How To Build The Perfect Fashion Marketing Campaign

The fashion industry is ruthless. It’s a dog eat dog world out there with trends rapidly coming and going from season to season. As a fashion marketing expert, you need to be well prepared and ahead of the game in terms of your branding and marketing if you want to stand any chance of survival. This goes for the already established brands, as well as any emerging start-ups. Just because you might have built up a bit of a name for your fashion brand doesn’t mean that the hard work is over. In fact, every campaign you launch going forward will be watched and scrutinised even more closely, so you can never take your eyes off the prize if you want to be and remain successful. 

It’s an exciting industry and one that comes with many challenges due to its high level of competitiveness. One of the best ways to compete in this fast-paced industry is with a great fashion marketing campaign. 

Throughout this guide, we’re going to cover some of the top building blocks that make up a successful, high-performing fashion marketing campaign


9 ways to build the perfect fashion marketing campaign

1)   Website

First things first, you need a website and a pretty good one at that! E-commerce in the fashion industry is huge. In fact, with a global market value of $759.5 billion in 2021, clothing, accessories, and footwear are the number one e-commerce sector in the world. And this figure is expected to grow to +$1.0 trillion by 2025!

While sales in bricks-and-mortar fashion stores were already declining before 2020, the COVID-19 pandemic sped this up even further due to the lockdowns that forced stores to remain shut for many months. Online fashion retailers such as Zalando and Boohoo soared during this time, with Boohoo claiming a 45% increase in revenue across all of its fashion brands during the second quarter of 2020.

The opening up of a physical store is an option, however, choosing whether or not to have a website for your fashion brand should not be. Leading consumers back to your website will be the goal of all of your digital marketing efforts. So having a great website that looks amazing, is easy to navigate, up-to-date, well-branded and functional is the key starting point to your fashion marketing campaigns. 2)  Great visuals and branding

Having great visuals is necessary for most businesses when it comes to selling their products and services online. However, for clothing, it is especially important if you want your customers to get a good idea of how they might look in your product. Paying for a studio, models, hair, make-up and a professional photographer might seem like a stretch for a new brand on a limited budget, but if the outcome is increased sales and fewer returns then the expense will certainly pay off.

It’s also beneficial to have a clear idea of your brand image in terms of the colours, lighting, tones, models, backdrops used for photography, etc. Keeping everything consistent and on-brand from the get-go will make you look more established and professional. Plus, it will enhance the aesthetic of your website and social media pages too. 

Instagram vibrant brand aesthetic

3)  Mobile presence

With 3.5 billion smartphone users worldwide and the average time being spent daily on our mobile devices rising to 3 hours and 43 minutes a day, having an app or at least a well-optimised mobile website is a must-have part of your fashion marketing campaigns. A mobile-optimised website resizes content accordingly based on the screen from which it is being viewed. Without this functionality, it’s likely that any potential customer that lands on your site whilst browsing on their mobile device would immediately be put off and go in search of a competitor instead. 

Consumers are spending a large portion of their day on their mobile devices, and often it’s as part of their downtime, so in other words, the perfect moment to tempt them into a sale. Gone are the days of having to load up your computer to browse the internet on the desktop. Mobile browsing now makes up 56% of the market share for internet usage. It’s the ideal platform for having a direct line of communication with your customers, whether that’s through push notifications, SMS marketing or email marketing.

Mobile phone usage for purchasing stat

Source: Datareportal


Your marketing efforts are going to send prospective customers to your website or mobile app, so you want to make sure that they are well-optimised, functional and provide a great user experience if you want their visit to result in a sale. 4)  Social media

As a fashion brand, having a strong social media presence is a must. These platforms are completely free to sign up to and enable you to build up a following, connect with your audience and enhance your relationship with them. 

The most popular social channels for fashion brands right now are Instagram, Facebook, TikTok, Snapchat and Pinterest. Whilst they all have their own unique elements and pros and cons, they are all very heavily focused on imagery and video content. This is your opportunity to get your creative juices flowing and create content that showcases your products in the best possible light. Some of these platforms even allow you to integrate your store so that your customers can browse and purchase items directly from your social media channels.  

Giveaways and competitions also work incredibly well on social media. With a decent prize up for grabs, you could get thousands of likes and shares and boost your brand awareness before you’ve even spent a penny on ads. 

Using social media, you can help communicate the human side of your brand through things such as live Q&As with the founders and behind-the-scenes footage of product designs, photoshoots, catwalks, etc. Consumers love to see this sort of content, and this is what will help you stand out from your competitors and build trust and loyalty with your audience. It helps to be constantly engaging with your audience through social media also. Reply to comments and respond quickly to any questions as this will help build your brand’s sense of community. 

how to create a social media marketing strategy guide

5)  Influencers

Following on from social media, if you want to see the most success for your social media campaigns then it always pays off to get some influencers on board. If you’re unfamiliar with the term “influencer”, then first of all, where have you been?! But to answer your question, influencers are people within your industry who have a large following on social media and are genuinely good at influencing their followers, hence the term. When they speak, others listen. What they do, others copy. So getting them to speak about and wear your brand is a great way to pique the interest of your target audience, grow your following and ultimately sell your clothing. 

Instagram influencer Molly-Mae

It’s important to choose the right influencers for your brand, so be sure to do your homework and make sure that the demographics of their following matches your target audience. Go for the ones that are picky about which brands they chose to advocate for, as they will come across much more genuine than the ones who are simply in it for the money and have ‘AD’ slapped across each and every post on their account. 

Related reading:

How Influencer Marketing Can Boost Your App Downloads 

6)  Email marketing

A key part of your fashion marketing campaign needs to be your emails. And when I say emails, I don’t just mean the occasional promotional email that gets sent out to your entire database. Your email marketing should have a strategy of its own and requires extensive thought and planning if you want to get it right.

Make use of email automation tools, such as Mailchimp or Hubspot, to automate when your emails are sent and to who. Personalisation is key here. Any email received by contacts that exist in your database should be tailored based on their stage in the customer journey as well as catering towards their likes and dislikes. Segment your audience based on their behaviour on your website or mobile app and send them content based on this. For example, if you stock items for men, women and children, and you notice a contact browsing on the children’s pages frequently, then it’s highly likely that they are a parent or guardian, so create email content specific to that in an attempt to capture their attention. 

Abandoned cart statistic

Source: Baymard

Here are a few more examples of specific email marketing campaigns that you need to have set up for your fashion brand:

  • Welcome emails
  • Content emails i.e. founder’s story, behind the scenes, a fashion blogger article, etc.
  • Promotional emails
  • Personalised product recommendations
  • Abandoned cart emails
  • Back in stock emails 
  • Post-purchase emails (opportunity to cross-sell, gain referrals, customer reviews, etc.)
  • Re-engagement emails
  • Holiday/special events emails

7)  Blogging

Running a consistent and high-quality fashion blog alongside your website can be great for helping build your website’s SEO and increasing the organic traffic you receive. Having a blog helps establish you as a thought leader in your industry, and will hopefully lead consumers who search for phrases in Google such as “summer trends 2021” onto your site (provided you have optimised well for the chosen keyword). 

A great blog is another way of building up brand loyalty and connecting with your audience. You want your website to act as a one-stop shop for your industry. Providing an outlet for your customers to purchase the latest trends is helpful, but you can give your brand an edge by supplying additional useful and informative content when it comes to styling your products.

Take some inspiration from these three great examples:

8)  Digital ads 

Digital ads are a crucial part of any fashion marketing campaign. Through the use of Google ads and ads via social media channels such as Instagram, Facebook and Twitter, you can effectively target your desired audience through keywords and by setting certain criteria based on demographics and behaviour. This ensures that your consumers only see the most relevant products for them.

Across Facebook and Instagram these types of ads work quite effectively for fashion brands:

  • Carousel ads

Carousel ads allow you to display up to 10 images or videos that are part of one advertisement. Each image links off to the product highlighted allowing brands to showcase many items in an attempt to capture the attention of their target audience. You could think of these as mini style guides.

Carousel facebook ad example
  • Collection ads

collection ad includes a cover image or video followed by 4 product images. Once clicked upon, the user gets an instant experience which is a full-screen landing page designed to drive engagement and nurture interest and intent further than the regular sponsored ad.

Collection facebook ad example

Another powerful feature of digital advertising that needs to be utilised is remarketing. Remarketing allows you to capture the visitors who have recently paid a visit to your site but perhaps left again without making a purchase. The beauty of remarketing is that you know that this audience has already shown interest in your brand, so your conversion rates for these ads should be higher than a normal ad. Use the likes of carousel remarketing ads to remind consumers of the products they viewed while on your site, or even products that they added to their cart before choosing to abandon it. Providing them with a discount code or free delivery could be all they need for that extra little nudge to return and complete the checkout process.

Retargeting ads performance statistic

Source: Wishpond9)  Customer reviews

If a consumer has just come across your brand for the very first time they could be hesitant to purchase unless they can find some real-life reviews from other customers. Give your audience the confidence they need by having customer feedback easily accessible on your website. 

Fashion e-commerce royalty ASOS include reviews based on each individual item on the product page itself. This sort of information, based on quality and sizing, is very helpful for customers and will help prevent a high volume of returns for your business too. 

ASOS product reviews

Include some content asking for a review into your post-sale marketing messaging, whether that’s in the form of an email or push notification. Perhaps even offer a discount on their next purchase for their time too. If you don’t ask, you generally don’t get. A great review also makes for some ready-made social media content! 

Conclusion

The options for how you can stand out and be creative when launching a brand new fashion marketing campaign are endless. By implementing the 9 elements we touched upon throughout this blog, you’ll be well on your way to capturing the attention of your target audience, improving your ROI and making your mark on the fashion world. 

HOW TO CHOOSE A STAFFING AGENCY (2021)
What You Need to Know When Working With a Staffing Agency - Turesol Staffing  Solutions

Choosing the right staffing agency to work with can be a time-consuming task and you don’t want to waste time and money working with an agency that does not meet your staffing needs or expectations.

As an engineering and IT staffing agency with years of experience, we know the things you should evaluate and look out for.

Hopefully, these tips and information will help you when making your final choice for establishing a staffing agency partner.

Evaluate your staffing needs

The Benefits of Using a Staffing Agency | Robert Half

Before engaging with a staffing agency to start a search, make sure you know exactly what your hiring needs are. Will you need someone to work on a short contract, contract-to-hire, or are you wanting to hire someone on a direct-hire basis? 

What is your budget? Hiring someone directly on a full-time basis through an agency usually costs a lump sum fixed percentage fee based on the first year’s salary.

Many employers don’t realize the benefits of a contract-to-hire where you pay as you go with the ability to end the contract at any time if something is not working out. 

By using a temp agency to hire on a contract-to-hire basis you have more time to evaluate the candidate over a period of months and they have time to make sure the company is a long term fit for them as well.

Do your research on potential staffing agencies

When evaluating a staffing company, you want to find one that has a deep understanding of your industry and niche while having a strategic approach to engaging quality candidates.

An accounting staffing agency will not have access to the best engineering talent and nor will an engineering staffing agency have an extensive database of the best accountants on the employment market.

Evaluate the cost of services and contracts

While costs are important in any business, choosing an agency simply because they are the cheapest can be a big mistake and cost you more in the long run. 

Be wary of anyone in the staffing industry that is offering terms that seem too good to be true and are way outside the norm as there is a good chance they are cutting corners when searching for temporary employees which could result in you receiving bad candidates that have not been fully screened. 

If you are using a temp staffing agency for temp/contract or contract-to-hire services make sure and get a copy of their “certificate of insurance” also known as the COI.

Also, watch out for temp-to-perm contracts that tack on extra fees after the contract is over with. If you are hiring on a contract-to-hire basis, find an agency that offers a no conversion fee after the contract length is completed.

Understanding the agency’s recruitment process

What is the staffing firm’s selection process for finding, engaging, and attracting candidates to your openings?

What recruiting tools and resources are at their disposal? How many years have they spent networking and building their candidate talent pool?

What type of positions have they been working on lately?

What is their track record?

How does the staffing agency source its talent?

Recruiting is more than just posting a position on a job board and filtering through the candidates that apply.

Job boards are just one tool among many in a recruiters tool belt, the best recruiters are also on networking sites, attending business events, participating in user groups, gathering referrals and have access to candidates that never apply to job boards. 

Top staffing services spend years developing their own internal database of candidates to help employers find talent quickly and efficiently.

They understand where to find and engage the best talent whether it’s using the latest AI recruiting software or using social media for recruitment.

How does the staffing agency screen candidates?

The Different Types of Employment Agencies

Can you trust the resumes you’re getting?

Does the staffing partner screen the candidate thoroughly, checking references from the last 2-3 managers, verifying dates of employment, eligibility for rehire, skill set, workplace attitude, interpersonal skills, company culture and general knowledge of the position.

You may want to ask these questions to avoid staffing agencies that do limited screening or none at all by just pointing and clicking “send resume”partner with an agency that values the service they provide and the candidates they present to you.

How long does it take to present qualified candidates?

This is a question to ask and get an idea of when you should start seeing candidates in your inbox.

Be aware that most of the time it is going to depend on the type of career opening, for example if you’re searching for an IT help desk associate that should most likely require less time to find than a high-level software engineer.

It is important to set a time table to make sure that you receive a candidate in the time frame you need. Depending on the position it could take just a few hours, days, or perhaps weeks.

Do you work with one point of contact?

Ideally, you want to work with a staffing agency that will provide you with one point of contact from start to finish.

Working with a full desk experienced recruiter is usually the best option as they are not only speaking with you but engaging and recruiting candidates directly on your behalf making sure nothing gets lost in translation.

Seek an agency that treats candidates with respect

The staffing agency works as an extension of your human resources department.

The agency is representing you by presenting your opportunity to prospective candidates. It’s important that both parties have a similar alignment of values to ensure successful candidate placement and longevity.

Work with an agency that values your business

Find an agency that looks out for your long term interests, this applies when they are supplying short term contract employees as well as working on permanent positions. Often times people you hire on as temps turn into great long term employees. 

Working with an agency that’s too big and you run the risk of being overlooked when you truly need talent quickly, though quality staffing agencies come in all sizes you want to find the one that gives you the attention you deserve.

In closing, find a great staffing agency that will strive to provide you with the best candidates possible with the long term goal of forming a mutually beneficial partnership.

Tired of the endless stream of unqualified resumes filling your inbox? Reach out to the recruiting team, contact us for more information.

IDB supports modernization of Barbados’ regulatory framework

Barbados will modernize its regulatory framework and strengthen its public policies oriented towards sustainable development and climate resilience with the support of a US$80 million loan from the Inter-American Development Bank (IDB).

The program, the first in a series of policy-based loans, provides budget support tied to the strengthening and consolidation of public policies focused on improving territorial planning efficiency and sustainability. Its comprehensive approach includes modernizing policies for managing water resources, natural assets, and disaster risk and resilience.

The country’s legislation governing physical planning and development is being modernized. In particular, It will focus on the modernization of integrated coastal zone management policies and include the recent update of Barbados’ returnable containers legislation to promote recycling of a broader set of packaging materials and to reduce pollution of land and coastal resources.

Lastly, the project will support reforms needed to strengthen disaster risk resilience and management. Among other activities, the operation will help adopt a cross-cutting and multiyear approach at each phase of the disaster risk management cycle and will mainstream the use of the newly developed National Coastal Risk Information and Planning Platform (NCRIPP). All these steps are in line with the government’s new Roofs to Reefs Program.

The IDB’s US$80 million loans is for a 20-year term, with a 5-1/2-year grace period and a LIBOR-based interest rate.

About the IDB

The Inter-American Development Bank is devoted to improving lives. Established in 1959, the IDB is a leading source of long-term financing for economic, social, and institutional development in Latin America and the Caribbean. The IDB also conducts cutting-edge research and provides policy advice, technical assistance, and training to public and private sector clients throughout the region.

7 ADVANTAGES OF USING A RECRUITMENT AGENCY
recruitment-agency-access-to-talent-pool
We all know that the basic purpose of a recruitment agency is to help job seekers find new roles, while helping companies find the perfect person for their open positions. Unfortunately, very few people realise all the other benefits that come with using a recruitment agency.
Partnering with a recruitment agency can be highly beneficial not only to your hiring managers but to your company as a whole. Here are 7 advantages you can expect.
Advantage #1: Faster hiring
Using a recruitment agency will shorten the time it takes to fill your open positions. A recruitment agency can find candidates much faster than you can.
We have a vast talent pool in our database, a network of connections to leverage, and access to expensive systems that help us locate people with those hard to find skills you are looking for.
This means that the only people that agencies submit for your review are ones that fit your criteria. All of this helps shorten your time to hire!
understand-the-positions-you-hire-for
Advantage #2: High-quality candidates
Using a recruitment agency increases your ability to meet with high-quality candidates. We have access to a large talent pool of pre-screened and referenced candidates. You are only meeting with candidates that have been already carefully assessed and interviewed.
As a recruitment agency, we deal with candidates on a daily basis, and we are experts at interviewing. Through best-practice methods, we understand both our candidate needs and your requirements to make a great match.
Advantage #3: Specialist recruitment knowledge
As your company grows and changes, your inhouse recruitment team may need to conduct complex interviews for positions they are not necessarily familiar with.
A recruitment agency has staff that specialise in recruiting for one sector or vertical. We often have a better knowledge of technical roles and the skills needed for them. We are also able to spot transferable skills others may miss.
Advantage #4: Focus on serving the client
Most of the work a recruiter does happens before any potential compensation comes from our client. If no candidate is hired, then no fees will be charged for work done.
This ensures we are focusing on providing you with the best possible candidates for your open roles – those who are genuinely interested in your job.
easier-for-recruiters-to-work-with-you
Advantage #5: Knowledge of the market
Through their conversations with both clients and candidates, the best recruiters gain quite a bit of knowledge about the sector they work in. They are often able to provide you with valuable insight and sage advice. This is a crucial part of their job.
When you use a recruitment agency you gain access to their knowledge of salary rates, available skill sets, career expectations, current hiring complexities, and even market trends, you may otherwise have never known about.
Advantage #6: Extended reach
Not all the best candidates are actively looking for a new job. Recruitment firms call those candidates ‘passive talent’, and they take a little longer to find.
There is a strong possibility our recruiters know who those people are, how to reach them, and more importantly, know how to incentivise them to make a move – another benefit to working with an agency.
Advantage #7: This is what we do!
The most significant advantage of working with a recruitment agency is that this is what we do!
We write compelling job ads to maximise the number of people who apply. We quickly and effectively screen candidates to check out the strongest candidates early in the process. We work day in and day out to meet your hiring needs. Our main goal is to find you the top talent you need.
man-reading-job-posting
Need a recruitment agency? Work with us today!
It has never been easier to save time, source qualified candidates, and fill your open roles faster than with the help of Energy Resourcing’s recruitment services. We partner with our clients to scope the requirements of their roles to determine core skills and qualifications that are needed. We have experienced recruiters and a strong reputation within the industry’s we hire for.
If you are looking to quickly fill open roles with qualified candidates, connect with one of us today! Let’s work together to make your company the success it should be.
5 Basic Tips for Working With a Staffing Firm
If you have never worked with a staffing firm before, here are five things that are important to know to have a successful experience:
1. Define the skills needed for success: When contacting and communicating with the staffing firm about the type of candidate(s) you are hoping to hire, take the time to define clearly the objectives, responsibilities and skills needed for the ideal employee you want to fill the open position. Your recruiter will then be able to do a better job recruiting, interview and finding the best candidate to fill your role.
“This makes screening and hiring based on those factors a much more efficient and effective process,” says Brendan Haugo, Lead Marketing and Creative Recruiter for Celarity.
2. Onboard correctly: Once hired give the employee a tour of the office, introduce him/her to co-workers and management, and if there aren’t restrictions, invite the contractor to team meetings, says Brittany Smith, Human Resources Manager at Celarity. Also, be sure to show them where the break room or restroom is, point out where they can run to get coffee or a bite to eat, and any pertinent information that help them understand what it takes to succeed in your office. For example, if there’s road construction and they know a better route home, share that with him/her.
“A common complaint of contractors is that they feel segregated from permanent employees,” says Smith. “To help a contractor feel part of the team, make sure that he/she has the full onboarding experience.”
3. Paperwork, Policies and Procedures: A contract employee is held to the same standards as a permanent employee, says Smith. Make sure that contractors attend (or complete electronically) all security, safety and anti-harassment training. Share with them any Internet usage policies or key guidelines that are for everyone in the office setting.
4. Make them feel like a part of the team: In addition to a proper onboarding experience, make your contractors feel welcome and wanted. Don’t isolate them from the rest of the office and be sure to make sure they know they are an integral part of the success of the project, team or company. Invite the contractor to lunch or happy hours or for a cup of coffee.
“Get to know them on a personal level, make sure they know their work is valued,” says Haugo.
5. Regularly communicate with the staffing agency: Employers should be in constant contact with the staffing agency. Celarity frequently reaches out to its contractors and clients for feedback on how the relationship is working. Employers should do the same. Ask questions, ask for advice and be open.
“It’s important for the client to give prompt and honest feedback,” says Smith. “The staffing company should be notified of what day-to-day challenges the contractor or client are experiencing. Call the staffing agency when there are concerns about performance and attendance.”

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.