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3 min read

What Are the Key Indicators for Assessing Staffing Agency Candidates?

What Are the Key Indicators for Assessing Staffing Agency Candidates?

Regular performance evaluations for employees hold undeniable importance, impacting productivity and overall growth. This significance amplifies when collaborating with a staffing agency. These evaluations not only enhance internal operations but also offer crucial insights into your talent acquisition services. They contribute to a deeper understanding of your workforce requirements.

Moreover, while business leaders naturally anticipate a staffing agency’s assistance in sourcing and placing qualified candidates, the question arises: How can they gauge the success and caliber of a candidate?

In this edition of nSider, we spoke to Steve McNamara, Director of Talent Delivery at nTech, about the metrics and key performance indicators (KPIs) that staffing agencies implement to ensure success and how this should be a collaborative measure to help align with the client’s objectives.


How can you ensure success and quality through candidate assessments?


According to McNamara, “Assessing candidate success and quality is crucial as it ensures the right fit for both the role and the company culture. It minimizes turnover costs, enhances team productivity, and sustains client-staffing agency relationships. Evaluating candidates’ skills, experience, and cultural alignment helps deliver optimal placements, fostering long-term professional growth and overall organizational success.”

From McNamara’s assessment, we can see that there are four succinct advantages that can be leveraged through candidate assessments because they:

  1. Determine a cultural fit
  2. Improve retention
  3. Benefit the candidate by defining a path for professional growth
  4. Benefit the organization by motivating and engaging the workforce


People jumping of joy outside


What are the key indicators for evaluating a candidate's performance and cultural fit?


Performance evaluation encompasses a variety of metrics that collectively form a comprehensive candidate assessment. As such, the significance of candidate assessments should never be minimized.

McNamara says "Indicators like job-specific skills, project completion rates, client feedback, and cultural adaptability provide objective insights. These indicators enable staffing agencies to gauge how well candidates meet job requirements and align with the client’s needs. Data-driven assessment enhances decision making, leading to successful placements and lasting partnerships.”

McNamara also provides insight into some of the metrics used in candidate assessments, including “project completion time, accuracy, productivity, alongside qualitative factors like communication, skills, teamwork and adaptability.”

To distinguish qualitative and quantitative assessment, McNamara explains, “Qualitative metrics provide concrete data on task execution, efficiency and output. Qualitative captures interpersonal dynamics, cultural fit, and soft skills critical for team cohesion. A balanced approach ensures a comprehensive assessment, guiding staffing agencies to place candidates who excel both technically and socially, optimizing overall success.”


Why is feedback from candidate assessments so important?


When working with a professional staffing agency to build a winning team, providing staffing agency partners with sufficient feedback goes a long way.

As Director of Talent at nTech, McNamara has unique insight, stating, “Gathering client feedback on a candidate’s performance provides valuable insights into real-world job compatibility. It validates the candidate’s alignment with the client’s expectations, enhancing accuracy in future placements. Direct client input highlights strengths and areas for improvement, fostering continuous improvement in candidate selection and sustained client satisfaction.”

By working with sufficient data and metrics, staffing agencies can develop a complete picture of your organizational needs, which helps with developing consistency and improvement in placements. It also benefits your organization. As McNamara notes, “Accurate placement based on quantifiable skills and qualitative fit reduces the risk of early turnover.”

Moreover, determining the cultural fit of candidates for your organization can take time, but it is also incredibly important. “Cultural fit and team dynamics are pivotal for a candidate’s triumph. A candidate who meshes well with a company’s culture and enhances team synergy brings a vibrant energy to the workplace. They foster collaboration, boost morale, and ignite innovation.”

So the question remains: should the candidate have input in the assessment process, and how can their job satisfaction and engagement be measured? “Soliciting feedback from placed candidates is vital.” Says McNamara, adding, “Candidate feedback not only enhances agency-client relationships but also fosters continuous improvement in matching candidates with roles that truly resonate.”

To measure job satisfaction engagement, McNamara recommends “Tools like the Net Promoter Score (NPS), where candidates rate their likelihood of recommending the agency. Additionally, regular surveys can gauge their overall experience, role alignment, and growth opportunities.”


People collaborating on work

How can you ensure continuous improvement in candidate selection?


When seeking someone with the right skills and cultural fit for your organization, McNamara points out specific areas for ongoing assessment:

  • Integration of client feedback and NPS scores
  • Prioritize ongoing training, bolstering soft and technical skill sets
  • Cultivate a learning environment to adapt to evolving job requirements
  • Collaborate closely with clients to grasp shifting needs

For McNamara, synergizing these practices is important “To enhance candidate alignment, elevate placement quality, and foster enduring agency-client collaborations.”

If you are interested in partnering with a staffing agency to build winning teams and reinvigorate your workforce, look no further than nTech Workforce.

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