7 Things Professionals Should Consider When Choosing a Staffing Firm

The $130+ billion dollar North American staffing industry is on fire! And with growth they are looking for great talent to join their teams. There is a constant battle for great staffing professionals to join other staffing firms. Candidates are being tugged every which way and sometimes they don’t look at all the facts before joining a new firm. Below are the 6 most important factors to consider when choosing a new firm.

1.    Turnover – We have the best Org Chart tool called Linkedin….use it! Look back over the last year and see how many people left that company. Every staffing firm is going to have some turnover, but if there is an alarming amount of people coming and going in the past year, take note.

2.    The Team – Team is a very important factor when choosing a new firm. You want to make sure you will like the people you will be working for, but you also need to look at their experience.

·      For Recruiters – Look at the amount of sales experience and tenure the Account Managers/BDM’s have in the industry. How much have they bounced around? How long have they been in the industry? How long have they been selling in one particular vertical? As a recruiter, this is very important because you are relying on your sales executives to bring in jobs for you to work on.

·      For Account Executives – Just flip what I said above. How much experience does the recruiting team have? How long have they been at the company?


3.    Leadership – Do you have a mentor/boss readily available when joining the company that will help you achieve your goals? They say people don’t leave a job because of pay or company, but because of their manager.  Make sure it’s someone you can work for and will be aligned with your goals.

4.    The Accounts/Company – Most staffing firms won’t tell you what accounts they have and who they are currently working with, but it is important to find out how much of the business is contingent or exclusive business. Do they mainly work on VMS orders? How many job orders are currently there? What is the company currently bringing in per month? How much growth have they had in the last few years? What plans do they have in place for future growth?

5.    Metrics/Management –

  •  Metrics - When candidates hear metrics, you see them squirm a little bit. Metrics shouldn’t create fear in staffing. Metrics keep us focused, ensuring we stay on the right path. Metrics provide the framework to show you where you went wrong for the month, as well as to validate that you DID, in fact, have that monster month. You want to ask what is expected of you. How many calls/appointments do you need to make a week? How many submittals? How many placements? How many new orders? Etc. etc.
  • Management - How many meetings are there each day? Each week? Excessive meetings a day/week checking in on your progress cuts into the time you should be spending reaching out to more candidates/hunting down new business. Numerous meetings in a week/day signals a culture of micro-managing. If you are one that wants to stay away from that kind of thing, then this is a definite red flag.

6.    Room for Growth – Do you plan on staying in a producing role or do you want to move into a lead/managerial role at some point?

7.    The Commission Plan/Base – How does this role’s commission plan/base stack up to your current role? Perhaps commission is less than your current role, but the base makes up the difference. What is the commission structure? Is it capped? Bucketed? Tiered? Flat? Are you on a low base plan but high commission plan?

**I put commission/base last on the list for a reason. One of the biggest mistakes I see staffing professionals make when choosing one staffing firm over another is the bigger base salary. Sure that’s more money in your pocket and you have to keep up a standard of living, but too many times do we see staffing professionals leave after 6 months to a year and join another firm. Why? They didn’t consider the other important factors above. In any sales job, base salary is only a piece of the pie when comes to your W-2.  Always look at compensation holistically and don’t outweigh base.   

This post was written by Matt Cheij, a recruiter for Spire Workforce Solutions. 

*Interested in exploring new opportunities in staffing? Come kick the tires with us and see if we have anything that would be a good fit for you! mcheij@spireworksolutions.com

Kate Jacoutot

Spire Workforce Solutions, 5575 Peachtree Dunwoody Road Northeast, Building C, Suite 240, Sandy Springs, GA, 30342, United States