It’s a candidate’s market. Recruiters know it, and candidates certainly know it. So why don’t more of today’s recruiting strategies reflect it? In an effort to empower recruiters with strategies they can apply in a candidate’s market, here are three tactics to deploy right now.
I'm speaking at the StaffingTec 2020 Technology Conference, May 5-7 in Austin, TX. Take a deep dive into staffing industry technology and get a year’s worth of technology insights and strategies in just three days. My session is Leveraging Your Candidate and Employee Data for Competitive Advantage.
When I started in the staffing business more than 20 years ago, every Monday morning my colleagues and I would get out the classified ads in the newspaper and start calling all of the companies that posted jobs to see if we could help them fill their positions. In some cases, we had a specific candidate we were presenting to them—this was an early iteration of what we now call skill marketing. Of course, every other staffing company used this same strategy, so I can imagine Mondays weren’t much fun for the people posting those jobs.
Today, skill marketing is still an important revenue driver for many staffing companies. And with talent at such a premium now, marketing hard-to-find, in-demand candidates can be more effective than ever.
I had the opportunity to talk with Travis Arnold, the CMO & Co-founder of Herefish. We talked about beer... and more importantly 6 steps to building a great sales team at your staffing firm.
We're offering a fantastic cyber-week deal ... Buy One, Get One training subscription!
It’s easy when you have a new employee starting and you have an orientation schedule for a new sales person or recruiter. The goal is to ramp them up for success as quick as possible. You have this person start from the beginning, learning each internal process and procedure, and then sprinkle in some outside training sources that add variety and promote skills for increased performance. But, how do you incorporate training with existing employees?
I'm speaking at the NAPS 2019 Conference, Sept. 22-24 in San Antonio. Come see me and save $100 with code NAPSSPEAKER19. My session is:
Recruiters who hold on to traditional sourcing strategies risk getting outplayed by competitors who reach out beyond their markets and databases.
Imagine you need to collect a gallon of water. You place a bucket under the faucet and turn it on full blast—but unfortunately, over time, your water pressure has decreased to a mere trickle.
Rather than wait for the bucket to fill, you decide to collect the water using smaller containers, so you can use the water more quickly—and then you decide to use a ladle to help get the water into your makeshift pipeline. Oh, and did I mention your ladle is full of holes? The task quickly becomes a lesson in futility—one that is inefficient, unsustainable, and destined to fail.
Of course, I’m not talking about collecting water, but rather describing how many staffing firms recruit.
We're excited to announce our new partnership with Moore Essentials to help you find prospects and candidates from the 2 BILLION people on Facebook. We have dozens of training sessions on staffing sales and recruiting, focusing mostly on sourcing through LinkedIn. Now the experts at Moore Essentials can show you how to source from Facebook!
At the end of June, the national unemployment rate was 4% and every business owner I spoke with was in a talent crunch.
There are few industries today that aren’t experiencing a significant talent shortage. Additionally, every leader I met with struggled with some lack of accountability in their organization among current employees.
It creates an interesting conundrum that is keeping many a business owner awake at night…
What do you do when you can’t find quality talent? How can you hold existing talent accountable without losing them to greener pastures?