Marketing Strategies For Staffing Agencies – This guide covers topics related to marketing your workforce to employers and candidates with the ultimate goal of helping you get more visibility, more qualified candidates, more leads, more career development, more sales, and more speed of rotation.
For both employers and candidates, marketing means that you have to juggle many balls at the same time as marketing becomes more and more complex. Staffing agencies are faced with a myriad of confusing methods, tools and technologies, and the difficult task of balancing the resources required to market with both goals at the same time.
Marketing Strategies For Staffing Agencies
It is organized as follows, and you can read it from top to bottom, click one of the links below to jump to each section, or download the PDF version to save and use.
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Any discussion of marketing for an employer or business should begin with a discussion of the growth process. The development model (or design) you choose has the essential elements to define, plan, finance and implement your marketing goals, strategies and tactics.
For example, if yourgrowth plan is focused on mergers or acquisitions, the marketing goals, strategies and tactics you need to implement will be very different than if you are growing by adding new services or products.
Board members and shareholders may consider using one or more of the following designs or strategies. These strategies must be combined or adapted depending on the size, resources, ambitions and business skills of the agency to create a sustainable and sustainable business plan.
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This is the core development strategy that forms part of every staffing agency’s business plan. However, many agencies have problems to achieve the investment and development, because it is not an easy way to implement once you start, and the competitors will not stand still while you steal the investment.
A go-to-market strategy can be built by focusing on a specific sector (eg IT or accounting) or by having the lowest labor costs in the market.
Another option as an addition to the overall growth strategy is to open offices in new geographic markets, especially if your current market has strong competitors that limit your growth opportunities. From this perspective, the options for implementing the expansion of the national company are many, including opening doors in new areas, merging and acquiring other agencies, and seeking and developing strategic partnerships. other agency.
Labor organizations implement this strategy by offering changes to the basic functions of workers. For example, a recruitment company may offer temporary services, or only a recruitment company may enter a potential market. You can find a “preferred” service with a real “first choice” candidate base, or create one yourself.
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On a narrow candidate pool built around a specific job or industry. You can offer HR consulting or employee training programs…and more.
Diversification is selling new services unrelated to your core business in new markets. There are not many agencies that specialize in non-communications businesses, so we did not include this option in our list of growth opportunities.
Growth through mergers or acquisitions is a strategy that every business owner or investor should consider. However, this strategy is expensive, fraught with risk, and does not guarantee success.
“Many owners are looking to leverage their current workforce by obtaining value through a sale or trade,” said Duff & Phelps, an independent consultant specializing in business valuation and finance.
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Recruitment agencies are responsible for marketing new accounts and exclusive candidates. Although there is a direct line and connection between these two needs, they have the same goal as the goal of increasing the top line of the agency.
We have a lot of confusion about what goals, strategies and tactics are, and the relationship between them. Each development strategy you use will have its own unique goals, strategies and tactics, so choosing different development models has resource, technology and cost implications.
Goals: Statistics and metrics for goals, such as “Increase your income by 10%.” Your agency or recruiting firm may have 2-4 marketing goals that should be incorporated into your overall development plan or strategy. and candidate orientation policy.
Strategy: A broad outline of what you will do to achieve your goal, such as “plan and execute a campaign”, which can be one of many strategies you can use to generate higher income. An example of a targeted strategy of a competitor with the goal of increasing the profile of qualified candidates and 5% of the market could be something like “attending four to six trade shows.”
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In fact, each mission may have half a dozen or more strategies. The results of each strategy can be measured, and once the strategy is defined, each strategy can have its own budget, which allows you to measure the return on investment of the strategy.
Strategy: How to execute strategy. For example, “provide a website about NLRB updates and use the registry as a tool to get names and contact information” might be a strategy under a lead generation strategy from an account perspective. Each strategy will have multiple strategies, each of which may require money and whose results can be measured. Strategy is often confused with strategy (what and how) and extraordinary creativity emerges.
The following five strategies can serve as goals or objectives for institutional leadership development. We will give a few logical examples of each strategy.
Whether it’s finding new candidates or growing accounts, if you don’t have visibility, your chances of achieving your growth goals are greatly reduced.
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Strategies to become more visible to employers include: paid advertising, blogging, SEO/keyword strategies, referrals, community and business partnerships, and more.
Strategies to gain more visibility for candidates include your company branding and how you promote and present your brand, especially in the social media arena. You can also consider strategic ways to improve your ATS to keep up with your unique attacks.
Without exceptional candidates to fill open orders, growth goals will be difficult to achieve. Finding great candidates plays an important role in building your brand and delighting customers.
From that perspective, the bad news is that you and your competitors may be using the same channels to find and connect with candidates – ATS, job boards, LinkedIn, etc. The good news is that companies continue to develop new programs and services. it can give you a competitive advantage when recruiting new candidates.
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For example, Mighty Recruiter recently published a blog post titled The Best Online Resume Tools for 2017, which points out seven recruiting tools to help you find top talent and get your resume online.
Lead generation and employee lead generation strategies are a “must-have” for any business or recruiter. While many agencies enjoy the benefits of recruiting, growth-oriented businesses will want to develop and implement strategies and tactics to capture leads at every stage of the buyer’s journey. Chapter 7. This presentation provides more insight into lead generation.
There are many different lead generation strategies that require the “right” combination of funding, creativity and execution to be successful. This can include offers such as white papers, e-books, checklists, free consultations, price discounts, and more.
A top priority for staffing agencies is to have a strategy for engaging with accounts when the doors are open. The sales cycle here is the time between the first number and the job offer, then the process and placement of the candidate.
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From the perspective, you will need marketing technology to launch new accounts, including a CRM with lead tracking capabilities, an email program that integrates with marketing automation software, and a unique content strategy. of non-marketing and marketing sectors.
Your existing customers will be the main source of your new business, so it is a good idea to have a different strategy and contact strategy to develop a relationship with them. You can also measure the effectiveness of this strategy by tracking the number and frequency of work orders received, as well as their engagement with your email and value content.
From a tactical point of view, this strategy can be implemented in 1-to-1 combinations
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