How to Streamline Temp Recruitment Processes for Increased Revenue

In the temp and contract recruitment world, recruiters often end up being stuck in the old ways of doing things because that’s how they’ve always done them – and they are drowning in piles of candidate records and new roles, without the time to think about how to make the most of them. Did you know that 67% of agencies have massive time savings thanks to adopting new technologies, but only 8% actually incorporate them into their recruitment processes?

The key to achieving growth and revenue increases isn’t finding more clients or candidates but streamlining your current processes so you can do more with less. 

The Challenge 

Temporary recruitment agencies have to deal with a high volume of candidates, roles, and clients at all times, juggling multiple positions for different sites and projects. This means that they are often drowning in candidate records that are not only unorganised but also simply dated, incomplete, and useless, struggling to get candidates to engage with them at all – which then leads to wasting time and money on finding new candidates externally for most of the roles, without ever thinking they could have the perfect match already in their database. 

Being stuck in the same process that involves lots of manual admin work can work for a while but the more your agency grows the more resources you’ll have to waste on managing piles of data you’re dealing with on a daily basis. It’s not only inefficient, it can also limit your growth and revenue. 

Step 3: Streamlined Workflows 

Workflows are one of the most fundamental parts of modern recruitment – and specifically if you’re working with contract and temporary roles. You need automated sequences that manage your candidates when they get a new role, go through the interview process, or are terminated and need to come back into your database. 

One of the most useful things your CRM should do for you is handle the extensions of your candidate's contracts. If you see contracts coming to an end on your dashboard, you can easily extend them with a click of a button which automatically updates all of the relevant candidate and client records around the role.

It not only saves you time from placing a candidate from the start all over again, but also makes it easier to handle any compliance documentation.

Conclusion 

Temp recruitment doesn't have to be a mess of data, clients, and roles if you have the right system to help you manage it all and streamline the processes. Make sure you have a CRM that makes it easy to match candidates with roles and find the top talent within your database first, gets your workflows automated, and makes the paperwork straightforward - and you'll be surprised by how much work you cand handle without overwhelming yourself. 

Putting data at the heart of your
recruitment agency.

Step 2: Optimised Candidate Search

 The next step to streamlined recruitment processes is where it all begins – the search for best fitted candidates and the way you match them with the right roles. There are two crucial aspects a lot of agencies are missing here:

Optimising your candidate search starts with the places you go to to look for new candidates. Most recruiters get a new role and jump straight to writing an ad and posting it to job boards to search for talent. This requires not only time investment but also money which you’re wasting away on advertising each role externally. 

If you dive into your candidate records, you’ll realise you have thousands of potential matches for your new roles without having to spend a single penny searching for them. 

What you need is a CRM that gives you a simple and quick way to filter through your database and find the most suitable candidates for your roles -  after you create a new temp role, create a Boolean String relevant to it and type it into the role's description. Your CRM should give you a complete list of potential matches for this role based on all the role's criteria, including availabilty times, accreddiations needed, rates, and experience. 

After that, create a job advert for the role within your CRM and post it directly to the spaces with relevant candidates. From direct post to LinkedIn and Facebook to sending out a mailshot or an SMS, you can share the role to your created talent pools suitable for the role in seconds.

Another thing to do is to utilise SMS feature within your CRM that allows you to inform them of a new role in bulk or by creating a WhatsApp group where you send them links to roles relevant to their background. The entire process shouldn't take more than a few minutes.

A good temp CRM will give you the ability to handle various roles across multiple sites, projects, and clients – and whilst it is a very manual task for most recruiters, it doesn’t have to be. Your typical recruitment software will keep your candidate records, client data, and available roles in the database. The right CRM should allow you to make task management easier, especially when you’re dealing with a mountain of different data. It should take away from your admin, not add to it. 

Step 1: Building The Right Foundations 

The first step in automating and maximising your candidate and role management is ensuring the different sites and roles for those sites are linked to relevant parent companies. Your CRM should have the option to create links between your companies and specific sites they're recruiting for. This way, you won't have to deal with duplicate candidate and client records and a messy database.

With your roles linked to the right sites and then sites connected with parent companies, you're able to avoid issues with payments and invoicing documents. You simply bill the relevant job site and it automatically goes through to the parent company.