These days, the stakes are higher than ever in the staffing and recruiting industry. Companies of all industries and sizes are struggling to find candidates in such a high-demand market.
As employers scramble to get people back into work as quickly as possible, staffing and recruiting agencies are feeling the pressure from both sides of recruiting and hiring:
- Employers are so desperate to fill roles, they’re working with several different agencies to get access to as many candidates as possible.
- Candidates know how highly valued they are. They are likely considering multiple job offers at the same time, further complicating the agency’s employment strategy.
In this job market, a new opening can spark a race between staffing and recruiting firms to submit their candidates faster than the competition. That is why, as a staffing or recruiting agent, a speed-to-candidate strategy will be paramount to your success.
Here are 5 tips to help staffing and recruiting agencies increase efficiencies, beat the competition, and come out of the COVID slowdown better than ever.
Make Your Website Work As Hard As You Are
With the need for speed in staffing and recruiting, nothing can be more defeating than a slow and clunky website.
Think of your website as an employee. But not just another employee on the roster. Instead of working 40 hours a week and engaging with only a few prospects at a time, your website could be working 168 hours a week and engaging with thousands of prospects at a time!
A workload like that puts your website in the running for MVP. So if your ace employee is not performing up to snuff, you want to get them back on track ASAP.
Take the time to give your MVP some love and consider refreshing or optimizing your agency site for:
- Customized web design for staffing and recruiting agencies
- User experience
- Speed
- Search Engine Optimization
- Nurturing leads
Ensure You’re Using All Of LinkedIn’s Newest Features
LinkedIn is a recruiting agent’s best friend. And LinkedIn’s newest features are all about finding the best talent and engaging with candidates in deeper, more meaningful ways at every touchpoint in their journey down the funnel.
While LinkedIn has a variety of key productivity hacks for recruiting agents, their new features are all about developing a pipeline of talent you can call on in a pinch – talent that knows who you are, knows what you’re looking for, and can respond at a moment’s notice when a great opportunity hits the market.
Don’t Lose Sight Of Your Overall Recruiting Automation Strategy
Imagine this scenario: a great job opens up. You have just the candidate to fit the bill. Your fast action pays off, and your candidate seems like a perfect fit. Everything looks perfect until it’s discovered the employer won’t offer any flexibility to work from home.
Sometimes when you’re working fast and hard to find a candidate and put them front and center, essential details can be overlooked in your interview process. Or you might erroneously assume some details could be worked out in negotiations between potential candidates and the hiring managers.
Sometimes the best staffing advice is to keep the essentials of your hiring strategy front and center. Things like:
- Thoroughly reviewing the job description
- Vetting candidates for skills, experience, and culture fit
- Employer/candidate expectations for salary, benefits
- Clarify work-from-home, and other flexible scheduling options
You probably noticed that last detail: work-from-home-options.
Ever since COVID, working from home has been more important than ever. Since many businesses were forced to make do with remote options, a notable shift occurred in the market. It is believed that by 2025, 22% of the workforce (36.2 million Americans) will be working remotely. This is an incredible 87% increase in remote workers prior to the pandemic.
Today’s job seekers are well aware of this shift in the marketplace. Now, many workers believe work from home options should be a standard offering from businesses that have the capability of conducting business remotely.
Outsourcing Your Digital Marketing To A Specialized Agency
One of the best ways to keep the focus on your overall recruiting plan is by outsourcing your digital marketing strategy.
Working with a marketing agency that specializes in staffing and recruiting can free up an enormous amount of time that would be better spent sourcing and vetting quality talent. Finding the right marketing partner could give you the freedom to act fast when an employer posts a new opening.
That said, employers may need quality talent in a hurry. But that doesn’t mean they aren’t doing their due diligence to fully vet a recruiting agency with a candidate on offer. The same goes for candidates. They’re in a better position to negotiate a career with benefits that reflect the current needs of the market. They’re looking for a key advocate in the marketplace.
When it’s crunch time, your prospective employer and candidate will research your digital footprint. Naturally, they want to be certain when they make the leap, they can do so with confidence. If your brand doesn’t meet the requisite credentials of a trustworthy and relevant recruiting firm, it could frighten away prospective leads.
That’s where we can help!
As a marketing agency born in the staffing and recruiting industry, Parqa can help your firm establish its brand credibility, increase online visibility, and generate leads. So when you need to act quickly, candidates have heard of you, employers trust you, and ultimately, you can beat out the competition and place your candidate as a great match.
If you’re looking for a competitive edge in staffing or recruiting, we can help. Contact Parqa today. We can help you save time and create the freedom you need to grow your agency with a trusted reputation for providing fast, comprehensive employment solutions.
