Venezuelan refugees and their receiving communities need funding, not sympathy

February 2021 update

The number of Venezuelan refugees in the world has continued to grow, albeit at a slower pace, potentially because of the restrictions on human mobility imposed by the COVID-19 global pandemic. Since the end of 2019, about 700,000 more Venezuelans have fled the country, reaching a total of 5.3 million people by the end of 2020. If we consider 2015 as the first year of the Venezuelan mass exodus, the magnitude is remarkably similar to the number of Syrian refugees by 2016 (5.5 million), five years after the beginning of the Syrian crisis (see Figure 1).

Refugee population stock from start of conflict

Yet, despite the remarkable similarity in terms of both magnitude and evolution between these two groups of refugees (Syrians and Venezuelans), there continues to be a massive gap when it comes to funding from the international community to assist the receiving countries.

In the case of Syria, as Figure 2 shows, with updated figures as of year-end 2020, there has been over $20.8 billion of funding (in total) since the beginning of the exodus. In the case of Venezuela, by 2020, the number was only $1.4 billion—a much smaller number despite the similarity in the number of refugees. As another point of comparison, we find that international assistance to the 2.3 million refugees from South Sudan totals $3.2 billion.

Cumulative funding since start of conflict

These numbers show that the trends we highlighted earlier continue. Based on the figures for 2020, total funding per refugee amounts to $3,150 per Syrian, $1,390 per South Sudanese, and just $265 per Venezuelan. In other words, funding for the Syrian refugees has been over 10 times larger than for Venezuelans, in per capita terms. Even if we generously assume that the U.N. appeal for 2021 is fully met, the total amount of funding for the Venezuelan refugee crisis would reach $3 billion, which translates into less than $600 per person. Even in the best-case scenario, the Venezuelan refugee crisis will remain severely underfunded.

The lack of funding for the Venezuelan refugees and the countries that are hosting them has received quite a bit of attention, but it has not received what it needs: resources with few or no strings attached. Out of the $2.79 billion in assistance pledged in May of 2020, only about $650 million to $700 million were actually grants (see Figure 2). The rest of the funds are in the form of loans from either the World Bank or the Inter-American Development Bank. Yet, despite the lack of funding, many receiving countries in the region have continued to teach a lesson to the world by maintaining their broadly welcoming stance toward Venezuelans. Peru, despite having put some entrance hurdles in place at border crossings, has essentially granted a two-year temporary visa and regular migratory status to Venezuelans living there and is planning to roll out a second phase that will probably reach the entirety of the undocumented Venezuelan immigrants in the country. Brazil and Mexico, albeit hosting a much smaller number of Venezuelans than other countries, have essentially given them refugee status—implicitly implementing the Declaration of Cartagena of 1984 that recognizes refugees as those fleeing because of massive violations of human rights.

While the Venezuelan refugees and their hosting countries could use a bit more of our sympathy, what they really need is for the world to step up and invest in them, in the hosting communities, and in their inseparable future.

Colombia—which hosts the largest Venezuelan diaspora of nearly 2 million people—stands out among all regional hosts. In February 2021, the Colombian government announced a plan to provide a 10-year renewable regular migratory status to 1.7 million Venezuelans, most of them undocumented, living in the country. This is perhaps the most generous amnesty program to undocumented immigrants in modern history. This was no surprise to those who follow Colombia closely. In the past, it had taken several generous steps to facilitate the integration of Venezuelan immigrants. In 2018, it announced a massive amnesty program to provide a two-year regular migratory status to about half a million undocumented Venezuelans present in the country at the time. In 2019, it provided Colombian citizenship to nearly 30,000 children of Venezuelan refugees who had been born in Colombia without a nationality (unlike the U.S., in many countries just being born within their jurisdictions doesn’t confer citizenship automatically). Colombia has also rolled out several types of short-term visas to Venezuelans that entered the country “legally,” giving them the right to stay and work and access social services. It is unprecedented.

But some other countries have not lived up to these standards. Chile, for instance, despite having created an exclusive humanitarian visa for Venezuelans early on, has recently doubled down on deportations of undocumented immigrants looking for refuge in that country. Trinidad and Tobago denied entry to Venezuelans at the expense of endangering their lives: This resulted in a tragedy where a dozen immigrants, included children, died on the journey back.

While we are yet to see a unified framework in the region to deal with Venezuelan refugees along the lines of what was suggested by the Organization of American States (OAS), we hope that more countries will follow Colombia’s example. It is not only a matter of humanity but of smart policymaking. Colombia understands that integrating immigrants and refugees into local communities and the labor force will bring tremendous benefits to its economy, as we have argued before.

To achieve this, however, the countries of the region need a massive influx of funding from the international community. This funding is not only required for humanitarian needs, of which there are many, but also for investment in local communities and businesses that require infrastructure upgrades and access to credit to absorb and integrate the immigrants and refugees into the formal labor force. We acknowledge this might be even more difficult to achieve during a global recession, but that doesn’t change the reality. The numbers speak for themselves. And while the Venezuelan refugees and their hosting countries could use a bit more of our sympathy, what they really need is for the world to step up and invest in them, in the hosting communities, and in their inseparable future.

Steps for Starting Your Recruitment Agency

Recruitment agencies don’t just identify and contact candidates for their clients. They aim to provide better career choices for the candidates as well. This win-win spirit is what motivates a recruiter to do their best every day.

Especially with the whole COVID-19 pandemic going on, it’s even more vital to help people and companies fill positions to continue operations and ensure survival and success.

If you are keen on starting your own recruitment business to help more dreams come true for both businesses and candidates, you should know these 8 key steps.

Step 1. Determine Your Niche

To start with, you need to determine which type of recruitment agency you want to establish. You could be an IT-focused agency or a retail business-oriented staffing team. Just examine the network you have and the knowledge you excel at, and choose a market to provide your service. Also, consider which candidates you have the strongest connection with. Are they fresh graduates or are they seniors? Asking yourself these questions will help you better position your business.

Here’s a list of the 4 different types of recruitment agencies to give you a better idea:

How to Become a Software Engineer in 2021 [Top Skills, Roles and  Responsibilities]
  1. 1. Traditional Recruitment Agency

This type of agency is also called an “employment agency” and the most common one of all. How they work is fairly straightforward. They only scout for candidates whenever their client needs a certain position filled.

They usually place individuals for long-term positions, which usually range from entry to high-level roles. Once a candidate is successfully onboarded, they charge a flat fee or a percentage of the candidate’s salary.

However, it’s important to note that when someone drops out within an agreed amount of time (usually 3 months), the recruitment agency has to find a replacement or waive the fee paid.

If you’re planning to put up your recruitment agency, be sure to screen candidates properly by offering a lot of support throughout their application journey.

  1. 2. Headhunting Agency

A headhunting agency is also called “executive search firms”. These companies only source high-level executives for companies like Chief Technology Officer (CTO), General Manager (GM), Director of Marketing, and so forth.

They will usually work on a retainer basis or with a percentage of the candidate’s salary or a mix of both. The retainment fee is to, as the name suggests, “retain” a recruiter to continuously headhunt the needed position and is non-refundable.

This type of recruitment is very time-consuming but undeniably effective. A lot of people rely on headhunting agencies to find high-level executives because they have professionally-trained recruiters who will relentlessly find the best fit for your organization.

If you’re planning on starting one, a team of experienced recruiters is a must.

  1. 3. Staffing Agency

A staffing agency is also called a “manpower agency”. This type of agency matches the ideal candidate with the right position, similar to traditional recruitment agencies. However, the main differences are the positions they fill and the recruitment process.

First, a staffing agency only fills temporary or contractual positions. These are often from select industries (i.e. hospitality) where they only do contracts and not long-term positions.

Second, the staffing agency hires the people themselves and not the client. This means that they have to do all the interviewing, screening, and training.

It’s an all-around company that gives convenience to clients who don’t have the time to source short-term employees and deal with the employment terms.

It offers a wide range of opportunities including temporary, temp-to-hire, contract, and direct hire. Staffing agencies charge a mark-up depending on the hired employee’s wage.

  1. 4. Niche Recruiting Agency

This one is also called a “specialist recruitment agency”. They understand the talent gaps in the market and help fill positions faster by providing candidates best suited for specialty roles.

What do we mean by this? They only work with a chosen industry. Let’s say, IT. The focus on IT positions and throughout the years develop accrued knowledge and experience to deal with individuals of such caliber.

This enables them to know what skills a good IT worker should have, what kind of packages and compensations they want, and many more. This gives them the advantage to find highly qualified applicants who are true experts in their fields.

Starting a niche recruitment agency might limit your clients, but once you find your momentum, you’ll be revered in the field you’ve chosen.

Step 2. Assess Your Competitors

Once you decide on a market and the type of recruitment agency you want to have, you should assess who you are competing with. Use simple SWOT (strengths, weaknesses, opportunities, threats) and 4 Ps (product, place, price, promotion) analysis to find out how you stand out and where you need to improve your game. As one ancient Chinese saying states, “know the enemy, know yourself, and in every battle, you’ll never be in peril.”

Step 3. Assess Your Finances

Starting a recruitment agency doesn’t require as much money as most other startups. However, you should still consider costs like office equipment, digital tools, staff, insurance, etc. Create a budget spreadsheet and get proper financial advice if needed.

Don’t hesitate to seek help or even partnerships with other people. Having someone to back you up can lead to a more efficient and productive workforce, especially when you’re just starting.

Step 4. Research Laws and Regulations

Most companies depend on lawyers and counsel to take care of legal business. Yet, as the founder of your agency, you ought to spend time researching relevant laws and regulations to prevent any further legal problems. The latest regulation recruitment agencies need to follow is GDPR, which focuses on data protection.

This is important so you can protect and prevent your company and your candidates from any legal issues that may arise.

Step 5. Build Marketing Plans

First, create a logo and image that meet your agency’s style. First impressions matter much more than you notice. Once you set up the look, draft a marketing structure and match each process with tools and skills you can use. For instance, there are various graphic design tools for creating images. As for reaching out to clients and candidates, LinkedIn is a must. Pick the right channels to connect and you’ll have won half the battle.

While you’re on this, ensure that you take into consideration company diversity, equity, and inclusion, showcasing your website, career pages, and more can highly improve your employer branding and perpetuate a company culture that people would want to work in. You’ll be surprised at the number of quality candidates that will attract!

Step 6. Set Up Business Goals

Want to go big? Objectivity is the key. A successful staffing agency counts on not only experiences and a massive amount of candidates but also clear business goals. Adopt a comprehensive yet flexible business model for your agency. Set up short and long-term goals to inspire your recruiters. For example, you could aim to increase stable clients by 10% in 2 months. Maybe you’d like to expand your service area during the next half year.

Creating such metrics or KPIs can help you track progress and let you pinpoint bottlenecks to achieve more. After all, numbers and figures are essential to businesses!

Step 7. Invest in Tech Tools

Recruitment agencies nowadays are enormously affected by technological tools. Invest in the right tool, you will end up saving a great deal of time and money. One of the most popular and reliable digital software used by recruiters is Applicant Tracking System. Use one that can automatically collect candidates’ LinkedIn profiles,  score out the best candidate, and easily track candidates’ status. You’ll see how much faster and simpler it is to manage your talented applicants and keep your work organized.

Furthermore, some advanced ATS also have dual functionalities which encompass a reliable recruitment CRM. This way, you’ll also get to touch base with clients so you can have more sales for overall company success.

Step 8. Invest in People
How to Become a Software Engineer, 2019's Best Job

Last but not least, you need to hire good recruiters and invest in them. Knowing tips on recruiting a recruiter definitely allows you to meet and hire recruiters with rich experience. However, don’t give up on junior recruiters. Spot each recruiter’s strength and help them thrive, you are doing a huge favor to yourself too.

With the right people on board, it will tie together your entire recruitment system and you’ll reap rewards faster than you know it.

Should You Use an Employment Agency to Find a Job?
7 advantages of using a recruitment agency | Energy Resourcing

Picture this. You get called in for a job interview after applying for a position through one of those huge job boards like CareerBuilder. You show up to your interview dressed to impress with your resume in your hand and your go-to interview answers memorized. Then you find out that you’ve actually had an interview at an employment agency, which means that you’d have to pay them a percentage of your salary if you land a job as a result of working with them. But the very thought makes you cringe! This happened to me a couple of times right after I graduated from college, and I too had the same reaction. Then, by some sort of strange twist of fate, I ended up working at one of those employment agencies, and I was able to see how they work from the inside. Now that I know what is involved in agency work and given the current economic climate, I think a lot of people might actually be better off using one.

The first thing on everyone’s mind

Before I list the benefits of using an employment agency, I’m going to address the issue that makes everyone uncomfortable: the commission fee. Look, in placing you in a job, coaching you and essentially acting like your agent, employment agencies have offered you a very valuable service. Agency employees have to make a living too, so  you can’t expect them not to charge some sort of fee. Acceptable fees and practices vary by state. For instance, employment agencies in New York have fee restrictions based on percentages of the first year’s salary. The regulations in Arizona are different. If you have any doubts or questions, make sure to check what kind of provisions have been set forth by your state’s Department of Labor for both public and private employment agencies. Here’s something else you need to know: there are instances when the company with the open position will cover the agency cost. You see, employment agencies aren’t just for individuals, they have whole companies as clients who will pay for their services. So there is a chance you won’t have to pay anything at all. If that doesn’t work out, there is also the chance that the employer will at least pay part of the fee. The bottom line is that you are entitled to explore your options. If you want the employer to pay the fee, tell the recruiter. Agencies will often partake in negotiations to make all parties involved happy. Now that the controversial stuff is out of the way, here are some of the benefits of using an employment agency:

Companies actually use them

9 Recruitment Best Practices for Staffing Agencies - Harver

Ever wonder why you can’t find those great jobs you hear about on huge job boards? It’s probably because they are using the services of an employment agency. Nowadays, more and more companies are turning to employment agencies to do initial screenings and interviews, that way they don’t have to sift through countless resumes and interview hundreds of people before they find the right fit. In fact, an April 2011 Staffing Industry Report finds that industry revenue went up 12 percent in 2010. It forecasts that professional staffing revenue will hit $50.6 billion by 2012. What does this mean for you? It means that these agencies actually have clients that could be your next employer.

They have a stake in your success

It’s in an employment agency’s best interest to coach you well for a potential job. Basically, if you look bad, then they look bad. As a result, employment agencies prep you for interviews so that you impress your potential employer. In other words, you’ll never go into an interview blind. These agencies also rework your resumes to fit the jobs you are applying for, a much-appreciated service since many people still don’t know how to write a good resume.

Negotiation assistance

What is Staffing Agency & Its Roles and Responsibilities

Employment agencies essentially take on the role of your agent. If you have a problem with your placement, need to negotiate benefits, salary, or commissions, or just have general questions, employment agencies will work with you and for you. Again, it’s in their best interest to make sure that both the employee and the employer are satisfied. While employment agencies may not be for everyone, they are a viable option for finding anything from temporary work to permanent employment. 

Hiring Process | Morgan McKinley Recruitment

When applying for a job in a competitive hiring environment, it’s important to have every possible advantage, or a hiring manager may never even see your resume. The right education and training, relevant experience and industry certifications are all important. But it sometimes takes much more to land an interview, and ultimately, the job.

More job seekers are using job recruitment agencies to help them navigate the hiring process. Not only does a good agency find you more opportunities with hiring managers, but it can also be a valuable long-term career partner. If you’re considering a recruitment agency, follow these tips to determine whether it’s a good or bad one.


Many professionals limit their recruitment agency search to those advertising positions of interest. While this isn’t necessarily a mistake – after all, you could get lucky and end up with a great agency – it’s not the best approach.

It’s more important to proceed thoughtfully, and choose a recruitment agency that’s a good fit for you and the career opportunities you seek.

When researching recruitment agencies, you’ll find they have commonalities and differences. The key is to know the good qualities you want and the bad qualities you want to avoid.


Rectrain Limited - Contact | Get in touch, we would love to hear from you.

Approachability: Look for agencies that are personable and approachable. They should seem genuinely interested in learning about you as a person, as well as your career goals.

Sales ability: You’ll need your agency to go to bat for you. Therefore, you should look for one with strong sales skills that will accurately represent you to employers, persuade them that you are the right candidate and convince them you deserve an opportunity.

Optimism: It’s not easy looking for a job; you’ll want to team up with a recruitment agency partner that makes it easier for you by being positive and motivating.

Industry expertise: Good agencies understand your industry, the roles they are recruiting for and the needs of employers. They have cultivated strong relationships in either their specialty industry or a variety of areas.

Longevity and turnover: Find out how established the agency is and how long the recruiter you’ll be working with has been there. If they have a high turnover rate, your consultant may not have developed long-term, established relationships with employers. For you, that could mean the difference between getting an interview and being ignored.

Resume help: Good recruitment agencies are experts in resumes and cover letters. They know exactly what employers are looking for. The agency should be able to help you put together a resume and cover letter that stands out and speaks directly to an employer’s needs.


Fees: If the recruitment agency charges you a fee for their services, consider it a huge red flag. Legitimate agencies are paid by the company doing the hiring – not by the candidates they place. Avoid signing any contracts that require you to ever pay a fee, even if they find you a job.

Lack of interest: Some agencies don’t interview individual candidates in person. Or, they may push you toward jobs that are not suitable for you, but pay larger fees to them. Be sure your recruitment consultant always has your best interests at heart.

Overpromising: Keep your guard up when a recruitment consultant promises the moon, such as indicating they can guarantee you a job. Remember that all hiring decisions are made by the employer, not the recruitment agency.

Lack of privacy: Beware of recruitment agencies they send your personal information to employers without your consent. They should always respect your privacy and be completely transparent about where they send your information.

Look for agencies with good reputations that are focused on their candidates and interested in long-term relationships. Avoid agencies that are more interested in making a quick buck, and end contact with candidates once they’ve been placed in a position.

When interviewing with an agency, ask plenty of questions that will help you learn whether they have the qualities you seek or those you wish to avoid. Find which industries they specialize in, if any, what makes them different from the competition and what types of clients they typically work with.


How to Find the Right Cultural Fit for Your Organization

As stated above, no recruitment agency can guarantee you a job. However, choosing the agency that fits you and your career goals is the first step to landing the position you want. Knowing you’re represented by an agency you’re proud of and that can open additional doors will give you a greater feeling of confidence – an advantage you’ll need when you’re job hunting!

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! 


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. 

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.

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!
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.
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.
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.


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.


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.


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!