FAQ

Not all recruiting and staffing companies work with all industries or types of businesses. Therefore, one of the first questions that you need to answer for your potential candidates (and clients) is what kind of industries and companies you do work with. This will help you not only define your brand but provide people with insight and give you a chance to pitch your expertise in the areas that you do serve. 

You’ll also want to use this to discuss whether you offer long-term contracts, temp work only, or other types of assignments and jobs. People may have a preference or specific interest when working with staffing and recruiting agencies. Let them know whether you meet their needs or not. Even if you don’t, they might stick around just because you do have a lot to offer and you didn’t waste their time. 

Again, all staffers and recruiting companies are a bit different and may have different terms or offerings. Therefore, on your FAQ page, you’ll want to cover everything that your audience needs to know about temporary work or recruiters. Contract jobs are tricky and come with their own terms. Some people will still expect you to be able to answer this question, though, so be sure to include it so that you can explain how it’s just not reasonable. 

You could list that you offer positions with 30- and 90-day assignments, 6- and 12-month contracts, and even the potential for ongoing work or an in-house full-time position if you work with clients that offer that. Whatever you provide, this is the place to list it, but advise people that there’s not really a “typical” assignment or contract. 

Many staffing agencies today work with companies that offer temp-to-hire contracts or the potential for long-term employment. A lot of employees are looking for this, specifically, and will not want to waste their time with agencies or firms that don’t provide those connections. Make sure that you explain not only how your permanent placements work, but also the various options you have for them, including the fact that sometimes, a placement just goes so well that the company outright asks to hire the employee on, so there’s always the potential for those who seek it. 

If you really do only recruit for temporary jobs or short-term contracts, make that clear for people, as well. 

This is another important answer to provide to people on an FAQ page. In addition to your services or “industries” page on your website (and yes, you should have one), you’ll want to list out every type of staffing solution that you offer here. If you’re a company that works with just about anyone, explain that here. The idea is that you’re giving people easy access to the answers that they need to help them decide whether they want to work with your agency. 

Some clients will want to know where their candidates are coming from. In the case of executive positions or those that require specific training and education, it helps to know that the candidate pool is sourced from a good place. Employers often don’t want to work with staffing agencies that hire anyone off the street, or who don’t try to place people with companies that fit within their skills and experience. As much as you’re selling to your candidates, you’re also selling to clients, so make sure they know you have effective methods for finding top talent. 

Again, companies want to know that they are getting candidates that are well-screened and going to perform well for the position. Having recruiters or staffing agencies pre-screen candidates can save companies a lot of money when it comes to in-house onboarding costs. Candidates may also ask this question wanting to know what to expect, so provide an answer that everyone can appreciate and benefit from. 

If you handle things like background checks and drug testing, list that here because many employers will appreciate someone else handling that for them. 

This is another one that’s important for both employees and employers alike. Time. Everyone wants more of it and no one seems to have enough of it. When you are working in this industry, you need to have streamlined processes for getting candidates from the starting point to a placed position. Your clients and candidates alike will appreciate it when the process is quick and simple. It may also help people learn when to post jobs, when to apply to jobs, and what to expect throughout the process.