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New Jersey Staffing Alliance    

September 2018

In This Issue - Click on Article Title for More
New Monthly Article : #AskingForAFriend
Description: Industry experts answer your questions on challenges you are facing in sales and recruiting.  If you have a question, please email to pat@neffdowning.com.  We will solicit answers from industry experts.

September Staffing Question:

We have a client that we have made 5 direct hire and 2 long term temp positions placements with.  It has been over 2 months since the last placement, and the HR contact will not return voice or emails from us to check in on how things are going with the people we placed and if there are any other needs .  We have checked in with the candidates and they like it there and are doing well.  They pay their bills and we never had anyone resign, but still no call back.  I don't want to have the placed candidates to get in the middle to solicit call back, and even left messages that I was in the area and wanted to drop in to say hi and they were not responded to.. Any thoughts on how we can get them to call back.  

Wow - sounds like you are getting the silent treatment from your client...but don't take it personally. Most likely their lack of communication stems from the fact that they're juggling a lot at once and are strapped for time. Could you schedule a visit to your placed candidate and drop by your contact's office while you are there? Or drop off a handwritten note? Perhaps take this as an opportunity to expand your relationships within the company at all levels and reach out to the direct manager or other Human Resource colleagues. 

Situations like these remind us to set communication standards when you do have your client's ear:

1.  Get a structure in place for clear communication.
Agree on turnaround times and communication methods with your client. Ask if phone calls are better than emails. Maybe face-to-face meetings are more your clients' style. Don't assume that what works for you will work for them. If they have days they know are more hectic or they know they'll be unavailable, make note of those, too.

2.   Don't end a meeting without scheduling your next meeting
It's kind of like getting a second date with someone you like: If you like someone, you shouldn't hesitate to ask him or her out again. Go after your clients in a similar way. If you leave the schedule open-ended, you've created another step you have to take to set it up later (and more messages for which you'll have to wait for responses).

3.   Create a "if we don't hear from you" plan
Proactively ask your clients things like "Who else can provide feedback, just in case we don't hear from you?" It creates a backup plan and introduces backup contacts.  

It's not easy to keep clients engaged when they're seemingly tuning you out, but these simple strategies can help you stay in touch and prevent your client from "ghosting" you in the future.    

(Answers provided by Rachel Modrak, a trainer, speaker, and consultant focused on the Staffing Industry. After 20+ years of working for leading national and global staffing organizations she created Apex Staffing Consulting Group to provide strategic solutions that solve problems. Rachel can be reached at Rachel@apexscg.com or 908-377-3465).   
From Early 2000's to Now: The Evolution of Staffing Claims 
Clients or prospective clients will commonly ask us the types of claims we've seen others in the industry face. There was a time when it was very straightforward, especially for light industrial staffing firms. Back in the early 2000's, Assurance saw two types of claims for staffing clients: either a forklift driver damaged the client's property, or someone was ghost payrolling or forging checks. Read more...
5 Strategies to Recruit Passive Candidates

With the US unemployment rate at 3.9%, employers continue to experience difficulty in filling open positions. Because of this, many recruiters are increasing their efforts to identify and engage passive candidates in addition to active job seekers. According to a 2017 ADP Research Institute survey, 42% of currently employed workers who said they were not actively looking for a new job were nonetheless "open to the idea." Their receptiveness to relevant openings creates a vast opportunity for companies seeking top talent.  Learn more...

In Robust Job Market, Gig Workers' Satisfaction on Par With Wider Workforce

Poll: 67% of those in the gig economy use contract jobs as supplementary income; 33% rely on it as main source.  Read more...
US Temp Staffing Market Forecast to Grow 3% in New SIA Update

Revenue in the US temporary staffing market is projected to grow 3% this year and 3% in 2019, reaching $131 billion in revenue next year, according to the new "US Staffing Industry Forecast: September 2018 Update" released by Staffing Industry Analysts on Sept. 11. In April, growth for 2018 was forecast to be 4%. The reduction to 3% growth this year was mainly driven by slower growth projections for the healthcare staffing segment.

SIA also noted a headwind created by a scarcity of labor supply.

"Consequently, we are at last starting to see broadly (but not universally) reported signs of bill rate increases," the report states. "Further bill-rate increases could support revenue growth and help offset any declines in volume due to labor scarcity."

Total US staffing market - which includes temporary staffing as well as place and search - will rise 4% to $147.8 billion this year and 3% in 2019, reaching $152 billion next year.

The projected 3% growth for the US temporary staffing market in 2018 belies the difference in trends among the various occupational segments, from declines in office/clerical to high single-digit growth in multiple segments. Performance also varies by location.

The strongest revenue growth in temporary staffing is projected for education staffing and marketing/creative staffing, with both projecting 7% growth this year as well as next year; locum tenens staffing is expected to grow 7% this year followed by 6% in 2019. Only one temporary staffing segment will see revenue decline: office/clerical revenue is expected to fall 2% this year and 1% next year.
2018 Calendar of Events

November 1, 2018
NJSA Education & Training Conference