Hiring Workers in Exchange for Add Spots

[George K.]

My blog Rootz Web Design has just opened and is hiring workers to do the following jobs...

1x-----Advertiser
1x-----Designer
3x-----Support Team

The advertiser basically helps advertise for Rootz. The designer helps design images for Rootz. The support team works on answering emails.

Designers get a 467x60 add spot, designers and support team get a 121x122 add spot. You can keep the add spot as long as you work for us!

Please contact me at falchooa@gmail.com to work for us.

Thanks!

[Service]

HI guys

No manager I know would argue with either of the above statements; they’re common knowledge, no-brainers. But if they’re true, then why is it that so many companies regard (and treat) their staffing firms as anything less than professional business partners?

I’ve worked with a lot of corporations to develop and implement successful contingent workforce strategies, and I think there are two answers to this question:

1. Most corporate hiring managers have been badly burned at least once by a staffing firm feeding frenzy, i.e., firm(s) that act more like sharks than trusted business partners.
2. Corporations think of staffing firms as disposable and interchangeable (because they haven’t made the effort to cultivate a positive, meaningful business relationship with their suppliers).

But developing business partnerships with preferred staffing suppliers can result in many, many benefits to your company:

Hard cost savings. A trusted relationship with preferred staffing firms lets you negotiate and standardize rates across skill categories. The firm will most likely offer “preferred customer” rates, and you may also be able to negotiate volume and early pay discounts.

Soft cost savings. These are savings that aren’t really “real money” in the quantifiable sense, but still real and tangible benefits in other ways. For example, every day that you go without filling a critical spot is a day that products and services don’t get out the door, losing money and competitive advantage for your company. Developing a good relationship with a staffing firm almost always increases the chance that the right resources are delivered for your open reqs in a timely manner at the right price.

You’re more likely to have dedicated account managers who understand your business requirements and don’t inundate your company with inappropriate resumes and candidate. These waste your managers’ time, and that costs your company real productivity dollars.

In addition, you enjoy consistent fulfillment of contractual obligations such as background checks, candidate qualification verification, invoicing, payment and reconciliation accuracy, etc., because the firms know the rules. It costs your company money to chase paperwork and sort through a quagmire of screwed up staffing firm invoices.

You also reduce legal risks due to policy violations. Your firms will better understand your rules, and are less likely to do damage to your brand.

Finally, simply streamlining inefficient, redundant processes carries its own benefits. A lean, clean machine is a cost-effective machine.

There are lots of tools out there that can help you streamline and improve staffing firm relationships (and you’ll find several at HotGigs.com). But there’s no substitute for old-fashioned relationship-building.

In my next post I’ll offer some of my favorite ways to build staffing firm relationships. If you’re already doing it, I’d welcome hearing from you. What problems have you encountered? What benefits (or issues) have you seen when developing closer ties to preferred vendors?


























































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