Understanding recruitment costs isn’t optional anymore. Every staffing agency needs to track cost per hire to stay competitive and profitable. The average cost per hire jumped to $4,700 in 2025, according to SHRM data. That’s a 14% increase since 2019. For executive roles, you’re looking at $28,000 or more per placement. These numbers matter because
Your inbox overflows with candidate emails. Client calls interrupt candidate screenings. Critical follow-ups slip through the cracks while you chase down candidate information. Sound familiar? Most recruiting firms face this chaos daily. The staffing industry moves fast. Firms that still rely on spreadsheets and scattered notes struggle to keep pace. Meanwhile, competitors using modern systems
Finding the right talent while managing risk can feel like walking a tightrope. You want to fill positions quickly, but making the wrong permanent hire can cost your clients thousands in recruitment expenses and lost productivity. Contract to Permanent (C2P) hiring offers a smarter path forward. This approach lets your clients test drive candidates before
Navigating contractor classifications feels overwhelming for staffing agencies. Between IRS regulations, tax implications, and compliance requirements, understanding different engagement models becomes critical for success. Contract-to-Contract (C2C) arrangements offer unique advantages for staffing firms, contractors, and client companies. This guide explains everything you need to know about C2C employment models. Understanding Contract-to-Contract (C2C) Arrangements Contract to
The modern workforce demands flexibility. Contract staffing has emerged as a strategic solution for businesses navigating unpredictable demand and specialized skill requirements. This comprehensive guide explores what contract staffing means for recruitment agencies and how it transforms talent acquisition. What Is Contract Staffing? Contract staffing is a hiring arrangement where businesses employ professionals for fixed
In recruiting, “close” refers to successfully converting a candidate from consideration to acceptance. It’s the final stage where candidates commit to job offers. This term comes from sales terminology adapted for talent acquisition. Closing means securing a candidate’s verbal or written acceptance. It involves overcoming objections and finalizing employment agreements. The close represents the culmination
Candidates present carefully curated versions of themselves through resumes and interviews. Experience claims, education credentials, and employment histories arrive pre-packaged and polished. Yet recruitment agencies stake their reputation on placement accuracy, making verification essential rather than optional. Background checks transform hiring from trust-based guesswork into evidence-based decision-making. These investigations reveal the truth behind candidate claims,
Recruitment without clear target definitions becomes a directionless activity where any candidate might theoretically fit, and every resume warrants consideration. This lack of specificity wastes countless hours reviewing unsuitable candidates, creating job descriptions that attract the wrong audiences, and making subjective hiring decisions based on inconsistent criteria. Candidate profiles provide the foundational clarity that recruitment
Resume screening reveals credentials and experience, but it can’t predict whether candidates possess the cognitive abilities necessary for success in demanding roles. Recruitment agencies face constant pressure to move beyond surface-level qualifications and identify candidates with genuine potential. Aptitude testing transforms hiring from guesswork into science. These assessments measure cognitive capabilities that determine job performance,
Employee departures, promotions, and extended leaves create operational gaps that threaten productivity and team momentum. Organizations cannot afford to halt projects or overburden remaining staff while searching for permanent solutions. Yet traditional hiring processes move too slowly for time-sensitive coverage needs. Backfilling addresses this fundamental workforce challenge. When employees transition internally or temporarily step away,
