TempExperts has taken great pride in our 4.9 out of 5-star Google rating, earned through years of dedication to making exceptional matches between employers and job seekers. Most of our five-star reviews are actually the result (and come from) outstanding candidates who were successfully placed into roles where they could thrive. And that’s the whole point for any staffing agency that is to be trusted. It’s our mission, our commitment, and our creed.
We want to make sure we are not sending a confusing or contradictory message out to all of the candidates that apply with us. So we realize we need to state this truth.
We can’t get everyone a job. That’s not our goal. Or our job.
That may sound blunt, but it’s the truth. It’s also the sign of a staffing firm doing things right. Any credible staffing firm will take the same approach. We’re trusted, in part, because we speak truth.
In this article, we want to explain why we can’t obtain a job for everyone, but also be solutions-oriented to help ALL candidates who engage with us to succeed. Please keep reading for critical advice to help you be the candidate we can place.
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Staffing Firms Don’t Exist to Get Everyone a Job (that would be nice though!)
TempExperts Exists to Make the Right Match
Jobs aren’t handed out. They are earned, by the candidate proving they are the right fit. The best fit. TempExperts is not about making quick hires. We’re about making smart placements. Our ability to make high-quality matches between employers and candidates benefits both parties. We’re hired by our client companies to help them find the best-fit candidates for specific roles. These employers are paying us not only for a service but they are investing trust that we will honor our commitment to deliver top talent that meets very precise qualifications, skill levels, and cultural expectations. When we send a client a candidate that doesn’t align with what a client needs, we lose credibility. The client loses time and money, and the candidate is likely to end up suddenly in a role that isn’t the right fit for them.
Either way, now everyone is unhappy.
This doesn’t mean we don’t value every candidate who comes through our doors. We do. But it does mean we have to be selective.
And that’s not favoritism. It’s professionalism.
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Why We Must Prioritize Our Clients and How That Benefits Everyone
It’s important to remember that staffing firms are only as successful as their last placement. Our clients expect excellence. Not just bodies to fill seats. When we earn their trust by consistently delivering high-performing, professional candidates, it creates more job opportunities in the long run.
If we were to send unqualified, unprepared, or inconsistent candidates, our clients would stop using us. That would mean fewer placements for everyone. And fewer jobs to go around. By maintaining a high bar, we keep the engine running. We help candidates who are ready to succeed get into positions where they can grow and thrive.
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Why Staffing Firms Can’t Guarantee a Job for Everyone
Here are a just few reasons a candidate may not be able to be placed, even if we’ve had positive initial interactions:
Candidate Competition Is Real
Sometimes, several highly qualified candidates are being considered for the same role. Often, only one can be selected. In these cases, even strong applicants may be passed over simply because someone else had slightly more relevant experience, were a better cultural match, a better test score, or were just a smoother interview. It’s a tough reality, but it’s part of a competitive hiring environment.
Not getting picked doesn’t mean you’re unqualified — just that someone else was a slightly better fit for that particular client, team, or timing.
Client Expectations Rule
Even if we believe in a candidate’s potential, clients often have very specific requirements. Sometime that qualification takes the shape of a certification, a software system, years of experience in a particular niche, or even industry familiarity. These are not suggestions; they are hard filters. If a candidate doesn’t meet those requirements, we simply cannot present them. Trying to do so would erode the trust we’ve built with our clients and potentially cost us the relationship.
And a misfire on a client relationship ultimately reduces future job opportunities for everyone in our talent pool.
Skills Don’t Match the Available Roles
We can only place candidates in companies and roles that are actually hiring. If your background, experience, or skill set doesn’t align with the types of positions our clients are currently hiring for, we may not be able to move forward at the present time. It’s not a judgment on your value or capabilities; it’s simply about timing and fit. We can’t place someone in a role that doesn’t exist or does not match what the employer needs. And as much as we would like to, we can’t conjure up a position that matches everyone’s qualifications perfectly.
Interview Performance Matters
Interviews are a pivotal part of the hiring process. We recently received a review where a candidate noted our kindness and effort, but acknowledged that they struggled in the interview. Life happens, and sometimes external stress or distractions interfere with performance. We understand that. However, it’s important to remember that interview outcomes are ultimately decided by the hiring manager. One misstep – poor communication, lack of preparation, or low confidence, can immediately change the trajectory of a potential offer. Unfortunately, we can’t “undo” a poor interview in the client’s eyes. And additional opportunities can be rare, especially when requirements are specific.
Assessment & Testing Results Count
Many employers use technical tests, skills assessments, or behavioral screenings as part of their evaluation process. This is especially true for specialized or high-responsibility roles. If a candidate underperforms on these assessments, it can raise red flags for the employer. Sometimes a test measures specific software proficiency, decision-making, or cognitive ability that is essential for the role. Even if the candidate is capable, failing to demonstrate those competencies in a formal assessment can lead to disqualification. While we can provide encouragement and prep guidance, we cannot override a client’s decision based on test results.
Responsiveness & Follow-Through Matter
Communication and reliability are critical. One of the fastest ways candidates fall out of consideration is by going silent, missing appointments, or failing to respond in a timely manner. Clients move quickly, and when a candidate delays or disappears, it sends a message about professionalism and dependability. Similarly, if documents aren’t returned, calls aren’t answered, or interview prep is ignored, it becomes very difficult for us to continue advocating on your behalf. We want to move mountains for our candidates. But we can only do so when they meet us halfway.
Is it fair when clients don’t do the same? Maybe. Maybe not. The best candidates work to overcome any barriers of fairness, which is a construct open to interpretation. Focused candidates simply do what it takes to be in the best position to be hired. They don’t wait. They are always taking the initiative. The best candidates are focused on what they need to accomplish.
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So How Can I, As a Candidate, Maximize My Chances of Success?
If you’re a job seeker, here’s how to position yourself for the best results with any staffing agency:
Work With Your Account Manager
We get it. You want and maybe even need a job right now. Anxious, angry and frustrated won’t help matters however. Remember, it is the client that controls the hiring timelines and decisions, not the staffing company. Your recruiter is often just as excited for you as you are when you have success. But like anyone else, recruiters most want to work with people that best allow them to help get you to where you want to be. And who understand that the process has constraints.
Be Transparent and Thorough
Be clear about what you want, what you can do, and where you’re willing to compromise. Very helpful for a recruiter to hear these things clearly from you versus having to draw them out. Provide a complete and accurate resume. Be liberal and detailed in sharing availability and preferences.
Stay Engaged and Follow Through
When we reach out, respond promptly. Return calls, answer emails, and show up prepared. Silence or other communication delays can easily be interpreted as a lack of interest. Which may be mean we stop calling. Don’t assume we know what your communication preferences are. We don’t hound candidates and our belief is that communication is a two way street. We need a reason to call you. If we are slower to respond than what you want, be clear about that with us, so we can have the opportunity to work more effectively to meet your expectations. Or find a reasonable compromise. Different candidates have different expectations. It can all be quite difficult to keep track of, without consistent communication and engagement from you.
Take Feedback Seriously
Sometimes we’ll suggest changes to your resume, interview style, or expectations. It’s not criticism. it’s our way of helping you present your best self. And help you reconcile your own hopes and aspirations with the “on the ground” realities.
Keep Improving
Upskill, get certifications, volunteer — anything that shows growth makes you more competitive and more appealing to employers.
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Conclusion
Again, while we’re incredibly proud of our shared successes, we also understand that not every experience will result in a placement. It will probably end in a disappointment. We already know that not every job seeker will leave feeling like things worked out.
We will always strive to treat candidates with respect, professionalism, and care. We strive to never intentionally “ghost” anyone. We also logistically can’t follow-up with every candidate on their preferred timeline. TempExperts has a responsibility to stay focused on where we can make real, lasting placements. And sometimes that means not every candidate moves forward.
If you’ve applied through our agency and haven’t been placed, that doesn’t mean you’re not valuable. It might mean the right role hasn’t come along yet. Or, in self-reflection, it might mean that there are areas you can strengthen to become a stronger candidate. We always welcome follow-up, updates, and continued engagement.
A great staffing agency will do everything possible to make the best matches. However, no agency can honestly say, with candor, they can make every match. That’s not failure — that’s focus. And it’s what makes long-term success possible for our clients, our candidates, and for you.