With competition being fierce in the 2017 recruiting industry, staffing agencies need to be diligent about maintaining an optimal reputation. Nowadays, anyone interested in your brand will be Googling your site and social media to see how your reputation precedes you.
LinkedIn has named employer branding a critical recruiting trend. LinkedIn’s 2017 Global staffing trends report discovered that 82 percent of staffing leaders believe investing in branding is important. Curiously, however, only 10 percent of staffing agency budgets is devoted to proper online marketing.
Building your staffing agency’s reputation is an ongoing process. Here are seven ways staffing agencies build a bad reputation to illustrate that fact.
1. They Don’t Have an Effective Online Presence
Staffing agencies are sorely underrepresented when they don’t establish a website that’s search engine optimized. Having no website or social media starts your agency off on the wrong foot reputation-wise because it signals to those who might stumble upon your agency through your traditional marketing tactics (fliers, newspaper ads, etc.) that you’re:
- Behind the times, which means you miss out on most skilled talent found online
- Lacking in resources, which gives clients the impression that you have next to no resources for recruiting processes or, worse, no candidates to make placements with
2. They Have an Online Presence but It Isn’t Mobile-Friendly
Having an online presence (website, blog, e-mail marketing) that’s unresponsive in design for mobile platforms makes your staffing agency appear backward. Not only does it hurt your site’s ranking on Google, it shows disregard for those potential clients and candidates who would access your site via their smartphones or tablets.
Considering that millennials, who are avid mobile device users, are now the biggest generation in the Canadian workforce, you don’t want to lose out on such a large portion of the talent market.
3. They Don’t Keep Regular Communication
Staffing agencies often experience the pitfall of rarely checking in with their clients for feedback or neglecting to regularly contact skilled candidates who they’ve scouted online.
Irregular communication reflects poorly on your agency because it gives the impression you’re valuing quantity of placements over quality.
4. They Don’t Pay Their Temp or Contract Workers on Time
Sometimes you will work with clients who either are untrustworthy or simply don’t have a pay schedule that aligns with your agency. You must ensure your workers are paid regardless of the situation.
One of the major reasons payroll financing is crucial for temp staffing agencies is that it gives them the cash flow to pay their workers regardless of when their clients pay them. A bad rep is assured for those who leave payroll admin up to fate and leave their workers in the lurch.
5. They Aren’t Up-to-Date with Canadian Compliance
It’s risky to not keep up with Canadian compliance. For instance, as of January 2018, Ontario has proposed that if your employees are misclassified as independent contractors, you could be convicted of a crime. The government could also publicly disclose your conviction, which would be fairly damning to your reputation.
6. They Are Slow to Place Candidates
Clients who engage staffing professionals expect to be matched with skilled candidate relatively quickly. We live in a fast-paced business world, with digital transformation ensuring that some companies need talent right away. Avoid having the reputation of having a tortoise’s pacing. Slow and steady won’t win the race in the staffing industry.
7. They Don’t Have a Niche
Some agencies think there’s more success to be had when they keep their focus as broad as possible, when the opposite is true. Knowledgeable clients will avoid agencies that lack a niche because they won’t receive the expertise and experience they require in their fields.
Mind these seven pitfalls and you’ll be on your way to a solid employer brand as a staffing agency!