Rapid-Fire Ideas to Rock Your Staffing Business

Rapid-Fire Ideas to Rock Your Staffing Business

By Julie Ann Bittner

Throughout the year, as TRICOM President and CEO, I have the pleasure of attending various state and national staffing conferences, and I sit in on countless seminars and keynote speakers. I’ve come away with numerous best practices for running a successful business, overcoming hiring challenges, new ideas to rock your staffing business, and legal issues facing the staffing industry, and more.

This spring, I attended Staffing Industry Analysts Executive Forum Conference. As usual, it did not disappoint. I was especially excited about a specific session that discussed a myriad of ideas that staffing company owners and executives can implement today. It focused on quick ideas that have an immediate impact.

The session was entitled Lightening Round: 28 Rapid-Fire Ideas to Rock Your Staffing Business. The Moderator was Jon Osborne, VP, Strategic Research from Staffing Industry Analysts. Panelists included Mike Jacoutot, Founder & Managing Partner of Butler Street Consulting, Eric Jaquith, Director of Talent Acquisition for CDO Corp, Chris Martin, SVP at Randstad Technologies, and David Searns, CEO of Haley Marketing.

The goal of the session was to provide quick ideas that can be implemented immediately and that “improve your top- and bottom-line results.” They covered 28 different ideas.

The following are the concepts I found especially insightful and impactful. They run the gamut in terms of topics including social media, sales, branding, referrals, and more:

  1. Design your website around information architecture and user experience – not pretty pictures or clever copy. What do you want the user to learn or do? Make it easy for them to do it. Limit the number of clicks it takes to get to critical information or applications. Make sure pages are loading quickly. Always be pointing them in the right direction, and make sure your site is attractive on all platforms including desktop, tablet, and mobile.
  2. Script your top 5 objections on the sales side and craft best responses to each objection. Involve your sales team and make sure everyone is speaking from the same page. Revisit these objections on a regular basis. Industry and customer needs may change over time, and so may their reasons for or against choosing you as a staffing provider.
  3. Get more involved with personal sharing than brand sharing on social media. One way to do this is to have a daily game plan for about 20-25 minutes a day building your network, sharing content about your company, sharing stories, photos, and more. Be Human. Make connections. Encourage your followers to share and engage, as well.  
  4. Leverage Your Applicant Tracking System (ATS). Take a file of all the email addresses you have in your ATS database and upload it to Facebook/Google so your ads pop up in front of everyone else. From there you can also select a Custom Audience and select targeting options such as location, age, gender, and interests. It’s an easy way to keep your brand in front of your applicants.   
  5. Interview the competition. Do you know what they know about you? Speak to your competitors at industry functions and any other opportunities to get a feel for what they know (or think they know) about your company. Are they accurate? Are they spreading misinformation? Depending on your findings, you can create a communication / marketing plan to dispel any myths.   
  6. Develop a residual referral program to create an economic entanglement with your customer and/or employees. For example, a medical staffing company may give all their nurses a referral card that they can then utilize to recruit candidates for the staffing company. They receive a set bonus for every hour the recruit works for a set time frame. You could also have a customer referral program. The idea is to pay it forward and create additional economic incentives and connections.  
  7. Test your ATS Application form and your recruiters. Go to your website from a phone and apply. How does the experience feel for you? How fast are able to apply? How quickly did you receive a response on your application? If you’re experiencing delays or frustrations, chances are potential candidates are, too.   
  8. Make cross-selling additional service lines a top priority.  Think wide and long. The more relationships you have or ways you do business with a customer, the deeper the commitment — and the better chance you have of retaining that customer for the long term.   
  9. Reverse mentoring. Take a new millennium employee and have them train you on a task. This helps close the knowledge gap for both parties. For example, the millennial employee comes with open minds and fresh eyes, as well as a tendency to understand the latest technological trends. The older employee is able to pass along industry terminology and best practices. Not only does it help bring employees together, it empowers both emerging and established leaders.  
  10. Redesign your blog page and blog posts to drive responses. Be sure to include a call to action or a sidebar with action. Make sure you have a compelling headline and a lead that draws readers in. Also try to use subheads to make the post more visually appealing while helping the reader navigate important sections (it also helps SEO). Also be clear on what action you want readers to take. Do you want them to read another blog? Check out your services or job openings? Be clear and make it easy for them to do so.  


Sometimes when you come away from a conference filled with great ideas and renewed energy, it can be hard to know where to get started. Any one of these suggestions would make an excellent starting point whether you’re concerned about sales, candidate engagement and retention, employee satisfaction, and more. Thanks again to the panel for offering up great – and actionable – suggestions that can have an immediate, significant impact.

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