Whether your staffing firm was founded last year or 10 years ago, chances are your candidate database is pretty packed. After all, your team is spending hours each day canvassing your area and the web for talent.
Sometimes what seems like the smallest changes can make a profound impact on your business:
It’s been a little over a week since we got back from Austin and I wanted to summarize my learnings. SIA Exec Forum is one of our favorite events to attend every year because the thought leadership and peer networking is unparalleled.
Contractors come and go – it’s a fact of life in the temporary workforce business. At the same time, the number of contractor positions continues to grow by leaps and bounds; back in 2011, the Department of Labor reported that staffing agencies were adding 25,000 jobs each month over a 12-month period.
There’s no question that the heartbeat of your organization is your team of contractors; they are the ones that meet the clients every day. Taking care of your contractors, then, is critical to the health of your business. But did you know your contractors are also the center of potential referrals? If your contractors are happy, clients and contractors alike will refer others to your company.
Staffing Industry Analysts recently reported in its Temporary Worker Survey 2017 that about 31% of temporary workers quit an assignment early. What’s more, we’ve found that up to 10% of consultants leave an assignment before they even start!
A conversation with Jim Jhanda, Managing Partner, Vaco San Francisco
Did you know that on average 31% of temporary workers quit mid-assignment? This April 2017 SIA survey delves deeper into why contractors quit, and it runs the gamut from what you already know of contractor engagement, including bad communication, a failure to set expectations, lack of training, and an unpleasant work environment.
How to 6X your NPS Score and Dramatically Increase Contractor Engagement
It’s common knowledge these days that happy customers can help lead a business to profitable, sustainable organic growth. Historically, Net Promoter Score (NPS) has been the go-to method businesses rely on to quantify customer happiness as they’re trying to improve the services they offer.
Topics: job placement, net promoter score, Net Promoter Score (NPS), nps, redeployment, staffing and recruiting, temporary workers, candidate experience, consultant engagement, contractor engagement, contractors, hiring
Redeployment rates at staffing firms are notoriously low. In our research at Sense, we’ve found that staffing firms fail to redeploy anywhere from 70% to 90% of their talent.