Webinar 3 key automations in Staffing

How to attract and retain talent in a tight labor market?

Digitization and powerful automations help companies in Staffing, Recruitment and Consultancy to stand out from the competition

Every company, no matter how much they invest in employer branding, struggles with the current talent shortage. Companies who specialize in Staffing and Recruitment must go the extra mile to be able to make the perfect match in time. This requires innovative power and creativity. During the Werf& Webinar Week our partners Byner and Jobrock presented practical examples of powerful automations in Staffing. In this article, we share a few takeaways. Get to the bottom of it? Watch the complete webinar here.

#1 Be there first

With these tight talent shortages, the staffing field has moved way beyond recruiting active talent. In their struggle to attract passive candidates, recruiters all pull out fairly the same tactics. To truly stand out from the competition, companies need to be distinctive, persuasive and fast.

In the webinar you see how recruiters can use modern online marketing techniques to capture the attention of possible candidates online. And how easy it is to start a personal conversation, no matter where they are. With smart automations the recruiter himself starts a campaign on Friday and finds his agenda filled with appointments the following Monday. With this approach, recruiters have higher quality interviews. Plus, on average, they connect with 23% more candidates with 40% less work. Sounds promising, right?

"Launching a recruitment campaign on Friday and then starting on Monday with your calendar nicely filled with interviews with qualified candidates. This may sound like a dream, but recruitment marketing automations make it possible.”

Rob Boersma, Jobrock

#2 Entice talent to switch

A second best practice in times of shortage is to look beyond the ‘usual suspects’. Search for candidates who might be perfectly suitable for the job, but do not have the demanded experience or education. Or convince talent to switch to a different industry. We’ve seen many shifts lately. A successful example are agencies who’ve recruited people who were formerly working in hospitality or logistics to come work for GGDs.

Innovative marketing automations were set in place to effectively reach specific target groups and to ask them about their ambitions, their wishes and if they would be open for a different kind of job. With the collected answers, their profiles could be enriched and the agencies could suddenly tap into a whole new set of candidates.

#3 Train them in-house

Now experienced candidates are hard to find, we signal a tendency that companies start their own talent development and trainee programs. Some Staffing agencies even make it their USP. Calco IT & Finance sets a good example. Based on the motto: Hire for Personality, Train for Skills they recruit people with completely divergent backgrounds, but all having distinct potential, drive and analytical insights, and train them in- house.

If you have many trainees on a regular basis, it is worthwhile to set workflows in place to manage the process. This process can be set up similar to recruitment workflows and they can be fully integrated in the regular workflows.

Once you have the process in place, you are always in control and you can offer your trainees the guidance they deserve in every step of the way.

Training Workflow

"Automations make work in Staffing more productive and more engaging. Plus, it is more fun. Recruiters have far less boring manual work so they can focus on doing what they love most: building valuable relationships with talent."

Joram Timmerman, Byner

#4 Keep them on board

During the talent journey, there are many moments where Staffing and Recruitment companies risk losing valuable professionals. We call that the leaking pipe. Companies lose candidates in various phases, from the recruitment phase, to after a project has ended, and every phase in between.

This leaking pipe costs a lot of money and effort and it has a negative impact on the employer brand. And what’s worse, you have to recruit and hire for new projects all over again.

Number one priority should be to retain the professionals you’ve invested so much in to hire in the first place. By being relevant, attend to them and engage them in every step of the talent journey. With workflows and automations you can do that in a personalized and engaging way, without any extra effort from your consultants/recruiters. No matter how high the volume. In the webinar, you find some powerful examples of how this is successfully used in the staffing industry.

Watch the webinar (in Dutch)

The webinar is in Dutch and was recorded for your convenience.  Just click here and you’ll be redirected to the Byner website where you can download the recording and watch it any time you like. 

Manola van Diest

Manola van Diest

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