If you haven’t heard of the liquid workforce, don’t worry. In all likelihood you have not only heard of the liquid workforce, you engage with its members nearly every day.
Does your staffing firm need to catch up?
A barrage of LinkedIn InMails. Calls. Emails. You are clearly interested in those candidates who so perfectly meet your client needs.
Many staffing firms anxiously await their latest NPS each year. It’s one of the biggest indicators of success in the previous year (aside from placements and revenue, of course). If you’re sitting pretty with a high NPS right now, you may not be wondering how to take it to another level. But for most firms, a jump — like perhaps a 204% jump — would make a massive impact on their business.
In any relationship, personal or professional, listening is key.
Part 1: Human Connection
Every staffing leader knows that contractor care is crucial for key metrics like recruiting, retention and redeployment but, regardless of firm size, one inconvenient truth always gets in the way: scaling contractor care isn’t easy. The sheer volume of work involved presents a challenge to growing firms, and investments in contractor care teams are often perceived as a direct threat to profitability.
One of the most expensive problems faced by almost every staffing firm is turnover. Turnover is expensive, leading many to seek a solution.
There’s something special about meeting others in your industry face to face. No matter how many Twitter chats, webinars, and Slack channels you join there’s a synergy lacking that you can only find at live conferences and with person-to-person interaction.
As a staffing agency, the product you’re selling to clients is the quality of your talent. The more successful your contractors, the more likely you are to retain existing clients and earn new ones. But you can’t continue to make sales and ignore the health of your contractors. Your relationship with your clients can only grow if your contractors are solidly embedded in your agency.
Change is a fact of life. Every day, we’re handed new technology, new ways of communicating, new ways of working from anywhere, and so on. Rapid change has even worked its way into the job market. More and more people are leaving “traditional” jobs and entering the market as freelancers and entrepreneurs. According to a study conducted by Intuit in 2010, by 2020, 40% of the US workforce will consist of independent contractors, freelancers, and those pursuing opportunities in the gig economy.