PROCOM WINS CLEARLYRATED’S 2023 BEST OF STAFFING CLIENT AND TALENT 5 YEAR DIAMOND AWARDS FOR SERVICE EXCELLENCE 

best of staffing

PROCOM WINS CLEARLYRATED’S 2023 BEST OF STAFFING CLIENT AND TALENT 5 YEAR DIAMOND AWARDS FOR SERVICE EXCELLENCE 

            Diamond award winners have won the Best of Staffing award for at least 5 years
         in a row, consistently earning industry-leading satisfaction scores from their clients
                                                                             and placed talent. 

TORONTO, ON – FEBRUARY 9, 2023– Procom, a leading staffing agency, announced today that they have won the Best of Staffing Client and Talent 5 Year Diamond Awards for providing superior service to their clients and candidates for at least five (5) consecutive years.  

ClearlyRated’s Best of Staffing® Award  winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients and candidates for the past 8 consecutive years.  

Procom received satisfaction scores of 9 or 10 out of 10 from 76.6% of their clients, significantly higher than the industry’s average of 46%. Procom received a Net Promoter® Score of 71.7% from their clients, significantly higher than the industry’s average of 31% in 2022. 

“Procom works hard to make service a priority and we are proud, and honoured, to be recognized for the meaningful work we all create together. The team was ready for a busy 2022 after the market took off in 2021, but we never thought about changing our focus on quality service and transparent communication,” says Wendy Kennah, Procom’s Vice President of National Recruiting.   “As our team celebrates the recognition from the industry, we know that there were areas where we fell short of the standards we have set for ourselves, and we will look to find ways to improve our communication and service levels to meet those high expectations.”

On average, clients of winning agencies are more than 70% more likely to be completely satisfied and candidates who have been placed by winning agencies are 80% more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

“I am pleased to introduce the 2023 Best of Staffing winners alongside their validated service ratings on ClearlyRated.com,” said ClearlyRated’s CEO, Eric Gregg. “These firms have demonstrated a remarkable commitment to delivering amazing experiences, despite another year of upheaval and macroeconomic uncertainty. Hats off to these service leaders – it’s truly an honor to recognize and celebrate their achievements.” 

About Procom 

Procom is one of North America’s leading staffing and contract workforce services providers. A privately held company, Procom is deeply committed to continuous growth and improvement to the benefit of our Clients and our Consultants. 

Successfully meeting the needs of Fortune 500 clients since 1978, Procom has 14 offices across North America, with over 15,000 skilled professionals currently on assignment.   

About ClearlyRated 

Rooted in satisfaction research for professional service firms, ClearlyRated utilizes a Net Promoter® Score survey program to help professional service firms measure their service experience, build online reputation, and differentiate on service quality. Learn more at https://www.clearlyrated.com/solutions/

About Best of Staffing  

ClearlyRated’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients, placed talent, and internal employees. Award winners are showcased by city and area of expertise on ClearlyRated.com—an online business directory that helps buyers of professional services find service leaders and vet prospective firms with the help of validated client ratings and testimonials. 

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Contact 
Wendy Kennah, Vice President National Recruitment 
p. 416 805 2943
e. [email protected]

Working with a staffing agency? Get the merits of intake calls for recruitment

staffing agency intake calls

Hiring managers often avoid intake calls with their organizations’ staffing agency, in part because intake calls can feel like added time when time is of the essence. 

But successful intake calls aren’t painful or time-consuming. They’re brief, informal and focused on subtleties beyond the hiring timeline and the information contained in job descriptions. And, as a recent Society for Human Resource Management commentary observes, they set the stage for ongoing communications that contribute to efficient talent acquisition and workforce management processes. 

Intake calls help organizations’ talent sourcing partners better understand each client’s needs and goals to ultimately identify and present candidates who are optimal fits.  

The following is a closer look at how intake calls benefit organizations and sourcing agencies and how hiring managers can prepare for intake calls with their recruiting partners. 

Intake calls: unlocking the intangibles 

Intake calls help talent acquisition agencies gain a deeper understanding of precisely what skills, knowledge bases, and personal traits an organization seeks in candidates. Consider how the information that may arise during an intake call contrasts with the details in a job description

A job description contains the essentials about a given role but lacks the nuances that emerge from a personal connection. These nuances may be related to skill sets, project particulars associated with a certain position, or desired characteristics that apply to a specific role (such as “collaborative” or “self-motivated”). 

Intake calls allow your direct sourcing partner to ask questions that help them identify whether specialized skills not mentioned in a job description may be beneficial. Or whether the talent will be assigned to a specific project for which advanced experience would be advantageous. Or whether a candidate who thrives working independently would be better suited for a role than a candidate accustomed to cooperative work. 

A job description defines a role’s necessary skills and inherent responsibilities. An intake call offers an opportunity for sourcing partners to read between the lines and learn what organizations can and can’t live without in their talent. 

Intake calls and rate clarification 

Intake calls also present the chance to clarify and revise the bill rate, which includes the talent pay rate. This discussion can be especially productive when organizations seek contingent workers or contractors instead of regular, full-time employees. 

When working with a talent acquisition partner, many organizations consider the overall maximum bill rate but not what the talent is actually paid from that amount. If the pay rate for a defined position doesn’t align with the fair market value for the skills and experience the job demands, the intake call is a good time to make appropriate refinements. 

In today’s fast-paced, talent-centric labor market, where speed-to-hire is a driving factor in engaging top talent, many hiring managers are working with outdated rate cards or lack rate cards for new and emerging roles. Some compensate for this by agreeing to overspend on talent; others lose out on qualified candidates because their target rates and pay caps are too low. 

A knowledgeable sourcing partner can help ensure organizations pay their talent fairly and within their maximum bill rates. The intake call is an occasion to review a breakdown of the bill rate and make any tweaks to bring pay rates in line with fair market value and the wages of current employees. 

Intake calls foster enhanced value 

Intake calls aren’t just about asking and answering questions that strengthen your sourcing partner’s understanding of your organization, applicable job roles and ideal talent qualifications. They’re about sharing information and building a relationship that augments your recruiting partner’s long-term worth to your organization. 

An intake call permits your talent acquisition partner to gain perspective into your operations and culture that they can utilize in identifying and connecting with the appropriate talent. This perspective yields additional consultative value. 

Circle back, for example, to pay rates. While discussing pay rates for current and future resource needs, a sourcing provider may have recently updated information about the going rates for particular jobs and skill sets that aren’t reflected in an organization’s rate cards or payroll budget. A talent acquisition firm may be able to negotiate lower rates on your behalf or help you find ways to increase pay rates while staying within your maximum bill rate and budget. 

Speaking of future needs, an intake call can also prompt direct sourcing partners to keep an eye out for talent who may be good fits for forthcoming roles. An experienced partner further knows when talent for certain roles or with specific skills is scarce and can help its clients plan accordingly. 

Preparing for an intake call 

Hiring leaders shouldn’t dread intake calls. An effective intake call is concise and conversational. 

Intake calls require minimal preparation from hiring managers, though there are a few key factors that can promote a profitable discussion: 

      • Know your budget: Even if your organization hasn’t established firm pay rates for roles, know your maximum bill caps and the overall budget for the positions that need to be filled. 

      • Know the duration for the positions in question: Do contingent worker or contractor roles have definitive concluding dates or are they open-ended? 

      • Know the work model: If not indicated in the job description, be ready to verify whether a position’s work model is in-office, remote, or hybrid. Likewise, it’s crucial to establish if new hires will be provided with any equipment necessary for their jobs or if they are expected to supply their own. 

    Finally, hiring leaders should make a list of any questions they have about the sourcing process, candidates or resource availability. Working with a talent acquisition provider shouldn’t be a transactional process but a human affair that benefits all involved parties. 

    The Re-Imagined Recruitment Playbook

    We have captured hard won lessons learned across thousands of worker hiring engagements by our team of professional recruiters and distilled them into practical ideas that you can start using immediately. The Re-Imagined Recruitment Playbook is a step-by-step guide to help source, screen, select, onboard and retain talent in the New World of Work.