Is your staffing agency looking to recruit temporary workers for your clients and need a reliable and efficient system to keep up with the demand? 2018 saw the demand for temporary workers reach an all time high and it’s not slowing down. Fear not, because the recruiting technology in today’s age are plentiful such as the Applicant Tracking Systems (ATS) which has become popular in the recruiting world. The truth is, the ATS technology was not even designed with the hourly candidate in mind. Almost 90% of hourly candidates do not have a resume, so why adapt to an application that requires one? There are flaws to the system that may hurt temporary staffing agencies more than it helps.

Here, we have outlined the key characteristics of a good recruiting technology and how it can help attract and retain candidates for temporary staffing agencies:


Currently, more and more organizations are thinking employee-first and this starts with ensuring a positive candidate experience for all applicants. For this reason, we must always keep in mind that the recruiting process should be efficient for the agency but also its potential candidates.

Temporary workers are always on the go, often applying during the limited time they have in between work assignments. Do not overcomplicate the system and have candidates login to a system and answer lengthy repetitive questions. A good recruitment technology is a short and straightforward process. The shorter your application is, the more user-friendly it is.


Convenience is becoming a leader in today’s society with people relying more on their mobile phones to communicate and yes, apply for work. Temporary workers are no exception. They carry their mobile phones with them as much as their safety gear. However, when using a traditional ATS, email and phone calls are the method of choice. So, why use communication tools your candidate will most likely not use?

For many temporary workers, the in-between starting and ending a job assignment is as crucial as having food at the table or not. They are applying to many jobs at once and most likely, the candidate will go to the first job to communicate that they are being considered. A good recruiting technology starts the engagement strategy as soon as candidates have applied, making potential candidates feel their time is respected.


Technology allows the recruitment process to be faster but that does not mean creating shortcuts that may give unreliable results. Hiring an under skilled worker is one step closer to an injury at work resulting in penalties and fines. Why begs the question, how sure are agencies that they are getting quality candidates that are right for the job?

For example, an ATS sources through candidates using keyword technology. This makes it easy for an applicant to manipulate the system merely by using words, or a lack thereof. The system sets limits on which words, formats, and how many characters to use that it sets a trap for qualified candidates to fall in. A good recruiting technology should be able to properly screen and evaluate candidates, matching jobs intelligently to a worker’s skill set with validated credentials.


Let us be honest, the recruitment and hiring process for temporary workers is not only a lengthy and tedious task for agencies but for candidates as well. For this reason, it’s essential to keep candidates and employees in mind when adapting a new technology. Empowering and uplifting a potential candidate is not only beneficial to their morale but for the agency reputation as well.

Recruiting technology should empower candidates by encouraging them to embrace new technology, not leaving them in the dark, and ensuring that their applications go through an evaluation process that is determined by their skill set and not by limitations set by a system.

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