Speed and agility are essential to help a staffing firm thrive and grow, especially in today’s fast-paced employment landscape. The Global Staffing Trends 2017 report from LinkedIn Talent Solutions noted that 83 percent of staffing firms say their average time to hire is under two months. Staying ahead of the game when many of the most in-demand skills are in short supply requires the tools and strategies to make quality placements quickly.
The right data makes a big difference in establishing the efficient, scalable operations that allow staffing professionals to spot opportunities as they emerge and fill open positions right away. With a thoughtful approach to gathering and applying relevant intelligence, organizations gain the insights to recruit better candidates, establish stronger relationships with employers, and plan for the future. A data-driven strategy starts with advanced staffing software that brings functions together and grants a detailed perspective on recruitment challenges.
Creating a better talent community
“Data has a major role to play in drawing people to a job board.”
According to the American Staffing Association, U.S. staffing companies employed an average of 3.22 million temporary and contract workers per week in the third quarter of 2017. Finding the best employees in this environment calls for building a strong brand and staying accessible to potential employees. Creating an online talent community is an effective way of attracting skilled individuals and gathering vital information, so an agency knows just who to contact when an appropriate job opens up.
Data has a major role to play in drawing people to a job board. By monitoring the paths individuals take to submitting their information and noting what job descriptions that attract the most interest, hiring professionals can make better decisions in their marketing and outreach efforts. With the right software, staffers can run a variety of functions through their online community, seamlessly handling scheduling, time entry and payroll.
For staffing firms in search of opportunities for improvement, it’s invaluable to break things down by the numbers. Depending on an organization’s priorities, different metrics might be the most crucial. Whatever goals an agency is pursuing, determining key performance indicators and setting appropriate benchmarks allows decision-makers to strategize for ongoing growth.
Measures of client satisfaction give an agency a general picture of how it is engaging with employers and meeting their needs. Fill rates tell staffing professionals whether they are reliably connecting those clients to applicants who possess appropriate backgrounds. An interview-to-hire ratio may reveal whether staffers should streamline their approach to candidate matching.
Automating candidate matches
When firms do need to make their processes for connecting applicants to jobs more efficient, tools built on advanced data science can be a tremendous advantage. Recruitment software featuring artificial intelligence is capable of scoring and ranking jobseekers based on customized criteria. Automation turns a database into fuel for growth, empowering the work of hiring professionals.
By establishing a baseline of must-have skills for each position, staffers skip sorting through stacks of unsuitable resumes. They can instead gain immediate visibility into the pool of candidates by setting values for an array of characteristics that would be an advantage for a job. Positioning data at the forefront of the search for new workers enables an agency to be in touch with the best-qualified people right when they’re needed
Forming stronger relationships
At the end of the day, staffing is all about nurturing relationships with people, finding the best possible fit between applicants and open roles. One of the biggest strengths of a strategy based in hard data is that it gives hiring professionals the time and perspective they need to collaborate more effectively with both employers and workers. Spending fewer hours on paperwork leads to talking with candidates one-on-one and getting to know them better.
In turn, a higher level of engagement enables staffers to make more successful placements and form lasting connections. In CareerBuilder’s 2017 Candidate Experience survey, 40 percent of job seekers said they felt communication had been lacking between when they accepted a job and started work. Reaching out with a phone call or text message can make all the difference in letting workers know they are valued.
Jobscience harnesses relevant data, bringing staffers the insights they need to make consistent candidate matches and boost efficiency. With powerful tools accessible from a centralized platform that’s integrated into Salesforce, hiring professionals are prepared to seize strategic opportunities.