Several different people want to know what the benefit is to choosing a staffing or recruiting agency as opposed to finding their own jobs. Fortunately, this is where you excel—selling your business to others. Here’s your chance to show employees all the perks that come from working with your staffing or recruiting firm. You can point out things like the potential for long-term employment, easier access to jobs without having to do all the searching, and more. There are several different perks you could list here, but make sure that you highlight the biggest selling points to show people that you’re on their side in helping them find the best work, no matter what industry they’re in.

Again, companies want to know that they are getting candidates that are well-screened and going to perform well for the position. Having recruiters or staffing agencies pre-screen candidates can save companies a lot of money when it comes to in-house onboarding costs. Candidates may also ask this question wanting to know what to expect, so provide an answer that everyone can appreciate and benefit from. If you handle things like background checks and drug testing, list that here because many employers will appreciate someone else handling that for them.

Many staffing agencies today work with companies that offer temp-to-hire contracts or the potential for long-term employment. A lot of employees are looking for this, specifically, and will not want to waste their time with agencies or firms that don’t provide those connections. Make sure that you explain not only how your permanent placements work, but also the various options you have for them, including the fact that sometimes, a placement just goes so well that the company outright asks to hire the employee on, so there’s always the potential for those who seek it. If you really do only recruit for temporary jobs or short-term contracts, make that clear for people, as well.

Recruitment consultants, also known recruiters and resourcers (who just focus on candidates), are typically outgoing, sociable, organized, good communicators and motivated. They may specialize in permanent recruitment, temporary staffing, executive search (“head hunting”), specific role types (e.g. IT, engineering, accounting, change management, etc.) or be generalists running a “360 degree desk” (managing the sourcing of clients and candidates, recruiting process and achievement of budget gargets) with end-to-end responsibility. To be a successful recruitment consultant there are few top qualities that differentiate average recruitment consultants from great recruiters.

Some clients will want to know where their candidates are coming from. In the case of executive positions or those that require specific training and education, it helps to know that the candidate pool is sourced from a good place. Employers often don’t want to work with staffing agencies that hire anyone off the street, or who don’t try to place people with companies that fit within their skills and experience. As much as you’re selling to your candidates, you’re also selling to clients, so make sure they know you have effective methods for finding top talent.

Aira Fortunes meets each new contractor at the employer site on the day they start to complete and collect all new-hire paperwork. We usually meet the contractor 30 minutes before they meet with their hiring manager and team to go over any questions regarding their payroll process and timesheet questions.