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Seven Staffing Industry Trends to Track and Tap in 2015

Triumph Business Capital

August 17, 2015

The good news halfway through 2015: Unemployment is relatively low and staffing needs remain robust. But competition for top talent – individuals with coveted skills and capabilities – has ramped up too. This requires employers and staffing firms alike to bring their “A” game; maintain an appealing, dynamic presence using candidates’ preferred media; and be inventive. Here are seven top trends shaping the industry today:

Engaging, interactive employer brands make a critical difference

Nine in 10 job candidates consider an employer’s brand highly influential in choosing whether to apply. And, in today’s social network-savvy, video-obsessed environment, candidates and employees increasingly expect a seamless, interactive, multichannel, multidimensional brand experience. Addressing these expectations, and creatively leveraging video and social platforms, can positively impact your recruiting, onboarding, training, recognition, employee communications and performance management efforts.

Accelerated emphasis on a blended workforce

Continuing the trend from the last several years, companies increasingly seek the flexibility, cost savings and reduced liability of a blended workforce model. In this scenario, they maintain a cadre of traditional, direct-hire employees coupled with a corps of contractors that is sized and tailored to address evolving business needs.

A focus on aptitude, cultural alignment and personality

According to LinkedIn’s 2015 survey of U.S. staffing trends, aptitude and attitude relative to the job will trump traditional hiring criteria, such as specific qualifications. Clearly, company culture can be a huge competitive edge in attracting and retaining top talent. Organizations must shift to emphasize a candidate’s capacity to do the job, approach, personality and cultural fit – and invest in equipping workers with the qualifications and skills to succeed on the job. Doing so will position companies to boost their talent pool and enhance their culture. What’s more, many candidates know that skills gaps limit their employment opportunities – and look to staffing firms to help close those gaps.

Candidates and clients want to interact on-the-go via mobile devices

Seven in 10 staffing firm candidates have job-searched on a mobile site. With smartphones ubiquitous and usage of mobile devices spiraling ever higher, so are expectations that candidates can search, apply and engage on the spot from any device. Not only is a mobile-optimized website imperative for candidates, you need to ensure all of your client-facing systems are easy to use on mobile devices. Two-thirds of clients communicate via text with contacts at their staffing or recruiting firm; 44 percent review applicants forwarded by their firm on their mobile device.

Pumping up the talent pool through vibrant, engaged communities

The impetus today is on active, ongoing, thoughtful recruitment that captures and sustains candidates’ attention. Building a robust talent pipeline requires continually identifying and engaging talented workers, regardless of whether they’re active or passive candidates. Workforce planning means maintaining an easy-to-find, branded talent network – database of prequalified candidates who can be contacted and called in to interview in a snap. This reservoir should include past applicants, current and former employees, and other community members who help employers and staffing firms find the talent they seek. On a related note …

Boomerang rehires point to gold in your talent pool

“Boomerang” rehires have proven to be some of the lowest-risk, highest quality hires, and there is an abundant talent pool to tap. The explosion of social media and professional networking on LinkedIn have made finding and keeping tabs on desirable former employees much easier. Boomerang rehires are predicted to reach 15 percent of all hires at major firms in 2015, thanks to their speed, low cost, and higher quality of hire.

Online profiles begin to challenge résumés

Busy, employed candidates who may not be actively job-hunting likely do not have the incentive or time to update their résumés with more recent accomplishments, skills, responsibilities, etc. If they can’t become a candidate for an opening without updating and submitting their résumé, they can disappear into the ether. Better to accept readily accessible, more current LinkedIn profiles for referred candidates, and at least the initial application for regular job openings.

Benefit from these trends – and our financial resources for staffing companies

Our invoice factoring services convert your billings into immediate cash flow, ensuring that you make payroll right on time, week in and week out. In addition to this advantageous approach to accounts receivable financing, Triumph offers valuable resources to support your firm in supplying human resources. These include an expanding suite of financial services, including community banking, insurance and equipment finance. Also tap our credit, collections and document management solutions.

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