More than 80% of companies utilize a staffing or recruiting service at some point and that number is on the rise. In the automotive industry alone, it has become standard practice to structure their staff to include up to 20% temporary or “flex” employees to accommodate the peaks and valleys in demand.

Even before the pandemic, one of the greatest challenges facing companies in light industrial industries is “how to find people.” These industries employ hundreds even thousands of employees at their sites and many HR departments are ill-equipped to handle the sheer bulk of the task.

Adding to the challenge, newer or expanding companies tend to embark on geographical challenges. New facilities are often positioned in or near smaller communities due to the availability of buildable space; access to transportation hubs such as interstates and railroads; and financial incentives available. The positioning may have many benefits but then require a more agile approach to sourcing talented and willing workers from potentially a limited pool.

In even the best conditions, recruiting, screening, placing and managing staff often requires several specialized roles working in conjunction. Staffing agencies, have these resources on-site, which allows them to attract and vet out potential employees at a much quicker pace and higher rate of success than a typical HR Manager. Not all staffing agencies are created equal, however. Considerations like track record, industries of expertise, resources and longevity should all be evaluated when partnering up.

The bottom line is that the reduction in overhead, the broadening of the reach into the marketplace for applicants, and the reduction in associated risk by utilizing a staffing agency can possibly be a game changer for today’s industrial companies.