The modern world is filled with challenges and opportunities for hiring managers and human resources departments, all aimed at creating a more productive work environment. Labor shortages are one of the most prevalent global problems in recent years, and technological solutions can give you the edge over your competition. Click here for more information about labor shortages.

One such solution is the use of a staffing agency. But what is the difference between a staffing agency and a recruitment agency? The differences between these two types of agencies are many, but the same principles apply.

Employee retention

One of the top priorities of human resources leaders is retaining existing employees. While a large part of this strategy involves finding good candidates, it is just as critical to maintain current staff. Retaining top talent requires a long-term recruiting strategy.

Retention is critical in ensuring a stable workforce and a quality output. Having high retention rates increases employee satisfaction and is crucial for a high-performance workplace. Generally, companies that have a strong employee retention strategy enjoy an edge over competitors in terms of meeting business goals and recruiting new talent.

In addition, successful retention strategies foster higher levels of connectedness among staff, fostering increased employee morale and increasing work productivity. On the other hand, a steady stream of departures from a company can dampen workplace morale, reducing productivity and causing more workers to leave.


Poor management is a major reason for employees to leave an employer. Employees can get together and discuss these issues on online forums like these: Other reasons include lack of career development or culture fit, among others.

High turnover can negatively impact a company’s performance and can cost the company between 12 percent and 40% of its pre-tax income. Many managers and organizations don’t have the time or resources to address the issue in-house, but it is possible to outsource the problem to a specialist. The right third party can help you pinpoint the underlying causes of employee turnover.

If you are a staffing recruitment agency, employee retention is of paramount importance. When hiring a new employee, you take on a huge risk of losing a solid worker. To avoid this, take advantage of the Employee Retention Tax Credit. This tax credit will save your staffing agency money in the long run. If you have a high turnover rate, a new initiative to drive engagement and retention may be just what you need.

Recruiting efforts

The need for qualified employees has become a critical part of today’s business. Recruiting agencies must be prepared to meet this challenge. The key to staying ahead of the talent shortage is to anticipate skill gaps, educate clients, and make proactive recruiting efforts for your clients.

When a client insists on specific requirements in the job description, the agency may have a tough time finding the right candidate for that role. The recruitment agency may attempt to fill all of the job requirements, but if the candidate does not meet all of the client’s requirements, the process becomes counterproductive, and the client is unhappy.


This is why it is crucial for a recruitment agency to communicate with its clients about flexibility in their hiring requirements and how they can meet those expectations.

If you’re facing a talent shortage, consider outsourcing some of your recruiting efforts to a recruitment agency. This type of service allows you to scale up or down your offshore team based on your needs.

Job descriptions

While it is easy to write a job description, the actual process is a bit different. Generally, you’ll start with a list of twenty or thirty duties, refine the list to eight or twelve, and then write a job description around them.

A smaller organization will need a greater variety of listed duties, as a general office manager role may include HR, stock-control, and scheduling responsibilities. Ultimately, however, the number of listed duties should be no more than fifteen to sixteen, but it is always better to be conservative.

Make sure to adhere to employment laws when writing a job description. There are certain rules regarding gender, race, religion, and physical ability that you must follow. If you write a job description for a construction company, you will be breaking the law if you make a discriminatory or racially biased ad.


If you don’t hire the right person for your company, you’re setting yourself up for a lot of trouble and frustration. You can read more about staffing solutions here.  So, make sure your job description is as clear and comprehensive as possible.

It’s important to remember that good help is hard to find. Without qualified candidates, your company could suffer from serious consequences. Managing staffing shortages is a vital component of every organization. You can’t afford to miss out on the right candidate.

Making systems work for you

A CRM system can be used to manage candidate profiles. These profiles can be categorized based on criteria. The system can allow for the agency to customize each barometer to better meet the needs of their candidates.

With the use of candidate relationship management (CRM) software, recruitment agencies can easily track their efforts to fill their open positions. They will also be able to provide an outstanding candidate experience. This can make recruiting easier for both the agency and the candidate.

A good system can help recruiters track interactions with candidates and send hyper-personalized content based on a candidate’s behavior and predefined conditions. The CRM system can also help recruiters avoid sending generic emails and protect their brand. If the candidate experience is positive, 38% of candidates will accept a job offer.

A good candidate relationship management system will help agencies fill open positions faster and with more accuracy. It will help recruiters build custom reports, manage candidates’ careers, and collaborate with other departments. It will also improve productivity and maximize top-line revenue and gross margin. A well-programmed system can help recruiters make better hiring decisions and reduce human errors such as double entry and paperwork.