The liquid workforce has become a major force in today’s businesses. Headlines spend plenty of time talking about freelancers, ICs and consultants, but this trend is about much more than headlines. 70% of businesses are using some part of the liquid workforce. 

When it comes to tracking time for contingent workers, businesses have it down pat. But actually managing the liquid workforce? Well, there’s some work to do. 

Today’s talent is savvier than ever. We talk about this quite a bit on the Sense blog. It’s just that to stand out and land talent, employers are expected to go above and beyond what worked in the past. A concerted, strategic effort is necessary, especially with today’s 4% unemployment rate. 

With any number of client reqs and candidates in the pipeline, while sales works on landing new clients, every department of your staffing firm is firing on all cylinders on any given day. While everyone is seemingly moving full speed ahead on the tasks on their plates, it can be difficult to be sure everyone is on the same page. 

If your staffing firm has been operating for at least a year or so, chances are your database is teeming with qualified talent. While you may have only placed anywhere from a few dozen to a few hundred (or more), there are many, many more candidates waiting in your database for you to match them with the right opportunity. All you need is the right technology and processes to uncover them. 

As the staffing industry continues to evolve at a rapid pace, so are staffing and recruiting events evolving to keep attendees informed and armed to take action. While summer vacations may have wrapped up and the kids are back in school, there are plenty of opportunities to stay on top of industry trends and have a bit of fun at the same time. 😊

The workforce has changed pretty rapidly over the last five years or so. As more workers move from standard, full-time roles into fluid engagements with employers, the ability to effectively scale and maximize your talent investment has never been more profound. These workers have been (or are currently) referred to as contractors, freelancers, and temp employees, among other titles.

Candidate engagement is king right now in the staffing industry. And the chief among candidate engagement tools leading the conversation is texting. 

Business is evolving, leadership is evolving, and the staffing industry is along for the ride, with its own challenges and opportunities. Plus, with staffing technology and trends changing at seemingly lightning speed, it can feel dizzying or overwhelming to try and keep up. 

I. Introduction 

Busy is the new normal. We’re constantly checking emails, returning calls and scheduling meetings. The “working vacation” is how people “relax” and still get things done. With so much competing for our attention, reaching candidates, clients, prospects and contractors simply isn’t as simple as it was in the past.