5 Staffing Industry Trends to Grow Your Business

Technological advances are nothing knew to the staffing industry trends discussion.

We’ve had a digital transformation from rolodexes to spreadsheets to high-powered applicant tracking systems.  We are implementing recruitment and marketing automation, like watchdogs and automated matching and parsing.  The once traditional industry of staffing and recruiting has been evolved with these major technological booms. The staffing industry is becoming … dare I say it, cool.

And, while these advancements certainly benefit the recruiters who are saving buckets of time, there’s more. Staffing firm leadership is able to improve operations and bottom line.

Candidates and clients are benefiting as well. With better processes, segmentation and matching, recruiters are able to create better experiences for candidates. They are able to better match candidates to open job reqs. And, when clients and candidates are happy and successful with using staffing firms, that’s good for all of us.

So what trends are on deck for the staffing industry in 2021?

These are the five staffing industry trends that we believe are going to have a major impact throughout 2021, and technology plays a big role in all of them.

Staffing Industry Trend #1 – Better Recruiting Processes

According to G2, “68% of recruiting professionals say that the best way to improve recruiting performance over the next five years is by investing in new recruiting technology.”

So, how does recruiting technology help staffing firms improve their recruiting processes? Here is the long and the short of it…

Staffing and recruiting firms need to be able to source, engage, and nurture candidates throughout the entire recruitment process, at scale. This can be a lot of work, especially when you are dealing with several dozen (or hundred) candidates.

Additionally, everything these days is faster. That means making placements more quickly (aka lower time-to-fill).

But, How?

How to Streamline Your Recruiting Processes.
  1. Map out your firm’s ideal recruitment process. From sourcing to job posting to interviewing and beyond. Every step needs a map, or process.
  2. Build out your processes in a digital format, ideally with an advanced recruitment software or recruitment ATS/CRM.
  3. Use templatessequences and automation to complete as many tasks in each process as possible.
  4. Personalize with candidate, recruiter, job and company data using dynamic fields in email and text templates.
  5. Add personal phone touch points in your workflow or communication sequences for recruiter phone calls or sales donut drops.

By communicating effectively and consistently, you’ll provide a better candidate (or client) experience. And remember — just because a candidate isn’t the right fit now doesn’t mean they won’t be perfect for an opening next month. So, be sure to include a re-engagement process for candidates in your process build.

Examples of Staffing Processes to Streamline (and Automate).

For more examples of how to streamline your recruitment process and layer in automation to save your recruiters (and entire time) loads of time, schedule a Tracker demo with one of our consultants here.

Staffing Industry Trend #2 – Social Media

Social media provides the opportunity to position your company as an authority in your specific field, and to develop the personal brands of your recruiters, which is a powerful way to gain awareness and create authority for your firm.

Obviously, it can be a great way to reach potential clients as well as candidates. In fact, 92% of recruiters report using social media to find candidates.

The majority of hirers (96%) are on at least one of the “big three” social media sites. 77% of recruiters are on LinkedIn, and 63% are using Facebook. But there are other platforms out there that can be helpful in your recruiting efforts.

In our own survey of staffing firms, 69% of respondents said they plan to use Social Media as a recruitment tactic in 2021.

If you’re on the hunt for developers, sites like Github and Stack Overflow can be great resources. Looking for healthcare professionals? Try AllNurses or the Mayo Clinic Social Media Network.

By sharing quality content on these sites (including your job postings!) and by participating in discussions, prospects will see that you have your finger on the pulse of the industry. And they will see you.

Examples of Things to Post on Social Media.
  • Blog articles that offer career/interviewing/salary advice to job seekers in your industry
  • Your job openings with snazzy local-ish photos and differentiated descriptions
  • Testimonials and quotes from placed candidates and happy clients
  • Recruiter highlights profiling your on-hand industry experts
  • Videos of recruiters giving tips, your interview processes, and more!

Become a go-to for your candidates and prospects by being helpful, consistent and insightful. While you are at it, consider putting some money behind those posts and using targeting to make sure your hard work gets seen.

Staffing Industry Trend #3 – Remote Life

Before we even had to deal with the outcomes of the Covid pandemic, there was already a movement toward a “gig economy” in many industries. This is both good and bad for us in the staffing and recruiting industry.

In staffing firms we surveyed, over 75% plan to keep the majority of their employees remote. Which, is kind of mind blowing for our industry.

Certainly now, there is a definite shift in the nature of work to one of more independence. But, there are many reasons a remote workforce has become more appealing to both employers and employees.

On the hiring side, employers face a much larger candidate pool when they’re not limited to the company’s immediate location. Plus, there can be significant cost savings with a remote or flexible workforce. Staffing and recruiting firms can rent less office space for fewer onsite recruiters and sales folks. And, often times, they can pay lower salaries by hiring staff from more affordable markets. It may also reduce turnover. 76% of workers say that flexible hours would make them more likely to stay with their current employer.

And for your recruiters and internal employees? Remote workers report that they can work with more focus and fewer interruptions when they work from home. 86% say remote work reduces stress, and 50% report taking fewer sick days.

Great workflow and communication tools are making it easier than ever to work with people halfway around the world. So expect to widen the net of possible candidates to cities, states, and even countries you may not have thought of before.

How to Make Remote Work… Work.

Bottom line is, the forced working-from-home arrangement brought on by the pandemic of 2020/2021 will continue to have lasting impressions on staffing and recruiting firms. Many leadership teams are finding production to be just-as-good or better than when everyone was in the office. And, according to insight from Flexjobs, “businesses lose $600 billion a year to workplace distractions, and that remote workers are 35% to 40% more productive than their in-office counterparts.”

Staffing Industry Trend #4 – Sales CRM Integration with ATS

When your sales CRM is integrated with your candidate CRM and ATS (without having to buy and manage dozens of semi-connected applications) your processes are inherently more effective and easier to use.

Further, with sales and marketing automation integrated into your businesses CRM, staffing firms are able to expertly match open job reqs to candidates, as well as implement automation sequences and drip campaigns to nurture sales leads as well as existing clients.

What Can an Integrated Sales CRM Do?

When all of your records can connect and talk with each other, you are able to get a complete picture of your operations and your pipeline. Candidate records that link to each of the jobs (and companies) they’ve been associated with. Placement records that easily tracked to the client and the candidate. These are just simple connections that should truly be standard. Don’t settle for a disjointed ATS/CRM.

Staffing Industry Trend #5 – Marketing Strategy

As a staffing firm in 2021, your firm must be enabled to do marketing. The competition is too fierce, and the market is tight.

But, we get it. It can be a big investment.  By the time you buy a marketing platform, automation tools, parsing software, ad budget… not to mention the team, it can definitely add up.

So, this is where the strategy part comes in. As well as the importance of using a recruitment software tool that has integrated and in-build marketing functionality.

5 Quick Steps to Creating a Staffing Firm Marketing Strategy.
  1. Hire or empower a marketing person
  2. Map out your marketing footprint and tactics
  3. Pin down a starting budget (use tracking to finesse and improve spend in high ROI areas)
  4. Implement an integrated marketing platform OR use an ATS/CRM that has marketing functionality built in
  5. Automate and template as much as you can

Speaking of automating. Marketing automation not only helps your entire organization increase engagement and conversions, but it also helps you build more personalized communication paths for your client and candidates, and smarter segmentation. Keeping these strategies integrated with your ATS/CRM is critical. See how Tracker does it here.

Examples of Recruitment Marketing Automation.

Now more than ever, it is important to focus on recruiting tools and trends to make sure you don’t fall behind the competition. One of the biggest staffing industry trends that your firm should adopt is the use of recruitment marketing.

About Tracker

Tracker helps recruiting and staffing firms build better relationships, workflows, and revenue with our integrated Recruitment ATS and CRM.  Schedule a demo to see how we can help your firm #buildbetter in 2021.

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