialize in a certain set of domains, for example, Powersolv specializes in the Technology domain with specific experiences in , Business Process Services, Infrastructure Management Services and Cloud Services. Most recruitment agencies stay up to date with all the advancements, quality certifications (like ISO, CMMI etc.), trainings and new technologies that are trending in that industry/domain. Therefore, you can rest assured that the candidates a recruitment agency provides will be highly qualified and experienced for the role.

Allows the organizations to focus on core business goals

Talent acquisition is a specialized task. Lean organizations and or start-ups may have to allocate a significant chunk of their resources for souring and hiring new talent. This not only takes the focus away from core business tasks but also results in hiring low quality candidates, owing to a lack of experience with recruiting. Therefore, it does not make good business sense to allocate precious internal resources to the recruitment function. In this scenario, it is advisable to outsource this function to a recruiting agency and let the experts help you find the right talent within your budget and in a timely fashion. Some technology staffing agencies like Powersolv also provide contractual and flexible staffing solutions so that you don’t have to worry about the payroll processing, HR and compliance related tasks for new hires.


When it comes to hiring employees, one of the biggest pain points are employee attrition rates. You want to make sure that the time and money you invested to source, select, hire and train a candidate does not go to waste. Here too, recruitment agencies offer a key advantage. These agencies have their own retention practices and they take care of their workforce. They take accountability for employee attrition and have well-established remediation processes. This means that by outsourcing your manpower requirements to a recruitment agency, you can pretty much stop worrying about employee retention.

Now that we have understood the benefits of outsourcing your staffing process to a recruitment agency, it is important to understand how to select the right recruitment and staffing agency for your organization. Here are some key factors to consider when selecting a recruitment agency:

1. What are your talent requirements?

The first step in selecting a recruitment agency is to know exactly the type of talent your organization wants. You must have a very clear understanding of your current and future staffing requirements which includes the types of positions/roles, skills and experience requirements. Sometimes, what you need is a staffing agency to look at your status quo regarding talent and identifying gap areas which might require plugging. A long-term partnership with a recruiting firm might suit this scenario more. Recruitment partners help you identify future personnel needs and planning ahead for that eventuality. They also help you with your entire recruitment pipeline. Knowing what you need will help you understand your choices and the solutions on offer, and help you in identifying the optimal solution for those specific needs.

2. What Industries do they specialize in?

Once you have a good understanding of your talent requirements, it is time to find a recruiting agency that can help you find and hire talent. Recruitment agencies usually serve a very specific set of industries and sub-industries. Some agencies have capabilities just to fill lower level or basic admin and support positions. Some agencies specialize in finding talent for senior managerial or executive positions. Some agencies specialize in working with specific industries or talent with specific skill sets like tech talent or medical staff. When shortlisting a recruitment agency, you must identify the one that has adequate skills and experience in working with your industry and kinds of positions they have fulfilled in in your industry/domain. If you have requirements for talent in various skill categories or you work for a large organization with various departments that need a vast and diverse pool of talent, it may be a good idea to work with multiple recruitment agencies.

3. What is the recruiting process of the agency?

It is important for you to understand the recruitment process the agency follows. Having a clear understanding of their recruitment process can give you an idea about the success of an agency as your recruiting partner. You may want to avoid selecting agencies that follow similar procedures like yours and tap the same talent pool as your organization’s internal team. To get the best bang for your buck, you want a recruitment agency, which has a unique and well-defined way of hiring and onboarding and has access to a wider talent pool than yours. It’s also a good idea to know what kind of industry recognitions and process certifications they hold. If you are looking for high tech talent, you may want to work with agencies that have CMMI or ISO certifications. This gives an indication about the agency’s process maturity and their commitment for quality.

4. What do their capabilities and past experiences look like?

You should look at the capabilities and experience of the recruitment agency. Looking at the capability statement document can be a good starting point. This document provides you an overview of the recruitment agency’s expertise and experience. Their past experiences can tell you exactly what kind of positions the agency has had an experience of fulfilling and this will also give you an idea of the kind of positions the agency will be able to fulfill for you. You also get to know the quality of services provided, by looking at the duration that the recruiting agency has held their clients.  For example, Powersolv is providing staffing services to many organizations that have been our clients for more than ten years. Many of these organizations are repeat clients and have awarded contracts to us on a regular basis. These parameters go a long way in showing you the level of client satisfaction the agency enjoys and the quality of services you can expect from them.

5. What are the key differentiators of the agency?

When selecting the recruiting agency, you should analyze the key differentiators it brings to the table. The price structure and the service models that the agency offers can also a tell a lot about the kind of financial benefits you can expect by choosing the agency. Also, the technical capabilities of the agency should factor heavily in the evaluation criteria if you want the agency to help you hire tech talent. Sometimes, organizations are tempted to go for the agency that offers the lowest cost solution. However, that is not how you should select your long-term talent acquisition partner. You should consider the agency’s technical capability, their expertise and cost of services.

6. Does the agency provide any additional services?

Many agencies provide additional services in addition to the staffing services you seek. Some examples are, providing candidate trainings and certifications, payroll processing for contract staff they provide, etc. You should consider questions like whether you just want to fulfill the positions, or would you like to use any of the value-added services. There are many other additional services that a staffing agency can provide, and it is always a good idea to factor these additional services when evaluating an agency.

7. How high does the agency score in terms of market knowledge?

A good staffing agency is a long-term partner for your organization. A good agency will proactively try to identify problem areas and resolve those issues with the latest and best possible solutions available in the market. Evaluating their technical knowledge and availability of high-quality tech manpower at their end is also important. This means that the staffing agency can suggest the right solution when you face a problem. You should review the experience and expertise of the agency and try to find out how much the agency has stayed up to date in their area of expertise. A proactive solution provider is always better than a reactive entity.

As such, the choice of a staffing agency should not be taken lightly. The way a staffing firm handles your requirements and engages with you can assure you that they have a proper strategy in place for hiring efficiently. To ensure that you get the best out of your partnership with a staffing agency, be careful to spend time and give due consideration to all the above factors and then select the right agency to end all your staffing woes for good.

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