7 Low-Cost Staffing Marketing Ideas Can Put You on Top

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7 Low Cost Staffing Marketing Ideas for Agencies

With the job market on the rebound, competition is heating up among staffing and temporary employment agencies, too. Here are seven low-cost staffing marketing ideas that can help you put your staffing agency ahead of the competition.

Land More Leads: 7 Low-Cost Staffing Marketing Ideas for Agencies

Whether you are looking to attract job candidates or want to land more employers onto your staffing agency list of clients, these staffing marketing ideas can help. Add these staffing marketing ideas to your agency’s strategy to grow your temporary services firm, staffing agency or recruiting services.

It shouldn’t come as a big surprise that the staffing industry is a fiercely competitive marketplace at present, given the rebound in the job market overall. Experts point to several staffing industry trends that are heating things up for everyone; for instance:

  • US industrial staffing rose 6% in 2014, to $31.3 billion and is projected to grow at a similar pace in 2015
  • IT staffing is projected to grow even faster, estimated to rise 7% in 2015
  • Ecommerce is driving demand for temporary workers as employers seek to add staff only for peak days/hours
  • Temporary vs. full time hiring is still attractive to many employers who are still uncertain about the economy

In fact, the U.S. Bureau of Labor Statistics predicts that the staffing industry will grow faster, and add more jobs than nearly any other industry over the next decade.

With competition at a fever pitch for landing easily place-able candidates as well as employer job listings, here are seven ways to develop a competitive advantage for your staffing agency, temporary services firm or professional recruiting services.

7 Low-Cost Staffing Marketing Ideas for Staffing and Temporary Employment Agencies

Maximize Free Marketing Channels

Web content optimized to attract your ideal candidates or employers, social media, and good old-fashioned in-person networking with local business groups, Chambers of Commerce and other civic organizations can go a long way to building relationships with employers that put position openings on your books. Likewise, they can connect you with executives and other individuals whose skills are in high demand, so that when they are ready to make a move, they already know who to call.

Fill the Pipeline: Get As Many Subscribers As Possible

Every phone, web or email inquiry is an opportunity to add a new contact to your database. Every business card collected at a networking event represents a potential new subscriber. You can also use contests or gated web content such as white papers, videos and reports to bolster the size of your contact database over time.

Cultivate Relationships with Influencers

Formal influencers like HR staff and executives aren’t the only way that you can source listings. Thanks to social media, it’s never been so easy to find people who are willing to share social posts they feel might interest their own networks. Make sure your social posts reference cities or geographical areas and encourage people to share them with their own networks. Reinforce social shares with a thank you, retweet, tag or mention (which will also increase their reach). If influencers produce real business with you, thank them with a Starbucks© card or some other small gesture — reward behavior you want more of!

Survey Client Satisfaction

It’s vital that you take the temperature from time to time when it comes to client satisfaction. Even long-term client relationships can go south quickly with a bad placement or failure to deliver fast enough. Clients may have new leaders who want to work with other agencies. Even if you do everything right, there could be client discontent brewing for many different reasons.

Be Present in the Community

If you are waiting for business to come to you, chances are that you are being out-hustled by recruiters who are willing to roll up their sleeves and participate in community events, networking groups, churches, schools, charitable endeavors and other activities in order to give back and build a strong network in the process.

Beat Your Competitors When it Comes to Following Through and Following Up

Placing your star candidate or putting the right person on the job for an employer isn’t enough; it’s simply meeting expectations. Go the extra mile in your process by doing more (whether that means prepping candidates better, completing the employer’s side of the paperwork, etc.) than competitors are doing. Don’t be afraid to come right out and ask your clients what else you can do to add value to the process. And once the placement is made, follow up as though your job depends on it, because the next job listing just might!

Thank you notes, “how did we do?” type of inquiries, solicitation of feedback by email initially and a few weeks later can all be invaluable relationship builders that let the client know you truly care about whether you provided a solution that brought them the success they wanted.

Stay in Touch Longer (Well, Forever)

Candidate placement and closing of the job ticket isn’t the end; hopefully, it’s just the beginning of a long-term relationship. Stay in touch by moving contacts to a marketing list that will put helpful tips, cartoons, entertaining stories, items of interest or added value into their inbox every few weeks over time. The candidate you placed today may be looking for a new opportunity a few years down the road. The employer who hired them may not have other openings now, but 6, 9, 12, or 36 months later, they might be growing so fast that they can’t keep pace. Transitioning from a sales-oriented to a relationship-building marketing communications plan is essential for clients or candidates “after the sale.”

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