Because the staffing and recruiting world is so highly competitive, speed is king and business ethics can sometimes get thrown to the wind
Bohemia, NY (PRWEB) May 7, 2010
The competitive hiring environment shared by job-seekers, staffing agencies and hiring companies is riddled with inefficiencies and ethical transgressions. There is no doubt that speed and efficiency are important factors when meeting human capital needs by using staffing vendors, but so are quality, transparency and business ethics. The framework of the pre-hire environment that companies share with their staffing vendors has two sides. The hiring company is on the demand side and the staffing agencies are on the supply side. Current solutions are demand side focused and remarkably inefficient because the burden of the cure resides in idealistic policy and vendor punishment rather than prevention. Even organizations that have adopted a MSP (managed services provider) or VMS (vendor management system) model are subject to the afflictions of the blind and double submittal; neither the MSP nor the VMS offer anything to address the problem in an effective manner or provide a supply side prevention solution.
“Because the staffing and recruiting world is so highly competitive, speed is king and business ethics can sometimes get thrown to the wind,” said Todd Meyers, VP of Business Development for SubmittalCheck.com. “This often results in blind submittals of resumes and double submittals of resumes—neither of which benefits companies that use staffing agencies eager to get positions filled.”
The secret to the successful development of an efficient supply side prevention solution is rooted in the refinement of a traditionally passive role in the typical staffing agency/hiring company relationship – the jobseeker. By re-defining the role of the jobseeker to that of an active participant, all three interested parties, the jobseeker, the staffing agency and the hiring company can be on the same page.
Born out of the need for transparency, Submittalcheck is a digital handshake between a recruiter and a jobseeker. It empowers, validates and clarifies relationships and robustly tracks activity on the supply side in the pre-hire space. Through the introduction of SubmittalCheck’s candidate authorization feature, an organization that works with staffing agencies gets three distinct benefits within the vendor-pay prevention solution – the elimination of blind submittals, the absolute prevention of double submittals because of a system-generated shared key assigned to every requisition and an environment of unconditional transparency and inclusion because it brings the jobseeker themselves into the process of resume submission. The technology and method behind SubmittalCheck is patent pending; the solution it presents plays out with an understated, logical simplicity. The staffing agency gets third-party verified right–to-represent certification, the jobseeker gets full disclosure and the hiring company gets a better pre-hire space with effective, efficient, rules of engagement.
“The key component is a candidate authorization element,” said Meyers, who is also one of the inventors of the patent pending technology. “This requires candidates to authorize the submission of their resumes and rules out those who have already found other jobs or are not interested in a particular company. It also includes ‘sole-right-to-represent’ documentation, stating the job-seeker won’t work with any other staffing agency, thus eliminating the risk of double submittals.”
SubmittalCheck is free to businesses that utilize staffing agencies and jobseekers. Staffing agencies pay a nominal per submittal fee to obtain sole right to representation from their prospects, as low as $1.95 each. Every new staffing agency account gets 5 free credits to get started.