A bench when used as corporate jargon, refers to having a set of employees who are ready to fill in an open position on demand. It is a term most commonly used by recruiters across industries. Bench employees are a group of potential candidates selected by recruiters for various reasons. Like hiring sideline professionals and understudies to smoothly step into a project without missing a beat. It simply reduces the overall turnover cost to the company and improves brand quality. Most, rather every business must have ready-to-deploy bench employees. Unfortunately, not all companies do. One of the top reasons for it is the rise in job board agencies and consultancies. Another common reason is having lack of infrastructure and insights to maintain the pipeline of potential candidates.
Staffing companies usually have a bench sales team for outsourcing and outplacing candidates on a temporary or permanent basis. According to the research done on the staffing industry by the American staffing association, staffing companies have provided career opportunities for over 13 million candidates post-pandemic in the US alone. Businesses across industries turn to workforce staffing agencies and consultancies to achieve quick turnarounds for accessing and onboarding talent on a requirement basis. Where a candidate is onboarded on the staffing company’s payroll and the company looks for a contract job for the bench employees at a higher salary.
Easily Identify C2C Requirements
Traditionally, bench staffing firms look at thousands of job boards to set up interviews for candidates with potential companies. Where the recruiter gathers all the relevant jobs from multiple job boards and employer sites. Applies for the job on behalf of the candidate, and repeats this process for the rest of the candidates, by segregating them according to the departments and their skill sets. However, time is of the essence for the candidate sitting on the bench, as the company loses on revenue. Gathering relevant job feed data can help the bench sales team by rapidly placing potential candidates and increasing ROI.
Fast forward to the data-centric digital world, where the web data automation space has become fairly competitive. Today we have many solutions in the market to get current and accurate job data feed, like JobsPikr for gathering jobs data and market insights. The tool offers deduplicated and structured job data, which completely negates the long, tedious, and monotonous process of scanning through each job portal for each candidate. You can easily identify corp-to-corp requirements and fill out positions faster and better by swiftly moving towards using the intelligence of machine learning technologies.
Top 5 reasons to use jobs data
Jobs feed data is gathered by extracting web data from portals and company career pages. Where data from multiple job aggregators are integrated as structured and real-time job feeds serving various niche markets. This data helps the bench sales team to build a pipeline and database. Let’s talk about each of these reasons for recruiters use job data in brief.
1. Automate job searches
Recruiters can quickly deploy bench employees by checking real-time accurate data feed where over 2 million job records and postings are scanned every day. Plus, the tool helps to set up automated alerts on searches across thousands of websites, that you can use to place your workforce in the right companies and departments.
2. Search using filters
Save cost on outplacement and severance payments by clearly identifying the job requirement. Use filters to search with categories like job type, title, industry, location, education, and skill set. Also, you can perform a search using the company name and size of the organization.
3. Identify job patterns
Motivate employees by checking out the job markets, prospects, and clients. Identify hard-to-fill jobs and workforce patterns by comparing the current data to historical job data. These patterns predict what’s coming in the future, and identify risks and opportunities that can determine the success of future recruitment processes.
4. Filter jobs using keywords
Use a talent intelligence tool and filter using keywords to identify various job openings. The tool can further filter into company size, employers type, and more, within a predefined date range. You can easily use keywords in the tool to get past routine procedures and narrow down the search. As most corporations receive job postings based on keywords listed in the JD.
5. Get salary insights
Backup your talent management decisions with JobsPikr’s job data feed for identifying salary structures and offerings by companies. Apply these readings to adjust the salary range for corp-to-corp hirings. The jobs data tool also allows users to break down salaries by location, education, and job title for different roles.
Conclusion:
Finding quality employees is not hard if you look in the right direction. Using a search engine for deep queries can only take you to a certain extent simply because of how tedious the job can get. Reading through millions of web pages and shortlisting the jobs can take forever to be thorough and updated. You can reduce costs to the company, and save time and effort by doing a robotic job. Rather, let the bots and AI intelligence take care of automation, scanning, and structuring the jobs data. So that you can concentrate on other aspects of recruiting.
Once we know the importance of having a bench, you will need to know whom to hire and how to keep the pipeline flowing. Managing bench employees takes effort, planning, and a framework. So using a job data platform is the best way to combat our talent management and improve productivity. Sales at the bench is formed by a people-centric team focused to help enterprises and corporations across the world. Using a tool like JobsPikr helps agencies to build resilience and drive people to get recruited.
