Types of Staffing Agencies

Staffing agencies help companies fill short-term roles. From providing clerical staff or professional consultants to temporary labor during seasonal surges in business.

Step one in hiring a staffing agency is writing and advertising the job description. After receiving applications, the agency vets applicants and selects those best suited for your company.

Contingency Employment Agencies

Contingency employment agencies are companies that specialize in finding temporary employees for temporary jobs on contract basis and are only reimbursed once the position has been filled. Contingency agencies typically collect detailed information from clients before posting the requisition to various sources for candidates to apply to, then assesses candidates to match up qualifications against job requirements. Many specialized firms specialize in specific industries or have professional consultants.

Contingency search firms may be advantageous to businesses when filling multiple positions quickly. Furthermore, they can assist companies with recruiting a larger volume of applicants than they could on their own. On the flip side however, contingency search firms can become an additional burden if recruitment processes are mismanaged.

Contingency search firms offer businesses a speedy solution for recruitment needs. Furthermore, their no-risk fee model can save businesses money; no money changes hands until someone is placed into an interview position. Furthermore, there’s no exclusive contract requirement so businesses can use these firms simultaneously on multiple jobs; though this could send the wrong signal to applicants who see that several recruitment firms are competing to hire them!

Retained Search Firms

Retained search firms are specialized recruitment agencies that provide executive searches for senior-level positions. They charge an upfront fee and work exclusively on behalf of the hiring company for an agreed upon period – this process may take up to 180 days! They’re great for filling roles that require specific skill sets or expertise.

Retained search recruiters partner with your company’s leadership team and HR department to understand the characteristics desired in an ideal candidate, perform more comprehensive market mapping and headhunting exercises, as well as create an enticing go-to-market strategy and promote it to prospective candidates.

Expect to spend significant time interviewing candidates when you hire a retained search firm. Their recruiters will conduct extensive interviews, probing into each candidate’s intellectual capacity, cultural fit probability, career goals 10-20 years out and personal life. As a result, you may receive highly targeted pools of candidates which could prove invaluable for your company – plus traditional recruiting methods may not access industry connections and networks that a retained search firm might access.

Short-term Staffing

Short-term staffing companies offer businesses an effective solution to fill temporary positions quickly. Their services range from providing construction workers and industrial project workers to helping manage businesses manage their workforce more effectively. While some businesses opt to hire permanent employees instead, temporary employees provide greater flexibility.

Temporary staffing agencies offer businesses a valuable service by quickly finding qualified candidates quickly and reducing risks by screening. In many instances, businesses need temporary employees due to reasons like maternity leave, vacations or unexpected absences. Temporary staffing agencies offer both convenience and cost savings by finding these employees quickly and cost effectively for them. Additionally, temporary staffing agencies help their clients reduce risks by screening candidates in advance for them.

Dependent upon their job duties, certain workers may need to attend training or seminars. Although this can be inconvenient for companies, this may be necessary in order to stay compliant with industry regulations. Most temporary staffing agencies take care of this aspect for their clients if needed and if an assignment doesn’t suit an employee they can offer new assignments as necessary.

Temporary staffing agencies offer another advantage by helping to reduce costly overhead expenses. When hiring permanent employees, you must cover their health insurance, 401K contributions, and other benefits themselves – this saves money while making termination easier if necessary.


Staffing agencies are businesses that help job-seekers find work. They connect employees with employers through temporary employment, temp-to-hire, and direct hire services, among other options. Some staffing agencies even specialize in particular industries or trades for your convenience; providing workers with exactly the skills you require for projects without going directly through an employer or agency themselves. Unfortunately, however, many employees may feel uneasy using third-party agencies when searching for permanent jobs.

Temporary staffing agencies are companies that hire short-term employees on an as-needed basis to cover vacations or seasonal increases in workload. Temporary staffing agencies have many benefits for both employees and businesses alike, such as speed and cost-efficiency; it is important, however, to carefully consider all the possible options before choosing one over another.

Temporary staffing agencies are an ideal solution for companies in need of temporary workers for special projects or high-volume seasonal shifts, not only due to providing talent but also taking on payroll and tax compliance for contract employees. Furthermore, flexible terms can accommodate special requirements such as working 24/7 in emergency situations.

Staffing firms have expanded beyond providing recruitment services by becoming outsourced employer of record (EOR). This service offers comprehensive recruitment support from strategic planning to onboarding and evaluation – perfect for companies that lack an internal recruiting and HR department but may prove expensive in terms of recruitment costs.