Key Tips on How To Grow Your Staffing Agency

grow staffing agency

When you’re focused on growing other businesses by supplying them with talent, it can be easy to overlook your own staffing agency’s growth.

But you can’t afford that.

Whether you’re a business that specializes in temporary staffing or permanent staffing solutions, you need to grow to succeed, right?

To help you with that, we’ll highlight everything – from how to prep your company for growth to finding the right clients!

Here’s what this article contains:

(Click on the links below to jump into a section)

Let’s get started.


A. Hire the Right People

You can’t succeed without the right people in the right places, right?

Your staffing company is built around acquiring quality candidates for your clients. But that doesn’t mean you have to spend all your resources looking for new candidates.

Let your placed candidates search the talent pool for you!

Did you know that the latest data says that placed candidates are the number one source of referrals for new candidates?

Just ask your placed candidates to refer you to their network!

This way, you can quickly find great candidates for your clients.

Additionally, as they’re being recommended by people you’ve already placed, you can rest assured that they’ll be good prospects.

Why?

Your placed candidates know the skill-level and competency needed to be part of your staffing agency’s roster. This way, they can quickly make a judgment about whether their recommendation is a good fit or not!


B. Develop a Repeatable Process to Reach Your Candidates

Do you know the most significant challenge staffing firms face in the current market?

It’s maintaining a steady flow of candidates in their pipeline.

To get more candidates, you need to convince them that your staffing firm is the perfect fit. Help them realize that you value their time by providing them with the best career opportunities.

Here are a few techniques to get your name out there and attract more candidates in no time!

1. Sponsor Community Events

When more people in the field know your brand, you’re going to get more attention from them, right?

This is why many business development officers try to involve themselves within the communities of their respective industries. Being a prominent presence in your industry will help prospects view your agency as the best step for their career aspirations.

Don’t be afraid to sponsor the next networking event or conference. This will help your business integrate itself into the core of your industry. Your agency will then be the default recruitment agency for potential candidates!

2. Market Your Business

Marketing your business is key to boosting brand awareness. Here are two ways you can engage in marketing your staffing agency:

1. Content and SEO

One of the most popular marketing strategies is to create content for SEO (Search Engine Optimization). It’s one of the easiest ways to affect the way prospects think and can establish your firm as a thought leader in the industry.

SEO helps your business gain more visibility on search engines like Google. This way, whenever a prospect searches for something, your website pops up with an answer for them!

How do you do this?

Set up a blog and write articles about topics your prospects are interested in. Use keyword research tools to find keywords that fit the recruiting industry and include them in your content.

How does this help?

More job seekers will pay attention to your business once they realize your content delves into the challenges they face. This way, your business will gain valuable recognition and provide interested candidates the information they need to succeed.

2. Pay-Per-Click Ads (PPC Ads)

PPC ads like Facebook Ads and Google Ads are great ways to boost your outreach.

You can use PPC ads to target specific audiences who match your target demographic for candidates.

For example, you can target ads at college graduates looking for jobs. As this demographic clearly fits in with what your agency is looking for, the chances of you attracting talent is incredibly high!

But that isn’t the best part about PPC ads.

With PPC ads, you only pay for each person that actually clicked on your advertisement. This way, you’re not spending large amounts of money on ads that don’t convert!


stand out from competition

C. Differentiate from Your Competitors

Lower rates and talented candidates can bring in more business, but what really makes your staffing company stand out from your competitors?

Exceptional service is the best value proposition you can give your clients. Focus on providing them a positive experience and you’ll find more business coming your way in no time!

Here’s a process on how you can deliver quality staffing services to your clients:

1. Focus On Written Expectations With Clients

Tell them what they can expect from you and what you need from them. By writing these down, you’re showing them that you’re committed to what you say. This will ensure that they trust you more!

2. Request Several Meetings Before You Undertake Anything

Ask your client to provide you with briefing meetings before you undertake any contracts, orders and assignments. This will help your staffing professionals understand the client’s needs better to deliver better service in the long run.

Sure, this can increase onboarding time, but it shows the client that you really care about finding the perfect fit for their needs!

3. Identify The Problems Caused By The Vacant Position

Carefully look at what the client is struggling to get done because of their vacant position instead of just trying to fill it as fast as you can.

Remember, different organizational needs require different candidates.

A sales representative isn’t exactly cut out for a back office analysis job, right?

This will help you give your clients a candidate that’s well suited to their current needs.

4. Ask For Deadlines And Stand By Them

Setting (and abiding by) a due date shows your client that you respect their business. When you set a deadline on your assignment, you promise to deliver on time and reduce the need for any additional client supervision.

5. Involve Everyone In The Hiring Process

So how do you find the perfect candidates for your clients?

By getting the information out as quickly as possible!

Pass on as much information as you can to everyone in your form – from hiring managers to the recruiters. The more people that know what exactly you are looking for, the easier it will be to find a candidate that suits your client’s needs.

6. Share Client Testimonials

The easiest way to stand out among your competitors is by showing them how happy your current clients are.

Share testimonials on your blog and even on social media platforms like LinkedIn. You can also compile a case study or two to give your business credibility on job boards.

Remember client testimonials are still viewed as one of the most legitimate forms of advertising. As you’re not the one talking about how great your company is, people will view it as more authentic.

Testimonials let the world know about the quality of your service and how many satisfied clients you have in your portfolio.


D. Automate Everything You Can

If you want to grow staffing agency performance, you need to cut down on unnecessary costs.
And what better way to reduce costs than automating tasks, right?

Most recruiting firms have looked at automating and accelerating the recruitment process over the last few years.

But there’s still many businesses who haven’t automated their processes yet.

Why should you automate?

Automating mundane and repetitive tasks can give your in-house staffing experts more time to engage in high-level tasks. This way, they have more opportunities to engage in higher level tasks to get more done.

How do you start with this?

Consider starting with automating your onboarding process.

Why?

Most of the tasks are standardized and repetitive, so they don’t necessarily need a lot of hands-on experience.

Your in-house employees can only come in if there’s an issue or a clarification. This way, you’re not wasting time onboarding prospects and have more time to procure new ones!

Once you see the benefits of automating the onboarding process, you can move on to automating other processes to save valuable money and time.


E. Use Productivity Enhancing Tools

While acquiring new candidates and clients is vital, it’s not the only thing you should focus on.

Growing your staffing agency requires a ton of focus and productivity. Your in-house employees can get distracted at times, so it’s a good idea to use productivity enhancing tools to make sure they’re always at their best.

Sure, Applicant Tracking Systems (ATS) and industry-specific software are essential staffing solutions, but they’re not the only tools you should invest in.

Don’t forget to use productivity tools like Time Doctor to maintain high productivity rates at work.

What’s Time Doctor?

Time Doctor is a powerful time tracking tool used by startups as well as major companies like Apple and Verizon. It lets you easily monitor your staff’s activities and track their productivity during work hours. With a powerful desktop and mobile app, Time Doctor can help your staffing professionals stay productive all the time!

time tracking for remote teams

Here’s what Time Doctor can do for you:

  1. Time Doctor is super easy to use so your employees won’t waste time figuring out how to use it.
  2. You can use Time Doctor’s Timesheet Report to track how your employees are spending their work hours to ensure that they’re productive
  3. Time Doctor’s built-in inactivity tracker guards against employees marking idle time as hours worked
  4. The built-in distraction management features deter employees from accessing unproductive sites during work hours
  5. The Poor Time Use report highlights the time an employee spent on unproductive sites and apps. Use it to deter unproductivity at the workplace.

Conclusion

2020 is an exciting time to grow your staffing agency.

There are countless opportunities for you to grow staffing agency performance and acquire more clients and candidates!

Just follow the tips here to take your staffing company to the next level in the staffing industry!

9 Recruitment Best Practices for Staffing Agencies
Premium Vector | Illustration of group of people or office workers sitting  around table and discussing work issues, team working under project.  illustration in flat cartoon style.

As a staffing agency, you need to have a strong recruitment process in place to differentiate yourself in the competitive staffing market and win contracts.

So, how can you make sure that your process is effective and efficient, especially as recruiting continues to be more remote-based?

According to a survey, 51% of recruiters have recently interviewed candidates remotely, with 42% making a job offer remotely. And even though there are now more candidates available on the job market, companies still have problems finding people with the right skills. With hiring moving remotely and skills shortages approaching, staffing agencies need to rethink the way they hire. 

The good news for staffing agencies is, incorporating digital tools like video interviews, pre-employment assessment, and using automation, changes can be made to meet the ever-evolving environment. 

We’re sharing 9 best practices staging agencies can use for recruitment—let’s get hiring!

What’s in?

  1. Focus on clients’ specific needs
  2. Set a clear timeline
  3. Design a virtual recruitment process
  4. Employ online assessments
  5. Match candidates to the right roles
  6. Use automation
  7. Keep your candidates engaged
  8. Maintain your talent pool
  9. Use data to optimize your process

1. Focus on clients’ specific needs

The first step to recruiting the right people is knowing exactly the type of employee your client needs. 

Ask your client:

  • What is the role about?
  • What are your requirements?
  • What is your budget?

Asking some simple questions at the start of the recruitment process can shine a light on what your client is looking for. You can then use this information to determine the best recruitment strategy for each role.

It’s important to remember that some clients will have different needs for different roles, which you can help them understand. For example, some roles will require recruiting candidates that have a certain level of specific skills and experience, while others will focus on broad abilities like conversational skills.

To prepare your staffing agency for this, you should create a flexible recruiting process that lets you build in specific client needs, like skill tests, and add in extras like background checks if you need to.

2. Set a clear timeline

You don’t have to have a day-to-day plan for each stage of the hiring process.

But what you do need to do is be realistic and set a clear timeline and deadline. This is important not only to keep your staffing agency operations organized but also for your clients. Adding a timeline into your process means your client will have a date in mind for when you’ll have a candidate in place, which will give them confidence in your process.

And if there are any delays in that process, make sure to communicate them to your client immediately.

The easiest way to establish a timeline with your client is to figure out when they need the job’s start date to be. Once you have a start date, you can build a recruitment process backward from that day. For example, if a client needs a role filled in 8 weeks, you can use that data to map out a timeline like:

  • Sourcing and pre-employment tests to happen in 3 weeks 
  • First round of interviews in 4 weeks
  • Second round of interviews in 5 weeks 
  • Onboarding and training in 6 weeks

Mapping a timeline out will make it easier for your agency to manage your workload and your client’s expectations. 

3. Design a virtual recruitment process

As we’ve already highlighted, you won’t always be able to meet the candidates in person. 

So, you also need to make sure your recruitment process works in a remote setting. Even if you haven’t used the technology before, now is the time to start exploring remote recruitment tools like video interviewing and digital skills tests to streamline hiring over the internet.

For example, with one-way video interviews, candidates can use the tech to record answers to written or video-based questions in the initial application process, which reduced the need of time-consuming phone screens.

In short, digitizing your recruitment process will help you learn a lot about what a candidate is like before you ever invite them to interview. What virtual interviews also do is broaden your talent pool. As you can attract and interview candidates virtually, you will open up your hiring options to candidates that live abroad.

This same tech can also be used for a bunch of different recruitment techniques, like hosting a virtual job fair to attract even more talent to fill open positions.

Don’t forget that the best part about adding new tech into your recruitment process is the flexibility it gives you. Depending on your client’s needs, you can mix and match tools like virtual interviews and job fairs to attract their ideal candidates.

2. Set a clear timeline

You don’t have to have a day-to-day plan for each stage of the hiring process.

But what you do need to do is be realistic and set a clear timeline and deadline. This is important not only to keep your staffing agency operations organized but also for your clients. Adding a timeline into your process means your client will have a date in mind for when you’ll have a candidate in place, which will give them confidence in your process.

And if there are any delays in that process, make sure to communicate them to your client immediately.

The easiest way to establish a timeline with your client is to figure out when they need the job’s start date to be. Once you have a start date, you can build a recruitment process backward from that day. For example, if a client needs a role filled in 8 weeks, you can use that date to map out a timeline like:

  • Sourcing and pre-employment tests to happen in 3 weeks 
  • First round of interviews in 4 weeks
  • Second round of interviews in 5 weeks 
  • Onboarding and training in 6 weeks

Mapping a timeline out will make it easier for your agency to manage your workload and your client’s expectations. 

3. Design a virtual recruitment process

As we’ve already highlighted, you won’t always be able to meet the candidates in person. 

So, you also need to make sure your recruitment process works in a remote setting. Even if you haven’t used the technology before, now is the time to start exploring remote recruitment tools like video interviewing and digital skills tests to streamline hiring over the internet.

For example, with one-way video interviews, candidates can use the tech to record answers to written or video-based questions in the initial application process, which reduced the need of time-consuming phone screens.

In short, digitizing your recruitment process will help you learn a lot about what a candidate is like before you ever invite them to interview. What virtual interviews also do is broaden your talent pool. As you can attract and interview candidates virtually, you will open up your hiring options to candidates that live abroad.

This same tech can also be used for a bunch of different recruitment techniques, like hosting a virtual job fair to attract even more talent to fill open positions.

Don’t forget that the best part about adding new tech into your recruitment process is the flexibility it gives you. Depending on your client’s needs, you can mix and match tools like virtual interviews and job fairs to attract their ideal candidates.

6. Use automation

Free Automation Cliparts, Download Free Automation Cliparts png images,  Free ClipArts on Clipart Library

There’s no denying it—automation allows us to work more efficiently. It helps take care of the more mundane parts of the hiring process, like data entry, screening candidates, follow-up emails, interview appointments, and onboarding.

Founder of the StaffingTec Conference, Maurice Fuller, says until now, using automation hasn’t been a priority for the staffing industry.

“Now, even small staffing firms can automate and eliminate repetitive, low-value and time-consuming administrative tasks across the staffing continuum — including sales and marketing — that currently take staff members away from interacting with candidates and clients,” he says.

“The real value of robotic process automation is that it takes “the robot out of the human.”

What Fuller says about taking the robot out of the human shines a light on solving a problem in the recruiting process—bias. Humans, whether they try to or not, can have biases when recruiting candidates. Robots don’t, meaning candidates will be automatically screened and ranked based on their skills and assessment results before you ever see them for a 1-on-1 interview.

Because all of this can now be done automatically, you can hire faster, smarter, and also fairer. 

7. Keep your candidates engaged

It’s important to remember that the hiring process isn’t just about you, but it’s also about your candidates.

While you’re eager to fill empty job roles for your clients, candidates are also vying for job roles and waiting to hear back from you about the progress of their application. With that in mind, you must keep your candidates engaged, are flexible in your communication, and provide answers to their questions as fast as you can.

Remember, it’s likely candidates are working with multiple agencies, so you need to keep them interested in your roles to attract top talent. Even if a candidate’s application isn’t going to progress any further, it’s important to keep them in the loop. Consistent communication can leave a candidate with a positive impression of your company in case they apply for another position in the future.

The good news is that with recruiting automation, you can easily engage even larger volumes of candidates, for example, by sending them automated updates based on their status in your ATS or CRM.

8. Maintain your talent pool

9 Ways To Build And Manage Your Talent Pool - Harver

Remember how we just said that it’s important to leave a candidate with a good impression of your company?

That strategy is all about maintaining a talent pool for you to use for future job openings. Even when a candidate isn’t successful in a particular job opening, you should keep them on file in case one arises. That way, you can reach out to them at the start of the recruitment process to see if they’re interested.

Now, maintaining your talent pool takes work. You need to engage with your talent pool occasionally, whether it’s checking in with an automated email or sending them relevant content. But that effort will pay off if a job opening comes up and it turns out a candidate in your talent pool is a perfect match for it. 

9. Use data to optimize your process

Finally, use your data to measure how satisfied your clients are.

As hiring the best people is the ultimate goal for staffing agencies, it’s important to check in with your clients to see if you have been successful. Ask your clients directly if they’re happy with the employees you’re providing them with, if their skills have measured up and if they’re proven to be a good job fit. 

However, it’s not just client satisfaction you should be measuring. You should track your own recruitment process, too.

Setting up internal recruitment KPIs can help your staffing agency to track and measure where your best candidates are coming from, what methods are bringing in the best results, and how you can make your hiring process more productive. Look at your data to see:

  • What recruitment channel is bringing in the most candidates
  • What recruitment channel is bringing in the best candidates
  • How long a typical hire is taking your agency
  • How satisfied the candidates are in their hiring experience

The last measurement—candidate satisfaction—links directly back to maintaining a talent pool. The happier your candidates are (whether you hire them or not), the more likely they are to interview for a possible role in the future.

If you keep on top of your data and make sure your candidates, clients, and also your internal processes are doing well, your staffing agency will ultimately be more successful.

It’s time for staffing agencies to embrace tech

1,425 Staffing Agency Illustrations & Clip Art - iStock

Using technology in your staffing agency recruitment process is inevitable to ensure efficiency and effectiveness.

While some parts of the recruitment process still rely on manual work, like interviews, other aspects such as data entry, follow-ups, and virtual interviews can now be automated. Not only does this give your recruiters more time to focus on communicating with clients and hiring the best candidates, but it can also take bias out of the process.

The time for staffing agencies to embrace tech is here. With remote work on the rise, more interviews being done online, and top talent sitting in every corner of the globe, making your process digital and flexible is the smart thing for your clients—and your business.

5 Choices That Can Make A Business More Successful

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In business, there are always choices. Should we do this or should we do that? If we do this, what impact will it have on our bottom line, employees, or customers? If we choose a different approach, what effect will it have on our reputation, branding, or goodwill? If we disrupt the market, will it end up, in the long run, being positive or negative for our business?

The decisions we make may at times seem obvious and easy, but carefully thinking through our options is a necessity for growth and survival. Consider the following five choices that can change a business:

Business-decision-concept
The decisions we make about our business may at times seem obvious and easy, but carefully thinking … [+] ©VCHALUP – STOCK.ADOBE.COM

1. Focus on competitors or customers?

Certainly, every business needs to know its competition. What is their pricing, marketing, distribution, products or services, after-sales assistance, quality, refund policy, etc.? Meeting the competition head-to-head, however, is generally not the key to success.

On the other hand, if a business does not have customers, it really does not have a viable business. So, perhaps the focus should be on customers. Give them what they want in the way of pricing, delivery, customer service, and quality. More satisfied customers will mean more business. All of a sudden, it becomes the competition trying to figure out how to beat you and your business rather than you trying to figure out how to beat the competition.

2. Be a follower or leader?

As a business owner, do you prefer to be a follower or leader in your business segment? Whether your business is retail, wholesale, manufacturing, service, technology, or professional, you have a choice: follow what other businesses are doing or be a leader on the forefront of new ideas, new product or service offerings, a different approach to customer service, or a unique value proposition. MORE FOR YOU How This Hospitality Business Not Only Survived But Thrived During The PandemicHere’s Why Entrepreneurs Make The Best MarketersBuilding Black-Owned Businesses In Mississippi

Being a follower might be a more conservative route to go, but will it provide the key elements necessary for you to achieve your goals and objectives? Taking the leader approach can certainly involve more risks, but the rewards can also be much greater.

3. Impede or facilitate employee morale?

There is no question that employees are the most valuable asset of any business. Without motivated and dedicated employees, a business is destined to remain mediocre. When owners and managers do not place high importance on employees, morale is impeded and growth is stymied.

When management understands the important link between employees, customers, and growth, it will facilitate employee morale with good communication, open-door policies, opportunities for growth and advancement, and individual respect. Facilitating employee morale is not accomplished by accident but through focused and deliberate actions.

Other Articles From AllBusiness.com:

  • The Complete 35-Step Guide for Entrepreneurs Starting a Business
  • 25 Frequently Asked Questions on Starting a Business
  • 50 Questions Angel Investors Will Ask Entrepreneurs
  • 17 Key Lessons for Entrepreneurs Starting a Business

4. Nonexistent or existent company culture?

Company culture is hard to precisely define. It’s an atmosphere that prevails within a business about how employees behave, how they interact with each other in and out of work, and how they deal with outside parties, such as customers and vendors. It is about their beliefs, and can even be how employees dress, hours worked, and office configurations.

When there is no real, cohesive culture within a business, employees do their job and little else. When the workday is over, everyone goes their separate ways. Conversely, a culture can contribute to the success of a business. A culture that embraces the vision of the business affects in a positive way how employees work and act.

Although every business will have its own culture, a positive culture is essential for success. When employees feel valued with a sense of belonging and loyalty to a business, company value increases.

5. Deny or empower employees?

When there is no opportunity for growth, employees feel stymied in their current positions, which creates a lackluster business environment. Denying employees the opportunity to do things on their own, to implement new ideas, or to try and fail creates a monotonous situation that destroys any ingenuity that might exist in the workforce.

Empowering employees, however, creates excitement, turns ideas into reality, generates efficiencies, and inspires everyone to reach for higher plateaus. When employees have the power to do something, try something new, or make decisions on their own that are in line with company goals, they become more committed and confident in their work. Empowering employees is a key element in creating a long-term, profitable, sustainable business.

Which is more important?

Every action in a business has some type of consequence. When making a decision, consider wisely what will produce the best results, not only for the short term but for the long term, as well. It can often take just as much effort to produce a negative result as it does to produce a positive result. Direct your energies, therefore, into those areas that have the potential to produce the most positive business results.

RELATED: 5 Lessons I Learned About Business by Playing in a Band

This article was originally published on AllBusiness. See all articles by Richard-Weinberger.

Trend: Businesses are Choosing Flexible Staffing in 2021; Here’s Why

March 23, 2021 | By Jeramy Gordon

Employers are turning to flexible staffing options, such as the gig economy and staffing agencies, as part of their business recovery plans in the wake of COVID-19 and related market uncertainty.

Flexible staffing (otherwise known as contingent hiring) includes contractors, freelancers, and temp workers. It was already a buzzword before 2020 but accelerated dramatically in response to the pandemic’s impact on employment.

Research from PRO Unlimited found that 40% of all white-collar workers already fall into the temp or gig category, and expect that over half of skilled workers will be contingent by late 2021. A FlexJobs survey found that 36% of workers in the U.S. have been freelancing during the pandemic; an increase of 2 million since 2019.

Benefits of flexible staffing for businesses

Let’s look at some of the benefits of flexible staffing during and after the COVID-19 pandemic.

1. Adapting to economic uncertainty

Even though the vaccination program is well-underway, U.S. businesses face an uncertain and rocky path ahead. Future virus spikes, shutdowns, and an economic rollercoaster will lead to starts and stoppages, along with sudden peaks and troughs in demand.

Coronavirus creates biggest economic uncertainty in decades | Financial  Times

This means businesses are hesitant to invest in permanent recruitment, pivoting instead to a project-based employment model to stay as flexible as possible.

2. Scaling up and down fast

Temp workers are usually able to get started on projects immediately, which avoids the usual months-long recruitment process and enables companies to respond to changing conditions fast. At the other end of the cycle, temp workers can be terminated without a lengthy (and expensive) notice period and severance package.

A flexible staffing strategy enables a business to rapidly scale up or (just as importantly) to scale down in response to demand.

3. Cost savings

Small Business Do's and Don'ts for a Cost Reduction Strategy

Although a temp worker may have a higher day-rate than a permanent hire, companies save money by not having to pay employee benefits. Other cost savings include avoiding the expense of recruitment, onboarding, offboarding, and training.

4. Trial workers before hiring permanently

An emerging trend for employers is to trial workers on a freelance or temporary basis before offering them a full-time role. Watching temp staff work on-the-job, seeing how they interact with customers and fit in with the company culture will remove the risk of spending a great deal of time and money recruiting a new hire who doesn’t work out.

5. The workforce is increasingly embracing the gig economy

Is India ready to embrace the gig economy?

Monster survey conducted during the COVID-19 crisis found that 57% of workers would take some kind of gig job while they are in-between jobs, 52% would like a long-term contract with flexible hours, and 39% want short-term contract or temp work.

6. Finding flexible staff is getting easier

Companies can find gig workers by advertising through their own channels, engaging a recruitment firm or staffing agency, or by using one of the many flexible staffing platforms that have emerged in response to surging demand. Examples in the U.S. include UpShiftShiftGig, and Wonolo.

Flexible staffing challenges

8 Reasons to Consider Flexible Staffing for Your Employees - ADD STAFF, Inc.

There are some challenges involved in hiring contractors for short-term work. For example, it may be more difficult to integrate non-permanent staff into your company culture, and onboarding processes may need to be adjusted.

Something to keep a close eye on are the growing calls to give flexible staff more job security and benefits. HBR, for example, recently published an article titled “Gig workers are here to stay. It’s time to give them benefits”.  

Finally, the accelerated hiring process with temporary workers can lead to risks such as hiring someone who doesn’t possess the right skills or is non-compliant in terms of background checks. Although staffing agencies frequently assure their customers that the temp workers on their platforms are fully vetted, it’s worth gaining additional assurance by running your own checks by using a skills-testing platform such as Vervoe and a background screening service such as Accurate.

How To Pick the Right Recruiter
How To Pick The Right Healthcare Recruiter

In the interest of streamlining costs, many companies today are outsourcing their recruiting needs, rather than having a special recruiting department or making recruiting the task of human resources. This puts the onus on the business of choosing the right recruiter. Though it may seem daunting at first, knowing what makes a recruiter good at their job gives a grounding in how to make sure you find the right recruiter for your needs.

An inefficient, inexperienced recruiter can waste a lot of your time in addition to potentially losing prospective candidates or revealing confidential information about your company. Any outside recruiter you use is still representing your company, so you want to make sure they’re professional and presentable. There are a number of questions you need to ask yourself before picking the right recruiter to meet your hiring needs.

What is the recruiter’s specialty?

Hiring A Recruiter: 3 Things Startups Should Know

Most recruiters specialize in particular fields. Some even worked in that field before recruiting for it. These recruiters know their industries’ needs for human capital better than the generalists, who spread themselves too thin trying to recruit everyone from accountants to zoologists. Specializing in an industry allows a recruiter to develop depth of knowledge of that industry, and to focus on the way their field is changing in today’s volatile global economy. Specialist recruiters know the needs of employers and of workers in their discipline. This depth and expertise affords them a plethora of connections, as well as the ability to converse fluently in the language of the field — a necessity in high-tech industries. If you are an executive for an engineering firm, you’re not going to want to engage a recruiter who does not understand the work of an engineer. How could such a recruiter be sure that they’d found the right person for the job?

What is the recruiter’s experience level?

5 Ways Entry-Level Job Seekers Can Get On A Recruiter's Radar | Monster.com

An established recruiting firm may cost more, but it’s essential that the recruiter you choose has a proven track record of selecting and placing successful candidates. If you were to need brain surgery, you would make sure your neurosurgeon had performed hundreds of similar operations with good outcomes. Considering that hiring the wrong employee can cost your company much wasted time and money, you will want to pick your recruiter as carefully as you’d choose a health care practitioner. Make sure to check the recruiter’s references and look into their past accomplishments.

How well do you and the recruiter communicate?

2 Reasons Why Communication with Candidates is Key in Recruiting - Spark  Hire

A good recruiter will help you clarify your needs if you haven’t already done so. If you have, an effective recruiter will be able to understand what you’re looking for because they’re a good listener who knows how to ask the right questions. Knowledge of your industry feeds into that, as well as being an intuitive and insightful person about the way companies and people work.

How is the recruiter progressing in finding candidates?

10 Recruitment Challenges Every Company Faces and How to Fix Them - Entech  Technical Solutions

During the recruiting process, you will be meeting with candidates chosen by the recruiter. Evaluate these candidates to make sure the recruiter understands what they’re looking for. Do these candidates fit the position offered? How well-prepared are they in the interview? What has the recruiter told the candidate about your organization and the position they’re being interviewed for? If the recruiter is missing the mark, it’s time to talk to them – or hire a different recruiter.

Human talent is key in any organization in every industry. If your employees don’t have the proper knowledge and skills necessary to help drive your company’s success, the business itself will stagnate, or even fail. Choosing knowledgeable, experienced recruiters with excellent interpersonal skills will go a long way toward finding the right people for the position.

The Modern Staffing and Recruiting Website: 2020 and Beyond

They’re marketing dinosaurs.

13:08 19 February in ArticlesBest PracticesBrand ReputationBusinessDiversityEngagementHR TechnologyHuman BusinessHuman ResourcesInnovationJobsMarketingMobileMobile DevicesRecruitingSmartPracticesStaffingTechnologyWebinarsWorkforce by David Searns

In truth, most aspects of staffing, marketing and technology have evolved dramatically in the past 20 years – and websites have experienced some of the most sweeping transformations. Years ago, Web 2.0 changed the game for our industry, and there’s no going back.

Fact: More people will now visit your website in a year than you talk to on the phone in your lifetime. 

Let that sink in for a minute. 

Whether you realize it or not, your website has truly become the foundation of your presence to most of your candidates and, to a large extent, your clients. So, is yours a powerful, dynamic platform for sales and recruiting – or is it little more than an online brochure?

If it’s the latter, investing in a modern staffing website – one that tells your story, ranks well in search, engages people and drives conversion – is a smart strategy to ensure your agency’s success in 2020 and beyond. If you want to build a website that attracts, engages and drives both employers and job seekers to take action, here are a few of the features it should include:

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Information architecture

Information architecture is all about getting website visitors – your clients, prospects, candidates and temporary employees – where they want to go on your website as efficiently as possible, from any other page on your site (remember, visitors don’t only land on your home page). The more clicks it takes people to find what they need, the more they’re going to disappear.

Conversion paths. When you design your site, think of how you will drive action from visitors:

  • get a job seeker to apply
  • spur a prospect to request a workforce consultation
  • convince a passive candidate to complete a form to opt into your talent community
  • entice an employer to pick up the phone and place an order

Want more great ideas for optimizing your staffing website – and modernizing your marketing strategy?

Join me on Tuesday, March 31st for the Smart Practices Webinar: Optimizing Modern-day Marketing Techniques. I’ll present the trends and challenges of marketing in the staffing industry today, and share tools and strategies you should include in your marketing mix this year. Register here!

A Good Time To Sell Staffing?

07:07 30 June in ArticlesBusinessEmailHuman ResourcesMarketingSalesStaffing by Rob Herbein

Whatever adjective you prefer to describe these times, one thing is certain: The staffing industry has never experienced anything like them.

Right now, people’s priorities are shifted. Employers and individuals are struggling. And you may logically ask yourself:

Is now really a good time to be selling? 

In a word, yes. If you are in staffing, prospecting is an essential activity that can never be put on hold.

But how you prospect, well, that has changed.

Personally, I try my best to be open to all perspectives, and I don’t think there is one “right” way to sell that works for every salesperson…or every client. Sadly, the days of face to face meetings, attending trade shows, or even knocking on a door are a distant memory. Now, we need to find new ways to reach out, capture attention, nurture relationships, and convey our value.

I am sure in-person prospecting will come back at some point, but as one of my old sales managers used to say, “If you are not growing, you’re dying.”  Until we can get back to a “normal” way of doing things, I suggest you try a few of the four strategies below. You may find that some of these methods could be the new normal when normal is normal again!

Send something via the mail.

According to an article in NPR, the USPS decline in mail volume could be as much as 60% by the end of the year. “A lot of businesses have ceased to do advertising through the mail,” says Rep. Gerry Connolly, D-VA., “And as a result, mail volume has collapsed.”

The owners of our company told us that in the past three weeks, they have each received just two pieces of advertising mail at our offices. Now is the time to differentiate yourself from your competitors.

  • You could send an article about something you have learned an employer is interested in with a handwritten note.
  • You could send a handwritten thank you note (vs. email, like everyone else) after a phone call or video meeting. It will be different for sure, and being different is a good thing!
  • You could send a branded magazine with content that is relevant to your prospect or client.

Use video technology in your outreach.

The average business person receives 125 emails per day, per a study done by The Radicati Group Inc. If you are looking to stand out from the 124 other emails that they receive, consider sending a video email.

In addition to video email, I would also highly recommend that you use one of the many video platforms to conduct meetings vs. phone calls. While you may be feeling Zoomed out and meeting by video is not perfect, video gives you the ability to read a person’s facial expression and body language, which, as you know, is extremely important in a sales meeting.

Tighten up your value proposition.

If you are lucky, you get 30 seconds of someone’s time for them to decide if they want to hear more or if they delete your email, hang up the phone, or stop reading what you gave them.

Assuming that you have “softened the beaches” by first sharing some great ideas with your prospect or client, to “sell” them, you must illustrate your value.

When you send an email, leave a voice mail, or write a letter, clearly convey your “why”:

  • Why does the prospect need you? 
  • Why is your approach unique?
  • Why should an employer choose your firm over a competitor’s?

Show how you help your prospects solve problems and how having a relationship with you will improve their business and their job.

Your “why” needs to resonate enough to take the conversation to the next step. Be careful not to muddy the waters by going on tangents. Do not try to sell on the spot. Do not leave a 3-minute voicemail with a sales pitch. Your goal is simply to convince the prospect to make time to meet with you so that you can have a proper conversation.

You can still sell staffing in these times.

With the right approach and the right tools, you can generate meaningful conversations with prospects. Learn how you can help. And provide solutions that make tough times a little easier for employers.

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