Difference between Staffing & Recruiting companies

Difference between Staffing & Recruiting companies

Recruiting firms are companies that aim to locate job candidates for companies. You may use a recruiting firm to receive placement at your desired job or find staff members for your company. Understanding a recruiting firm can help you determine how you might use one.

In this blog, we explain what a recruiting firm is, examine the benefits of using one, and analyze the dissimilarities between a recruiting firm and a staffing and recruitment agencies edmonton.

What is a recruiting firm?

A recruiting firm is a company that uncovers high-quality and qualified candidates to serve open jobs. This type of company recruits talent for positions in various workplaces. Recruiting firms have databases of professionals seeking a new job and continuously monitor and update these databases as they learn of new job openings and professionals seeking employment. For instance, if an engineering firm has an open civil engineering position and wants to find a professional who meets its standards, it may hire a recruiting firm to see it as the ideal candidate.

This type of company functions in diverse industries, including:

  • Health care
  • Science
  • Business
  • Construction
  • Information technology
  • Customer service
  • Retail
  • Foodservice
  • Media
  • Public relations
  • Art and design
  • Architecture
  • Computer and software engineering

Benefits of recruiting firm

Recruitment agencies can offer you numerous advantages, such as:

It helps find more job candidates.

Recruiting firms usually have permits for an extensive collection of job candidates, so they can discover qualified candidates in all areas and industries and create networks of these job seekers. Staff may locate these candidates through job posting sites, professional networking sites, networking events, job boards, and applications and through contacting people directly. Then, they usually create an extensive database with prospect information for future reference. This allows the firm to develop a vast talent pool to sort through to find candidates for a company.

It’s also common for recruiting firms to have keys to passive job candidates, which are job candidates who aren’t striving for employment but may be a right fit for a company. The firm can support a company in hiring the most suitable person for the role, even if they function for another company.

Saves money, time, and effort

Recruiting firms allow you to save resources, including money and effort, through streamlining the hiring process. These firms often manage all elements of the recruiting process, including making job postings, examining application materials, and executing introductory interviews with candidates. Having an external entity handle these aspects of the recruiting and hiring process takes the work off of the company’s staff. It designates it to those more qualified to handle these processes.

Identifies the most valuable job candidates

Due to the large pool of job candidates, these firms can sort through and identify the most qualified people for the role. This can reduce the number of applications for consideration and keep the interviewing and hiring process organized. Typically, candidate pools consist of professionals who have already undergone interviews and communicated their value to the firm.

Portrays the company well

A recruiting firm may also represent the company to candidates seeking employment. These firms ensure the company is a great place to work and grow. It’s normal for recruiting firm staff to obtain the significance and mission of a company to those desiring employment. This can help job candidates see if it’s a fit for them. These firms often help a company attract the best job candidates by communicating how high-quality the company is.

Knows the market

Recruiting firms are experts in discovering job candidates in all workplace areas. This acquainted these firms with the job market, including details about compensation and advantages provided by the various roles and companies. The specialized knowledge that recruiting firms have allows them to choose the most valuable job candidates and gives you insight into what to offer them to make the company most attractive.

Recruiting firm vs. staffing agency

While people often confuse recruiting firms with staffing agencies, differences make them stand out. These typically include:

Type of employees

Recruiting firms and staffing agencies generally cater to diverse employee markets. Typically, you use recruiting firms to find job candidates for higher-level positions in a company, such as managerial or executive-level roles. Staffing agencies specialize in finding job candidates for lower-level roles, such as associate, administrative, clerical, and entry-level positions. Recruitment firms usually place job candidates for full-time positions with companies, and staffing agencies set job candidates for part-time or temporary jobs.

Employee assessment

Recruiting firms often conduct their assessment of each job candidate they include in the employee pool. The firm may examine candidates’ resumes and portfolios to select their abilities, skills, work ethic, and talents. This can help the firm decide which jobs they’re likely to succeed in and place them in the correct one.

A staffing agency may require candidates to take a skills or aptitude test to determine whether they fit a specific role. For instance, the candidate may take a test specifying they’re talented at assembling objects and making repairs. The staffing agency may then guide them toward available construction or warehouse jobs.

Placement process

With a recruiting firm, candidates locate placement with a company after comprehensive interviewing and examination. The firm tries to learn as much about them as possible to place them in the role that best meets their and the client company’s needs.

A staffing agency generally places any open job candidate in any unrestricted job. It’s important to note that if a candidate shows particular talent in a specific role, a staffing agency may guide them toward that role over another but tries to fill open positions quickly.

Recruitment methods

The ways recruiting firms and staffing agencies find professionals to make up a pool of job candidates differ. Commonly, recruitment firms contain segmented reservoirs of qualified job candidates for distinct fields and industries. The firm may advertise job postings on websites, in professional associations or organizations, and in-field or industry publications to recruit prospects. 

For instance, a recruiting firm functioning for a company that must fill a senior technology consultant role may broadcast a job in a state technology consultant association.

A staffing agency frequently has a pool of people pursuing employment. It may advertise open positions it requires to fill by forming “Help Wanted” or “Classifieds” ads for local newspapers or creating job posts for job posting websites. For instance, a staffing agency may have a reservoir of people digging for work. If the agency determines an open job, it may direct these candidates toward it, as it’s instantly available.


While staffing and recruitment companies edmonton play pivotal roles in the employment landscape, they diverge in their fundamental approaches. Staffing agencies focus on immediate workforce needs, providing temporary or contingent workers to fill specific roles swiftly. On the other hand, recruiting firms concentrate on long-term solutions, sourcing, and vetting candidates for permanent positions that align with a company’s culture and goals. Understanding the nuances between these two types of companies helps organizations strategically leverage their services to fulfill distinct staffing requirements, whether for short-term projects or building a robust, enduring team.




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