Five Marketing Tips to Promote Your Company’s Career Site

Utilizing your company’s career site is a great way to incorporate free job postings in your recruitment strategy.  There is a lot of information on the web about creating the perfect job posting, but how do you get needed web traffic on your site to view them? Your agency’s online source of open opportunities is a centralized location where engaged candidates can easily check and apply for jobs and can potentially be a cost-effective advertising method. However, without frequent site visitors it can be difficult to maintain applicant flow from your career page alone. By implementing the below marketing tips, you can help drive traffic to your company’s job site without a hefty advertising budget.

  1. Email alerts

Send emails on a regular basis alerting passive candidates of current opportunities. This will position your staffing agency as a continuous source of available opportunities and keeps your brand at the forefront of candidates’ minds when actively searching for new jobs.

  1. SEO

When a job seeker uses Google to search for opportunities in his or her local area, ideally your website appears on the first page of the search results. This is accomplished through developing and implementing an SEO strategy. The many benefits of an SEO-friendly job posting contribute to your overall site’s search rankings. By creating new site content regularly, implementing keyword strategies and ensuring meta titles and descriptions are well constructed, your agency’s website will have the basics needed for competing with other companies for better online visibility.     

  1. Social media

When used effectively, social media can help develop a community that’s dedicated to your brand and what your business offers. Some staffing agencies use platforms like LinkedIn, Twitter and Facebook as job feeds, which is a risky approach. If your company’s career site is updated with new opportunities as they become available, advertising each individual position on social media can be repetitive work for your team and does not resonate with brand followers who are not in the market for a new position. Instead, look for ways to visually personify your agency while continuously reminding followers to check your website for new job postings. Ideas for this approach would include:

  • “We’re always looking for night owls interested in 3rd shift positions, check our site frequently for any opportunities near you!”
  • “Welcome to our new recruiter Emily! She might call you if you’re a qualified applicant for one of the positions listed on our website.”
  • “We’re gearing up for seasonal jobs this holiday season, keep an eye out for overtime opportunities on our website!”
  1. Submit your site to job posting aggregators 

Job aggregators collect job posting URLs on one site so job seekers can view multiple opportunities at once, such as Indeed and Simply Hired. You can submit XML files to these types of sites provided from your IT department or recruitment software provider. Your company’s job postings will perform better with a SEO-friendly URL, contact us today to learn more about how our digital job posting solution will give your staffing agency this type of advantage!

Driving continuous traffic to your company’s career site ultimately can help save time on sourcing for hard-to-find talent. If your recruitment software is not designed to keep your teams efficient and help improve candidate engagement, contact us today to learn more about how our staffing technology solutions can help make your staffing agency more profitable!

4 Tips for Creating the Perfect Job Posting

Because of the many challenges that come with recruiting in a tight labor market, recruiters often publish job postings on company websites and online job boards. When enough responses are collected from qualified applicants, this tactic can save recruiters time on sourcing for candidates. Online job postings are a great way to not only promote open positions, but to also expose online visitors to your business. Since a lot of companies and other staffing agencies utilize online job postings as a method for sourcing candidates, the below tips and tricks can maximize your chances of reaching your targeted talent pool toward order fulfillment.

  1. Pick a simple, searchable job title

The job title is the most important part in a job posting since it needs to match keywords that job seekers use in search queries. The client might say he or she is looking for a Customer Success Advocate and sends you a job description that describes a typical Call Center Customer Service Representative. Choosing to advertise an opening under a job title that is not commonly searched can be detrimental to your response rate. Make edits to client-specific titles and verbiage within a job description so that candidates will easily find your position.  

  1. Do not use the job description sent from the hiring manager without editing

After you have determined a simple, searchable title it can be tempting to simply use the job description provided from the hiring manager to save time. This approach risks a negative impact on search engine rankings and could potentially confuse job seekers. By developing original job posting content, you can easily ensure the verbiage is understandable and contains correct information.

  1. Point out perks, but don’t look like spam

When competing with other organizations for filling the same type of role, promote the company-specific perks that come with the position you’re staffing for. For some job orders, this may require some creative thinking and in-depth knowledge of the working conditions. For example, you might not see any competitive advantages for a data entry position in a typical office setting. Highlighting small perks like free coffee, a positive work environment, training opportunities, or any other benefits could potentially make your posting stand out and motivate job seekers to apply.

When identifying positive aspects of an assignment, be sure to avoid writing styles that could come across as spam, such as typing with the Caps Lock key on, excessive use of punctuation to emphasize something, grammatical errors, and being too vague in the job description. By presenting assignment information in a clean, professional format your posting is most likely to appear as a credible opportunity.

  1. Follow Search Engine Optimization (SEO) guidelines

Following SEO guidelines for job postings is important for your website to become more visible on search engines like Google and Bing. Since job boards also use search engine technology in presenting opportunities to candidates based on keyword relevancy, it’s a beneficial strategy for most posting platforms. Although very much worth the effort, it can be time consuming for recruiters to create a job posting that meets all the necessary SEO requirements. Consider creating an SEO-friendly job posting template to easily input specific assignment information while maximizing your chances of getting the most online visibility.

Job postings are a great way to find new talent and engage passive candidates in your database, both on job boards and your agency’s website. By implementing best practices such as choosing a searchable job title and writing for SEO in a professional format, you’re more likely to receive applicant flow from qualified candidates. A recruiting software that is designed to keep your team at maximum efficiency will allow you to spend more time sourcing and less work on administrative tasks. For more information on how our front office solutions can make your recruiting processes more profitable, contact us today!

2014 Staffing Industry Analysis – SIA Reports Growth For Contingent Workforce

Staffing Industry Analysts recently gave a staffing industry report, including an overview of its 2014 survey of North American contingent labor buyers—companies that utilize contingent workers. Their report was full of compelling staffing industry trends that can offer professional recruiting firms insight as they consider strategies for growth. If you missed the report, don’t worry—I’ll give you highlights and continue the conversation about where the staffing industry is heading.

US Economy News is Mixed But Strong

Jon Osborne, VP of Strategic Research, started the presentation with an overview of key US economic indicators. He said the few areas of bad news could be reflective of a mere first quarter “blip.” That negative news was countered by positive indicators, including low unemployment.

Unfavorable statistics:

  • US GDP was down by 1 %in the first quarter.
  • Consumer sentiment remains low.
  • 1/3 of adults ages 18 to 34 live with their parents.

Favorable statistics:

  • Jobless claims are at a 7-year low.
  • Manager’s indexes in both manufacturing and non-manufacturing indexes are up.
  • Certain economic areas have strong growth, such as natural resources, which includes mining, and professional services, which includes outsourcing and computer services.
  • Temporary employment has been growing more slowly since February, but is still up 8.5 % over last year.

Contingent Labor is Growing Overall


Source: Staffing Industry Analysts

Osborne says that despite some mixed economic news, the economy is doing OK, and that “every area of staffing is doing very well.” The survey of contingent labor buyers covered current staffing industry trends including:

                  • The contingent share of the workforce continues its long-term growth, with a median of 15 % in 2013 and 2014.
                  • There is a “hiring boom” in direct hire and executive search, with an 8 %  increase year over year for both.
                  • There is an expected increase of 9 % over the next 10 years for online staffing services.
                  • 81 % of respondents to SIA’s buyer survey said their total workforce is going to grow over the next two years.

“I would say a general theme of the webinar was that the staffing industry is in good shape right now,” says Jon Osborne, vice president of strategic research at Staffing Industry Analysts. “BLS and PulseSurvey data indicate that the industry – across most sub-sectors, temporary, place & and search and PEO – is seeing solid growth and, on the demand side, contingent buyers continue to be in expansion mode.”

Staffing companies should reach out to prospective clients now to build relationships and be of value. As those prospective clients become buyers, they’ll already have you in mind as the best source of help to find the talent that they seek.

Contingent Workforce Seen as Valuable

Source: Staffing Industry Analysts

Source: Staffing Industry Analysts

Many companies are strategic in their utilization of contingent workers so they are better able to adapt to the economy and as their business needs ebb and flow. Past concerns about worker loyalty, learning curve, and productivity have lessened over time.

                  • The largest influence upon contingent labor is variable and unpredictable workloads.
                  • Larger companies are more accepting of utilizing contingent labor than are smaller companies.
                  • Buyers (companies that utilize contingent workers) predict they will be  hiring  more contingent workers who are highly skilled and more  statement of work (SOW), project-based workers.
                  • On average, buyers  said they will be more likely in the coming years to hire contingent workers than traditional, full-time employees.

Staffing companies may decide to focus in on larger companies, which are more likely to use contingent labor. Or perhaps you decide to actively seek out more candidates who specialize in SOW projects – that way you have top talent to offer when your clients need talent.

Staffing Firms Can Prove Value in Underserved Areas

Although the staffing industry remains strong, there are areas that tend to be underserved. Savvy staffing agencies might consider working with clients in these ways to grow their companies.

  • The fastest growing area for staffing services is in education and library, with a 12 %growth forecast.   “With respect to the education market, selling to government is always challenging but some companies are nonetheless doing it successfully,” says Osborne.
  • Human resources outsourcing is growing, doubling over the past 5 years.
  • Companies that use staffing firms are concerned about facing a skill shortage. Staffing firms can prove their value by being a valuable source of candidates who have the skills that clients in their niches typically seek.
  • On average, the larger the company, the more positive their attitude about contingent labor.

As they say, knowledge is power. Leverage the latest staffing industry trends as you develop growth strategies for your recruiting firm. With jobless rates down and the economy steadying, recruiting firms have a great opportunity to continue to prove their value to clients and position themselves to grow over time.

Learn how recruiting software can give your employees better workflow as you grow your recruiting firm.

Recruiting Software Blog Staffing Insights: John Vanderkin, President of Employers Overload (Part 2)

The staffing and recruiting industry is operating in the midst of an uncertain time.

The steady, yet not thriving, economy, federal government actions (or inactions), and the introduction of the Affordable Care Act have all made an impact on the industry. As result, recruiters are working hard to use the latest in staffing software and recruiting software, designed to provide the right solutions to employers and workers. Industry professionals are focusing their attention on adapting to the changing needs of employers during an uncertain economic and legislative environment.

John Vanderkin, President of Employers Overload, an innovative workforce staffing company, spoke with us about the impact the ACA and the federal government shutdown has had on the recruiting industry and what we can expect to see in the future.

Current employment market looks positive

The November jobs report from the U.S. Department of Labor details that total nonfarm payroll employment rose by 203,000 in September 2013. This is positive news. In addition, the unemployment rate dropped three tenths of a percent to 7.0 percent.

“The current employment market is picking up. We are seeing more hiring in the manufacturing and distribution industries as well as more opportunities in general clerical and administrative positions. This increase is certainly not a robust return to previous hiring levels but it is an encouraging sign that we hope will continue to accelerate,” said Vanderkin.

The potential repercussions of the ACA on the staffing industry?

As the Obama Administration works the kinks out of the deployment of the ACA, many employers are trying to adapt their recruiting software and processes to implement the necessary changes. The staffing industry is simultaneously trying to better prepare for the potential repercussions of the ACA (read the Bond White Paper on staffing industry perceptions of the ACA).

“The staffing industry should not become an avenue for companies to try and avoid the ACA requirements, but the ACA creates some opportunities for the staffing industry if companies adopt the use of certain staffing industry services. Used properly, the staffing industry can help a company minimize some of the impacts of ACA,” said Vanderkin. “Utilizing temporary employees for short- term business growth or projects can alleviate the tracking and notification requirements that a company needs to follow for ACA. Using temp-to-hire services to fill permanent positions can help to reduce turnover and avoid more costly ACA administration tasks until the company is sure that a candidate will really be a good fit for the organization.”

He went on to say that “the ACA has also created numerous challenges for the staffing industry. The increased costs associated with longer term temporary project placements, administration and tracking of the ACA requirements as well as educating the staff and candidates of the staffing company are just a few of these challenges. As staffing organizations recognize the increased costs of administrating and paying for the ACA, they will need to determine how to pass those costs along to their clients in a fair and reasonable fashion.”

Working with partners to prepare for the ACA

Staffing and recruiting professionals may have to advance their use of new recruiting software technology solutions to better prepare for the implementation of the ACA – especially as the various deadlines come into play. Vanderkin told us that his organization is focusing on educating key members of the company to take point on various ACA-related responsibilities and projects.

“We have done a tremendous amount of work to prepare for this change. We have spent a great deal of time educating key members of our staff, we continue to meet with customers and businesses within our service areas to educate them about the ACA and its effect on staffing, we are working closely with our software vendor, Bond International, to enhance our applicant tracking system so we can meet the requirements of ACA and we are continually working to answer questions by our candidates and employees on how the ACA will affect and support them,” said Vanderkin. “Keeping abreast of the changing ACA regulations is an important task of a staffing vendor and we provide this service and support to our customers to ensure that they have the latest information to base their hiring decisions upon.”

By implementing strategic tools, recruiters will be better able to meet the needs of clients. Comprehensive tools like staffing and recruiting software that boost productivity and efficiency in the office are the key to better preparing for the potential upheaval that the ACA will create.

Governmental budgeting issues and its impact on staffing

The 16-day partial federal government shutdown in October certainly made an impact on the rest of the economy and public opinion. Even as lawmakers now (in mid-December) work to pass a two-year budget agreement that may provide some stability, there is still much uncertainty on the impact of any budget agreement on the economy.

“I think any government uncertainty is bad for economic growth and unfortunately we have had a long run of government indecision to contend with. This uncertainty has had a very big effect on hiring and overall economic growth. The government shutdown in October had an effect on this overall issue but in and of itself, it will not have a major impact on hiring across the broader American business community,” said Vanderkin.

Looking forward, continued improvement in employment figures demonstrate a pickup in business demand for staffing as sales increase. This need is reinforced by continued business uncertainty, in that there is still a reluctance to hire more FTE’s until a reasonable level of economic stability is reached.

Staffing Insights: Jon Osborne, VP of Research, Staffing Industry Analysts, on Key Staffing and Recruiting Trends

The staffing and recruiting industry seems to get hotter with each passing day. New reports and changing hiring trends show staffing and recruiting professionals servicing nearly every industry. From the rising percentage of contingent labor to businesses preparing for the Affordable Care Act, to increased automation and improved usage of recruiting software and staffing software, the staffing and recruiting industry is rapidly adapting to changing market dynamics in order to succeed.

Jon Osborne, Vice President of Research & Editorial at Staffing Industry Analysts, sat down with us recently to talk about current trends and the future of the industry. At Staffing Industry Analysts, Osborne leads a team of research analysts who create thoughtful insight into the staffing industry and provide access to market research. Let’s see what he has to say about key trends impacting the staffing and recruiting industry, and how recruiting and staffing software fits with key trends.

What’s a key trend impacting the staffing industry?
“Within the last several months, the proportion of jobs that are part time has spiked enormously. So far, 77 percent of jobs created this year were part time and that’s what making all the news. However, when we look at that [figure] over a longer period of time, while it’s still elevated, it’s hardly as impressive,” said Osborne. “More broadly, we have the lowest ratio of full-time employment as a percent of population since 1983, at about 47 percent, and the low-point then was only temporary. We’ve been at the 47 percent level for a few years now, since 2010, and I don’t know another period that it has been like that for as long.  All this may affect the types of assignments requested by buyers and generally is indicative of continued weakness in the job market.”

What are the benefits of a contingent labor force for businesses? 
Contingent labor provides flexibility to a business so that it may scale up or down as needed. This flexibility allows the company to make effective changes to the size of its labor force depending on the strength of the economy and market demands for its products and/or services. In fact, there are trend watchers who predict that by 2020, 40 percent of the U.S. population will be  acting as free agents.

“This last recession was a bit of a learning experience for a lot of companies,” said Osborne. “If a buyer had a significant portion of contingent labor then they were well able to absorb the shock of the economic downturn. Organizations that typically only employ full-time, salaried workers found it much more difficult to adjust as necessary and had to turn to layoffs. This is very disruptive to your labor force and to cut, for example, 5 percent of staff is demoralizing and also results in high outplacement costs. Having a small layer of contingent workers, even 5 to 10 percent, allows a business to protect its permanent layer of workers. Contingent workers don’t have an expectation of long-term employment. As a result, no one [in this employment situation] bets the farm on a contingent job and so there’s much less damage to morale if the economy takes a downturn and cuts to contingent staff have to occur.”

“The number of contingent workers is growing, we have been surveying larger companies since 2005 and we are seeing that organizations are continuing to grow the number of contingent staff. When we first started tracking [the percentage of contingent staff, it] was around 10 percent and now it is 16 percent and expected to grow to 18 percent by next year.”

What are the benefits of the contingent labor trend for workers?
The growing percentage of contingent jobs being offered is not only beneficial for businesses. Workers in industries that fall under the professional sector, like finance, healthcare and tech, are demonstrating that the trend is providing a number of benefits.

“On the worker side, there is a demand in professional work for flexibility and also for higher wages. People who work on a contingent basis in IT or healthcare are typically doing it for lifestyle reasons. You can make $80 an hour for a few months and then live in Bali for a few months, and pick up another gig when you’re ready,” said Osborne.

Obviously, the perks of the contingent trend are felt by more in-demand professions. Fields that require expert understanding of niche practices like those in the technology and healthcare sectors are providing professionals with access to more competitive advantages. Osborne went on to provide us with an example of careers with high and low demand and how the contingent labor trend is impacting employment in those fields.

“Occupational therapists have a very low unemployment rate. Employers are having such a difficult time finding quality workers for this field that staffing firms are tracking them from the moment they get accepted into a training program—before they’ve even taken a class; the wages for this job are high and the occupational therapist is able to set the terms. They choose when to work and employers pay more per hour,” said Osborne. “On the other end, clerical and office workers experience a more ‘try before you buy’ situation as companies like to hire temp workers to see if they are a good overall fit for the position. It’s hard to tell in an interview if the person is right for the job. So a three- to- six month contract provides a period of time to test the person’s fit.”

Why hire a staffing firm?
It’s not uncommon to hear detractors ask “what’s the point?” or “why do you need to hire them?” in reference to staffing firms. People often pose the question of whether it would be cheaper to handle hiring internally. However, despite these questions, there are many sound reasons and benefits to hiring a staffing or recruiting agency, such as access to leading recruiting and staffing software, to fill one or more positions in a company, especially contract or contingent employment positions, according to Osborne.

“Have you ever bought a sandwich? That’s just outsourcing a meal. [Staffing] is no different – it’s outsourcing at its finest,” he said. “As consumers, we outsource almost everything. We don’t build our own car or our own house. With staffing agencies, companies are turning toward a specialist who has mastered employment, turned it into a science and has been trained for the job – making the entire employment process faster and cheaper.”

Staffing Insights: Industry Consultant Amy Bingham on Staffing and Recruiting Trends Driving Business Decisions

The latest numbers are in and everyone is talking: The use of contingent labor is growing in force and workers and their employers are becoming increasingly comfortable with the change. This trend is causing more businesses than ever to invest in the services of staffing professionals equipped with the most advanced recruiting software.

We have Amy Bingham, managing partner and staffing industry consultant for Bingham Consulting Professionals, LLC, speaking with us today about the recent developments in the sector.

The increasing trend of contingent labor
News reports celebrating the increase in hiring are common. However, unlike in previous decades when the nation was recovering from an economic slip, the positions being created are not necessarily permanent, salaried work. Reuters reported that three out of four of the nearly 1 million hires made in 2013 were for part-time positions. This number represents a great opportunity to ensure that recruiters are as efficient as possible with the right recruiting software.

According to the U.S. Bureau of Labor Statistics, the number of adults employed part-time was 8.2 million in July 2013. While part-time and contingent labor are different, the increases in both categories indicate a growing trend toward greater employment flexibility in the marketplace.

“I think that one trend [in the staffing industry] is the increased use of contingent labor. The increased adoption of contingent labor services by employers is the result of skittish hiring due to the economy. This has resulted in a sluggish jobs picture, unemployment rates that remain stubbornly high and consumer confidence levels that are up one month and down the next,” said Bingham. “The adoption of the ACA is also increasing costs associated with hiring. All of these factors weigh heavily on employers and when they have the option to shift those costs to staffing agencies they do so, which has boded well for the industry in the past few years.”

Bingham continued on to say that “the staffing industry remains strong, but it is moderating. Most of the national firms have announced their revenue increases over the prior year are down in the low single digits. There is some leveling off, but that is to be expected relative to the wave the industry has been riding for the past few years.”

The adoption of managed services impacts the recruiting industry 
The increased use of contingent labor is not the only trend Bingham sees impacting the staffing industry. According to her observations, the widespread use of management services is also changing how business is conducted and the staying power of the staffing industry.

“Another trend impacting the industry is the widespread adoption of managed services and vendor management services, which continues to exert downward pressure on industry margins,” Bingham said. “I think that employers will continue to rely on the staffing industry to manage their labor costs. [It could be more cost-effective], for example, for a company to break one full-time position into two part-time jobs. I believe businesses will look to creative solutions to manage rising labor costs.”

Generational reactions differ on the switch
Like many things regarding the workplace, the different generations will have mismatched opinions and reactions to the growing presence of contingent labor.

“We will likely see more work being parsed out in contract type positions and project roles, and an increase overall in part-time employment. For an employee that is accustomed to holding a full-time job, it could be challenging to adjust to the evolution to more part-time work,” said Bingham. “I think that generally, Gen Y is not skittish, they are typically very confident and they look to work as a series of experiences. Instead of expecting to hold one full-time job for 20 years – they are much more open and will embrace the changes associated with an increasingly contingent workforce. Aging baby boomers who are looking for more flexibility will embrace this type of work as well. Gen X could be challenged as this group is in the throes of raising families and therefore will be more inclined to seek the stability of full-time employment.”

Changes in the marketplace impact staffing firms
All of the trends previously mentioned are impacting staffing professionals, but mostly on the reactionary front toward employment. However, in the recruiting world, agencies are also changing processes by increasing consolidation. One of the best ways to consolidate is utilizing the right recruiting software.

“I think we are going to continue to see more consolidation among staffing firms and more short-lists of preferred suppliers within their customer base which will increase competition,” Bingham told us. “In the next few years, we will likely see margin compression in professional staffing sectors that haven’t experienced this to the same extent the commercial staffing sector has. We are already seeing this in healthcare, and in industries like accounting, finance and IT. As a result, staffing firms will have to get smarter about how they deliver their services, using technology for virtual delivery models so that they can drive down their costs and reduce delivery costs.”

She continued on to say that “within staffing organizations, more staff training will be required as the market continues to change and the way they talk to buyers of staffing services requires adjustments to effectively take their message to market.”

The importance of selling the staffing service
As employers continue to tighten their figurative belts, it’s important for staffing agencies to perfect sales and operations tactics to gain clients and prove to customers the value of the service. By implementing the right recruiting software, staffing agencies are able to create value to pass onto their customers.

“The staffing industry understands first-hand how the employment landscape is changing, and it is more expensive to employ people today than in the past,” said Bingham. “[It’s therefore important to] craft the right message on a sales campaign and package that message correctly. Staffing firms will need to package their value propositions and take the company message to market in a way that resonates with employers.”

The recession taught many businesses how to make do with less and how to increase efficiency. As a result, it is the job of a staffing agency to prove how services can reduce operational expenses in the long term and show a return on investment.

“A staffing firm can be a significant enabler of workforce management for employers – even more so today,” Bingham said.

Three Key Staffing Trends Drive Increased Opportunities for Staffing Agencies

Staffing and recruiting professionals who have weathered the interesting economic conditions experienced in the past year may already be experiencing some key trends. However, other people may be just beginning to notice the subtle changes to the market which will make having the right recruiting software critical. According to a study from technology staffing firm Yoh (a Bond International Staffing and Recruiting Software customer), 88 percent of major U.S. employers surveyed expect that their 2013 rate of hiring will meet or exceed the rate of 2012. Of the companies that answered positively for increasing hiring within those 12 months, 83 percent predicted that they will increase staffing levels by at least 3 percent, reported the Society for Human Resource Management.

The survey was administered by Amplitude Research during January 2013 and used the responses of 150 human resource executives and hiring managers at some of the largest employers in the nation. Each of the companies surveyed had revenues of at least $750 million and a workforce of at least 1,500 people.

“The optimism evident in our [study] is tempered by persistent economic uncertainty and operational efficiency that has reduced demand for workers,” said Yoh President Lori Schultz in a statement about the findings, according to the source. “In addition, as the workforce grows more complex through, for example, the use of contract labor, a majority of organizations will be left flat-footed since they haven’t adjusted their workforce planning habits to account for this complexity. Now more than ever, systematic workforce planning is crucial to quickly sourcing, recruiting and hiring top performers.”

While there are still concerns over the economy due to the slow climb from the recession, many businesses and staffing and recruiting professionals are finding that the change may be slow, but it is happening.

Here are three key trends you may or may not already be noticing:

1) Increased contingent forces. Almost every staffing and recruiting professional will say that they are seeing an increased number of contingent, temp and part-time work being offered. This trend is being seen in both the service and professional services sectors as employers look for greater flexibility. In the IT sector, the use of contingent labor has proven successful as those workers gain higher salaries and greater control over what projects they work on instead of traditional benefits. Other professional industries are looking to adopt this model to boost employment numbers. As this trend develops, utilizing the best staffing and recruiting software will position your agency for success.

2) Competition is fierce for top talent. Due to the increased usage of contingent labor for projects, companies are finding, especially in certain industries, that there is a lot of competition for workers. For jobs like occupational therapy in healthcare and infrastructure development engineering for IT, there is a dearth of qualified personnel who have the talent, experience and personality for the job. As a result, staffing and recruiting professionals who work in these sectors are being forced to compete, offering these workers competitive benefits and interesting projects to lure them away from other potential jobs. The right staffing and recruiting software will ensure that you are able to stay competitive in these sectors.

3) Companies are struggling with workforce planning. According to the study from Yoh, many companies report that they struggle with workforce planning. Recruiters and staffing professionals outfitted with unified staffing and recruiting software can provide a comprehensive consultation service to these organizations and help meet their needs.

While many of the companies who were surveyed reported that they intend to increase hiring in 2013, only 13 percent had a workforce plan with defined standards and milestones. By hiring a staffing professional, a company can better create a step-by-step workforce plan that could better reduce risks associated with bringing onboard a large number of people in a short amount of time.

Top staffing software trends for 2013

There are a number of positively disruptive technologies on the horizon for staffing firms. From mobile to cloud computing, agencies are updating staffing and recruitment software to incorporate the use of more secure and adaptive solutions. 

If your staffing and recruiting firm is not leveraging the use of these new technologies in a cost-effective and efficient manner, your customer service, time-to-fill rate and overall efficiency may suffer. As a result, customers are likely then to forgo your service and take the hiring process into their own hands — or worse, go to your competitor. 

Cloud computing and distributed databases
Regardless of whether you are meeting with clients, managing branches or interviewing potential clients, the cloud is at work. Cloud computing allows a staffing firm to spend time conducting the business that matters, instead of working to update its information technology system. 

Cloud-hosted software operations allows for distributed databases. Instead of storing data and information in one physical location, a distributed database involves the use of multiple, loosely connected sites. So, if your storage center in one location goes down, the others are there to pick up the slack so that you avoid any interruptions to the day-to-day business of your staffing agency. Equally important, cloud computing enables staffing and recruiting firms to quickly add branch offices and enhance their growth without adding more internal servers and other IT infrastructure. 

Cloud security upgrades
As a staffing firm, you are dealing with the personal details of professional individuals who trust you to keep it secure. With the evolution and growth of the cloud, information technology developers are working to incorporate the latest in data security protocols.

Research from GigaOM has forecast that the cloud market will more than double from $70.1 billion in 2012 to $158.8 billion by 2014, according to Mondaq. With such expansive growth, staffing firms will find their cloud solution providers continuously conducting updates in 2013. A staffing firm using a private cloud provider with the right set of security protocols and detailed contractual agreements concerning the arrangement should feel confident. In addition, according to Computer World, ongoing progress in the area of data security standards will further mass security technology adoption.

Cloud efficiency
Due to the nature of the work involved in the staffing industry, cloud computing will be found particularly useful. A whitepaper by Tim Giehll, Chief Marketing Officer at Bond International Software, titled, “Cloud Computing: The Future of Your Staffing Office is Out of the Office,” outlines the numerous staffing software trends recruiters will benefit from with the adoption of the cloud. Managers will be better able to track performance metrics and maximize the productivity of both branches and individuals. Recruiters can decrease response times, improve the accuracy of candidate matching and leverage online tools to reduce typical recruiting costs.