Today’s labor market evolves more rapidly than ever before. The relationship you have with your staffing partner can make or break your business. Simply sending warm bodies has never been ideal, but now it can be even more costly. To truly thrive, you need a partner who understands your unique challenges, anticipates changes in the workforce, and tailors their strategies to meet your specific needs.

Not all staffing companies are created equal, and the wrong choice can lead to inefficiencies, high turnover, and missed opportunities. How can you be sure your staffing partner is up to the task? It’s crucial to ask the right questions—questions that dig deep into how they operate, what they offer, and how they will help you succeed.

This guide presents the 10 essential questions you should ask your staffing partner to ensure they’re the right fit for your business. Each question is designed to help you uncover critical insights, from their approach to recruiting and retention to their understanding of your industry-specific needs. You’ll have a clear picture of what a true staffing partnership should look like and the confidence to make the best decision for your business.

1. What’s Changed in the Workforce?
2. How do you sell jobs beyond pay?
3. How do you screen for industry skills?
4. How do you ensure cultural fit in hires?
5. How do you adjust when talent is scarce?
6. How do you manage large headcounts effectively?
7. How do you handle daily workplace challenges?
8. How do you minimize turnover and costs?
9. How do you maintain morale and cultural fit?
10. How many employees use your benefits effectively?

• 6. How do you manage large headcounts effectively?
• 7. How do you handle daily workplace challenges?
• 8. How do you minimize turnover and costs?
• 9. How do you maintain morale and cultural fit?
• 10. How many employees use your benefits effectively?

What’s Changed in the Workforce?

Are You Prepared for the Next Big Shift?

Your partner can say:

“We’re familiar with the workforce trends and can adapt accordingly.” 

However, familiarity with trends isn’t enough when the workforce can shift on a dime. Consider how quickly the labor market was upended during the COVID-19 pandemic, or how a sudden economic downturn can lead to widespread layoffs and hiring freezes.

 If your staffing partner isn’t equipped to respond rapidly to these sudden changes, you might find yourself struggling to fill critical roles or retain key employees.

To thrive in this ever-changing landscape, it’s not enough to follow the latest trends—you need a proactive strategy that anticipates potential disruptions and positions your business to adapt quickly. Without this foresight, your company could be left scrambling when the next big shift occurs.

Staying Ahead in a Dynamic Workforce

At Ōnin, we recognize that the workforce is in a constant state of flux, and we’re prepared to help you navigate these changes with agility and confidence. Our approach goes beyond simply reacting to trends; we focus on anticipating shifts in the labor market and developing strategies that ensure you’re always one step ahead. 

Whether it’s adjusting wage offerings, tapping into new candidate pools, or rapidly scaling up or down based on market conditions, we provide the flexibility and foresight you need to maintain a strong, resilient workforce.

By partnering with Ōnin, you’ll be equipped to not only manage the workforce as it stands today but also to adapt quickly when the next big shift inevitably comes. This proactive approach ensures that your business remains competitive and capable, no matter how the labor market evolves.

How Do You Address Our Industry-Specific Skill Requirements in Your Screening Process?

Is Your Staffing Partner Just Guessing?

Is your staffing partner relying on resume searches and interviews alone to ensure candidates can do the job? This approach might seem sufficient, but it overlooks a critical issue: a candidate can claim anything on a resume and say whatever they think you want to hear in an interview. Even worse, if the staffing provider doesn’t fully understand the intricacies of your industry, how can they ask the right questions or evaluate the candidate’s true capabilities? Without a deep understanding of the role, the screening process becomes nothing more than guesswork.

You need a staffing partner who goes beyond surface-level assessments. A partner who takes the time to learn what it truly takes to succeed in your industry, and who develops quantifiable skill assessments to ensure candidates have the ability to perform the required tasks to your standards. 

Without this, you’re left with a staffing process that lacks precision and leads to inconsistent results.

Tailored Screening for Industry Success

At Ōnin, we don’t just fill roles; we build partnerships. Our approach starts with a deep dive into your industry and specific needs. We collaborate with you to understand the details of what makes a successful Teammate in your environment. 

From there, we create customized skill assessments designed to ensure that every candidate we send your way is not only qualified but is positioned to succeed from day one.

This tailored screening process doesn’t just help us find the ideal candidates—it also sets our Teammates up for long-term success, reducing turnover and boosting productivity. With Ōnin, you can trust that your workforce is composed of individuals who are not only capable but are the right fit for your industry.

What Steps Do You Take to Adjust Your Recruiting Strategy When Faced with a Shortage of Qualified Candidates for a Position?

Is Your Staffing Partner Running Out of Options?

When your staffing partner claims,

“We have the best workers in the area ready to go to work right away.” 

…it sounds promising. 

But let’s take a peek behind the curtain: No staffing agency has a team of highly qualified candidates just waiting in the wings, ready to deploy as soon as you sign a contract. The harsh truth is that your next best workers are already employed—likely by your competitors. The idea that there’s a second or third string of workers ready to step in is a myth.

When the stream of candidates dries up, the only solution is to attract workers from elsewhere. This means you need to align yourself with a staffing partner that offers the most competitive and compelling reasons for candidates to join their team—someone who can make your job opportunity stand out in a crowded market.

Outcompeting the Competition with Superior Benefits

No one compares with Ōnin when it comes to attracting top talent, even in a tight labor market. We’ve built the most robust benefits package in the industry, starting with affordable health insurance that includes zero-deductible, $5 copays, and $5 prescriptions. These are real, tangible benefits that make workers take notice.

By providing better opportunities and unmatched benefits, Ōnin is uniquely positioned to help our clients by drawing the best employees away from their current employers and into your workforce. When the candidate pool runs dry, you need a staffing partner who can create an irresistible offer—Ōnin is that partner.

What Is Your Process for Facilitating Communication, Receiving Feedback, and Being Reactive to the Daily Challenges in My Workplace?

Is Your Communication Strategy Truly Effective?

The easy answer is:

“You always have an open line of communication with our team!” 

As a customer, having open lines for feedback is expected, but the real challenges often arise not from communication between you and your staffing partner, but from the communication between you, the staffing partner, and the worker. This three-way communication is essential for ensuring everyone is on the same page and fully aligned on what needs to be done, how it should be done, and why it matters.

However, this vital communication shouldn’t be left to chance. A clear, regimented communication plan is necessary to go beyond job details and to fully integrate new hires into your team and company culture from day one. Without this, misalignments and misunderstandings can quickly lead to disruptions and dissatisfaction.

Building Strong Teams Through Structured Communication

Ōnin’s Nurture the New Hire program is designed to address these communication challenges head-on. We collaborate with you to create a series of structured touchpoints between your supervisors and our Teammates, ensuring that our Teammates quickly and smoothly become integrated into your team. 

This program doesn’t just cover the basics—it fosters conversations around the core soft skills that today’s workforce needs for long-term success on the job. Moreover, it includes action steps to help workers develop these skills and tailor their approach to reflect the values and culture that make your company unique.

By implementing Nurture the New Hire, you’re not just filling positions; you’re building a cohesive team that’s fully aligned with your business goals and culture.

How Do You Manage Turnover by Maintaining High Morale and Cultural Fit?

Is Low Morale Draining Your Workforce?

A common response from staffing partners might be, 

“We ensure our placements are happy in their roles to maintain morale.”

While this is important, it’s only part of the equation. High morale doesn’t happen by chance—it’s cultivated through intentional actions that align with your company’s culture and values. If morale is left to chance, you risk fostering an environment where employees feel disconnected, leading to higher turnover.

The real challenge is maintaining high morale while ensuring that each employee is a cultural fit. This requires more than just occasional check-ins or team-building activities; it involves a deep understanding of what drives your workforce and how to keep them engaged over the long term. Without a systematic approach to nurturing morale and cultural alignment, even the best employees may eventually feel out of place, leading to costly turnover.

Fostering a Motivated and Aligned Workforce

Ōnin resolves turnover by taking a proactive approach to maintaining high morale and ensuring cultural fit. We don’t just place workers in jobs—we integrate them into your company’s culture from day one. Through our Nurture the New Hire program and continuous support, we create an environment where employees feel valued, understood, and aligned with your business goals.

By regularly assessing morale and cultural fit, and taking swift action to address any issues, we help you build a workforce that’s not only skilled but also deeply connected to your company’s mission. This reduces turnover, boosts productivity, and creates a positive cycle of engagement and retention that benefits both the employees and the organization.

Next Steps to Consider:

Staffing isn’t just about filling roles; it’s about finding a partner who can navigate the complexities of today’s labor market, anticipate changes, and provide tailored solutions that drive your success.

As you reflect on the insights gained, consider how your staffing partner is supporting your long-term objectives. Are they proactive in addressing challenges? Are they helping you reduce turnover and build a team that thrives? The answers to these questions will reveal whether your partnership is positioned for continued success or if adjustments are needed.

If you’re confident in your answers, you’re on the right track. If not, it might be time to have a deeper conversation with your partner about how they can better support your goals. Your business deserves nothing less than a partnership that fully aligns with your vision for success.