Regarding the benefits employees seek in 2024, flexibility and personalization are taking center stage. Top-ranking perks will include—

• Flexible spending accounts
• Flexible work arrangements
• Customizable retirement plans
• Convertible paid time off
• Broader medical coverage, including coverage for domestic partners
• Wellness programs with many diverse options
• Expanded leave
• Personalized learning and development opportunities

Mental health concerns will continue to be a challenge for many employees battling stress and various mental health-related symptoms that rob them of motivation and focus on the job. Exacerbated by economic concerns and personal financial stress, these conditions and symptoms impact workplace productivity and wreak havoc with company morale and retention rates.

Companies that demonstrate an awareness of the rise in mental health issues and who execute on prioritizing the mental health of their employees will have an advantage over employers who turn a blind eye to the realities of impacting today’s workforce.

Employees will likely prioritize perks such as—

• Availability of specialized mental health treatment from chosen vendors
• Meditation and mindfulness resources
• Expanded assistance programs that address burnout and a variety of mental health challenges

• Virtual therapy sessions
• Managers trained to recognize employee behavioral issues
• Expansion of overall mental health service offerings
• Programs that build resiliency and improve coping strategies

“The gig economy is empowerment. This new business paradigm empowers individuals to better shape their own destiny and leverage their existing assets to their benefit.”  –John McAfee

What’s a staffing agency to do in the face of an exploding gig economy?

Embrace it, of course. There is no other option.

While we once categorized “gig” work as things like rideshare, babysitting, and dog walking, the days of “gig” referring to so few and such ‘other’ types of work scenarios are gone –for good!

Today’s burgeoning gig economy boasts of a slew of independent contractors and freelancers making money via many job types, some of the most common being business consultants, traveling nurses, and even IT engineers. Often engaged in by people looking for a second stream of income on a part-time basis, it is by no means always part-time as some folks—a growing segment of the population—have fashioned gig work into their full-time job. It is especially popular among younger earners, although not exclusively. In fact, its popularity has swelled to include an estimated one-third of the population—roughly 1.6 million worldwide. Gig work answers the call when flexibility and the appeal of a short-term arrangement are top concerns for an individual’s bringing-home-a-paycheck needs.

For staffing agencies desiring to remain relevant and competitive, the realities of the gig economy demand a seat at the table for all discussions concerning today’s workforce. It’s an if-you-can’t-beat-’em-join-’em scenario. But seriously, there are advantages on both sides of the hiring table. Gigsters enjoy flexibility in the when, where, how, and how long work decisions, meaning they get to be their own boss. Employers save money on traditional employee perks like insurance, vacation/personal days, and overtime, as well as the potential for reduced time to hire.

So, here are five HOW-tos for staffing agencies to fully embrace the here-to-stay employment scenario that is today’s gig economy.

1. Roll out the welcome mat –

Shout from the rooftops that those seeking gig, project-based, or seasonal work are not only welcome but also encouraged to apply. Spell out that freelancers and contract workers “should apply,” leaving no doubt that there’s a place for the non-traditional employee with your agency.

2. Hang out where gigsters congregate –

A plethora of social media groups cater to the likes/needs/wants of folks engaged in or looking to enter the gig economy. Participation in these online gathering platforms will help staffing agencies glean valuable insights, build rapport with employees, and nurture relationships. Not to mention how such engagement will create brand awareness.

3. Take “mobile friendly” to the extreme –

The gig economy leans heavily on mobile devices for everything from job searching to communicating with clients to collecting fees for their services. That means the mobile experience offered by your staffing firm must be better than “up to par” for a gigster to be interested in signing with your agency. Strive for the best mobile experience to win over gig workers and meet (or exceed!) their high expectations.

4. Think project-based –

As you wrap your thinking around how the gig/contract/seasonal/freelance workforce has expanded, consider what utilizing more gig work within your company might look like. Consultants brought in exclusively to handle a big project. Contract workers tasked with grounds and building maintenance. Specialized teams manage that arduous task called inventory.

Then, when creating job ads, rather than highlight the aspects of a particular position, job posts targeting gig workers should detail the scope of individual projects, including a beginning and ending timeline, performance expectations, quality standards, etc.

5. Create and model a we’re-all-on-the-A-team environment –

In other words, treat everyone with the same respect, courtesy, and consideration, whether they receive a W-2 or a 1099 for their time and contribution to the company’s goals. Do not allow a second-class citizen’s behavior, attitude, or mindset to take up residence. Make relationships a company-wide priority.

Adapting your staffing firm’s business model to reflect the changes in today’s employment landscape will make your services valuable and relevant to both sides of the hiring equation, now and in the coming days. Embracing the reality of the gig economy’s impact on the hiring and staffing industry is a must-do for firms who plan to stay in the game.

Let the ASJ Partners team chart a marketing course to sustain and grow your brand’s recruiting and staffing industry share. We know staffing because staffing is all we do, so take advantage of our combined decades of experience. Give our team a shout-out today.

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Then, it was “quiet firing.” A seriously bad idea involving poor performance on the part of the employer who failed to provide adequate training, support, or career development, resulting in the employee finding their way to the door.

And now, the latest “quiet” phase trending across the employment landscape: “quiet hiring.” While the former two “quiet” trends carried a definite negative connotation, this newest development swings toward the positive in a big way. A sort of reversal of the shooting-yourself-in-the-foot reality of the “quiet firing” phenomenon –a recognition that “quiet hiring” may actually thwart “quiet quitting.”

While some may fear this newly coined term is nothing but a way to get more work out of fewer people, the reality is far better and less harmful than such a scheme.

Emily Rose McRae, senior director of research at Gartner, says, “With quiet hiring, we’re talking about an organization strategically, at a leadership level, looking at the talent they have across the organization and where the critical gaps are and finding ways to fill those.”

While “quiet hiring” is often an internal process involving workers already on the company roster, there is also an external element. Sometimes, outsourcing specific tasks or projects to contract workers is the best way to manage short-term staffing needs. Drawing from a pool of experienced contractors and freelancers to fill a hole can be smart and effective.

The benefits of “quiet hiring” impact both sides of the employment table.

• Already-proven employees who don’t have to be recruited result in less risk, lower costs, and more timely filing of positions, which will protect the meeting of deadlines and goals.
• Upskilling and reskilling of current employees bolster morale and boost engagement levels, impacting the company culture and reputation as a desirable employer.

Challenges to be aware of include—

• The shuffling of employees can cause pesky ongoing workforce gaps that may snowball without close monitoring. Learn to recognize when outsourcing is the best solution and when “quiet hiring” should be put aside to hire a new employee.
• Employee burnout can tag along with “quiet hiring” if too little attention is paid to workload levels and overall expectations. Be watchful for the signs and be ready with workable solutions.

The roundtable discussions and purposeful strategizing, suggested by McRae, will maximize the benefits of “quiet hiring” and minimize the potential for adverse effects due to the challenges that tag along.

Let ASJ Partners be your staffing agency’s ally in the continuous pursuit of maximizing opportunities and tackling the challenges of today’s employment landscape. Because recruitment and staffing are all we do, we understand what marketing strategies work best during these tumultuous times. Contact our team today to see what a partnership with ASJ can do for you.

“The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday’s logic.” — Peter F. Drucker

While some engaged in recruiting and staffing insist the industry’s too uncertain to forecast a yay or nay year ahead, many feel comfortable predicting, albeit cautiously, a modest and sustained growth in 2024. Not a gangbuster time of surging ahead but still, a time of moving forward in the black.

Indeed, according to a recent survey, 91% of on-the-front-lines respondents anticipate growth in 2024, with the majority shooting for growth in the 10-20% range. About a third are aiming for upwards of 30%.

One thing that almost everyone can readily agree on is that the industry will undergo significant changes. No surprise there, right? After the last four years of upheaval, why would we expect anything less than change and more change? But what those changes will look like and what trends they will spawn has the industry understandably fidgety, squirming a bit (or a lot) with a fair amount of nail-biting and floor pacing among staffing agency management staff.

With future-predicting crystal balls in short supply, those engaged in talent acquisition have their ears and eyes tuned to what industry experts have to say. Some predictions are easy to both come by and garner agreement with –namely, that the industry will continue to evolve. Again, it’s not a surprising prediction. It’s also not a stretch to anticipate that this evolution will lead the industry to venture further from the ways of the past. Breaking tradition, in general, will become a trend in and of itself.

As the industry shifts and adjusts to meet the needs of an evolving employment environment, so must the marketing practices of staffing agencies seeking to attract and connect with talent. By embracing and executing the most effective strategies, staffing agencies can position themselves to take advantage of the fingers crossed, growth predicted for the year ahead.

Must Execute Strategies for 2024

In today’s digital age, a company’s online presence and level of visibility cannot be stressed enough. The goal? To leave the biggest, most relevant digital footprint via social media, email campaigns, blogging, community building, and engagement. How do we accomplish that? By creating and executing a purposeful, strategic plan across multiple platforms and mediums with a focus that includes optimizing SEO. Each of these means will play a key role in achieving an effective digital footprint and building a strong, distinctive brand. And let’s not forget the benefit—no, the necessity—of being tuned in to hiring trends, to candidates’ employment needs and wants, and, of course, to marketing tactics netting the greatest successes.

Digital avenues expected to produce big in 2024 include—

1. One promising medium—touted by some to be the future of recruitment marketing—recruiting videos are being utilized by many agencies. These short, dynamic, compelling videos enhance an employer’s brand while capturing candidates’ attention and scoring high on engagement.

A big plus to utilizing what we already know as a favorite medium among consumers is the versatility of these short visual offerings. A video can showcase anything from the day-to-day workplace happenings to highlights of company culture to the ins and outs of a specific position or create a captivating overall view of a brand.

If creating engaging video seems overwhelming or intimidating, check out—

• Storykit: the complete AI video creation tool that will transform your content into high-performing video.
• VideoPad: the full-featured video editor for creating professional quality videos in minutes.
• HumanPal: the easy-to-use synthetic AI Virtual Human Presenter video maker platform.

2. No discussion of trending digital avenues would be complete without a mention of TikTok and its raging popularity, especially among Millennials and the Gen Z crowd. These folks spend, on average. 95 minutes per day on TikTok, and data indicates that 40% of Gen Zers prefer TikTok over Google for their primary info source.

If you feel woefully or minimally inept at tackling TikTok, check out Sproutsocial’s TikTok marketing guide. Or wrangle up the Mills and Gen Zers in your life for an introduction to this growing social media platform. Your best bet? Do both.

3. The use of artificial intelligence is quickly becoming a game-changer across a multitude of sectors, including both hiring and marketing. Harnessing the power of AI-driven tools can streamline efforts to connect with candidates via relevant, creative, effective job postings that take a fraction of the time to curate. Combine AI-driven algorithms with human ingenuity for engaging content that will enhance your brand.

• Check out Boostpoint Create, the AI writing assistant, built specifically for talent acquisition teams, that simplifies the creation of stunning, successful job listings.
• Take a look at JasperAI, whose specialty is creating brand-on listings that sound like your brand every time.

Whatever 2024 holds for the recruiting and staffing industry, a staffing agency’s best bet is to align its brand with the experience and expertise of ASJ Partners. No one melds the latest in marketing tactics with the unique needs of the staffing industry like ASJ. Get in touch with our team today!  

As we settle into this new year—brimming with both opportunities and challenges—the staffing industry faces many of the same obstacles it did in 2023. Unfortunately, the pesky talent shortage that’s plagued the recruiting world for several years promises to widen in the skilled trades, technology, and healthcare. In what continues to be a highly competitive, candidate-driven job market, the shortage of qualified workers will rank as 2024’s reigning challenge. Predictions suggest that bridging the labor gap will require millions of workers 

• Increased “gig economy” opportunities 

Myriad alternative work options await skilled laborers in many professions. There’s a powerful allure associated with being your boss and setting your hours. Over the past three years, employees have endured many uncertainties on the rollercoaster of COVID-inspired workplace concerns. All in all, many workers now think that freelancing looks very inviting.   

• Reduced time-to-hire

If ever there was a time to speed up the recruiting/hiring process, it’s now in this incredibly tight, competitive market. Missing out on a great hire just because your company’s hiring process needs an overhaul is unacceptable. 

Now, let’s discuss the good news: those opportunities. Rising above the industry’s current challenges requires a thorough understanding of today’s employees’ top priorities. What’s a surefire to draw jobseekers to your post? Demonstrate an understanding of and appreciation for what matters most to them, such as—

• Their mental health and overall well-being

The last few years have taken a toll on (and increased awareness of) laborers’ overall physical and mental health. This mindfulness has made it OK not to be OK 100% of the time, making it easier to get help when needed. So, promoting wellness programs, openly discussing mental health concerns, and prioritizing employees’ well-being will help you attract top talent. 

• Increased earnings and flexibility

The 2024 Hiring and Compensation Trends report notes that workers prioritize earnings and flexibility in the workplace. Sixty-three percent of workers plan to ask for higher wages before the end of the year. The same number noted they would remain on the job if granted flexible work requirements rather than a larger paycheck. Today’s employees know what they want (or need) and are generally unafraid to speak up. 

 Here are some trends to watch in 2024 

• Greater use of temp-to-hire arrangements where the temporary work period functions as an on-the-job interview. 
• Prioritizing skill sets over education, with employees exercising multiple skills being highly desirable. 

 Being proactive will get your staffing agency noticed. Promoting your trend awareness and desire to meet the candidate’s needs will put your agency at the forefront of attracting quality talent. To tackle today’s staffing environment, align your agency with the experience and expertise of the ASJ Partners marketing specialists’ team. Couple your drive and determination with ASJ’s personalized, comprehensive marketing strategies for a win in 2024. 

“The aim of marketing is to know and understand the customer so well the product or service fits him and sells itself.”

– Peter F. Drucker

 Wide-swath campaigns advertise to the masses, whereas narrowly focused promotions connect with a niche audience. Well, bigger is better, right? Or is it?

Sometimes, a dip in a small pond can be good, too! In marketing terms, implementing a focused marketing plan means “soaking” a tinier—but more interested audience—in your campaign.

While cons apply to each marketing model, each also has specific benefits. These days, many marketers lean toward more specific, targeted marketing strategies.

The perks of targeted marketing include these

• Less money is spent when reaching out to a smaller audience.
• Better tracking capability is attained with highly targeted ads.
• The odds of advertising are improved when targeting those most interested in the product or service.
• A greater ROI.

To be fair, let’s compare the pros of a wider-sweeping marketing endeavor

Broad-spectrum ads increase product awareness while using data to compile a perfect “potential customer” profile.

• You may intrigue customers outside your target audience—and accrue data on them, too.
• A surge in product popularity may arise from an unexpected sector.

But words like “narrow,” “specific,” and “targeted” require further definition so you can identify your product’s target audience. Nothing beats the success of a marketing message delivered to an interested audience.

By asking the right questions, you can create a profile of the folks most interested in (and most likely to purchase) a product or service. Here are some good questions to ask:

• What age group will this product/service benefit most?
• Does this product/service appeal more to men or women?
• Is there a geographic location where this product/service would be most helpful?
• What marketing medium does your target audience prefer?
• Where do these folks “hang out” online?
• What most influences this demographic’s buying decisions?

Now, let’s take a glance at the different types of target audiences

• Early adopters are the people who want to be the first to try new products or services. Innovation is vital for these buyers.
• Influencers have a position in the community or industry via blogs or podcasts. The ongoing search for content and the chance to be associated with something of importance drive influences.
• Users of the competitors’ products or services are consumers with a demonstrated need but may be willing to switch brands. The key here is a need that must mesh, at some point, with value and quality.
• Current users of your brand are folks who’ve already purchased your products/services. Driven by various factors—including loyalty or a belief in the company’s values—makes purchasing your product seem right.

A Targeted Marketing Success

Any talk about the effectiveness of narrow marketing plans in 2023 would be incomplete without mentioning the mega-blockbuster Barbie movie. The gurus behind this big-screen premiere struck several powerhouse marketing strategies.” First and foremost, they steered clear of the trying-to-appeal-to-one-and-all tactic. That action proved wise as this movie will not have across-the-board appeal. But those drawn by its unique allure will be all in. That’s why a bold advertising strategy worked—because they worked to understand their audience and then catered heavily to that audience’s preferences. And their efforts paid off BIG time. An everything-to-everyone advertising strategy would have watered down the movie’s appeal to its intended audience.

So, here are the takeaways for your recruiting and staffing agency.

• Know your product thoroughly and completely.
• Know your audience on a deep and personal level.
• Track and study the demographics of those using your agency’s services.
• Do the same for your current and past advertising efforts.
• Condense the above insights into appealing marketing campaigns.
• Give your marketing budget the best chance by making informed, strategic advertising decisions.

Speaking of wise marketing strategies, one of the best decisions your agency can make is to align your recruiting and staffing services with the ASJ Partners team. Decades of experience in creating customized, comprehensive marketing campaigns for the staffing industry has positioned ASJ Partners to be “in the know” about the unique needs of this vital industry. Give our team a ring today to see what a partnership with ASJ can do for you.

“Your brand is the single most important investment you can make in your business.”      –Steve Forbes

Gone are the days when unending infomercials would skyrocket a product’s sales. Well, saying those days are “gone” may be an overstatement since some businesses still employ this age-old advertising tactic. We get it: old habits die hard. That’s why it’s tough to admit that, in today’s marketplace, this approach is largely unproductive –  simply because times have changed.

Consumers are weary of advertising spiels. In fact, many consumers go to great lengths to avoid commercials when viewing or streaming entertainment. Folks sidestep advertising whenever possible. They’ve grown weary and leery of each product’s claims to be “bigger and better.” Period.

So, what’s the alternative to this tired method that’s more likely to alienate customers than to make sales? The answer is branded content. This strategic content utilizes the age-old practice of engaging audiences with stories that capture the heart and soul of a business. Businesses that employ this tactic well make it so relevant, exciting, and engaging that folks don’t recognize it as marketing!

While traditional advertising sometimes spouts exaggerated or skewed claims, branded content takes a more subtle approach. It focuses on what your brand stands for rather than what you sell. It eliminates pressure and emphasizes engagement and memorable connections.

Here’s how to get started with this new marketing method.

1. Identify what your brand says.

You’ve probably already tackled some of the tough questions about this thought. But if you haven’t, dig deep into your values and guiding principles to find your company’s purpose. From there, you’ll find the building blocks of your branded content. Consider these basic questions:

• Why do we exist?
• What motivates us to do what we do?
• How do we want people to feel when they hear our brand’s name?
• What do we want our content to inspire people to do?

2. Understand what branded content is and is not.

Say yes to relevant, educational, and informative. Say no to pushy and sales pitchy. Say yes to engaging, inspiring, and entertaining. Say no to product- or service-focused. Say yes to purpose- and values-driven.

3. Tune into your target audience.

Ask yourself these questions about your target audience up front:

• What are they into?
• Where do they hang out online?
• What are their preferred avenues for information seeking, product/service reviews, and social media platforms?

Once you answer these questions, research your audience’s challenges, dreams, goals, fears, values, and motivations. This research can provide insights into what your target audience cares about and their deepest needs. After that, study the people who have already purchased your products, follow you on social media, and consume your content to get a picture of who you’ve already reached. Then, work on how to better connect with them, resonate with them on a deeper level, or inspire them to recruit their peers to our brand.

4. Focus on both timely and timeless.

The timeliest content will often have a narrow focus and a relevantly short shelf life. That’s fine. Other content will have a broader appeal and, therefore, a longer shelf life. That’s also fine. Striving for a mix is the way to go. Creating a balance between hot topics and “meat and potatoes” content will be the most effective strategy.

Compile your research and observations to create the branded content that appeals to your target audience and will keep them coming back for more. Strive for content that will keep your company at the forefront of consumers’ minds so that they’ll think of your product or service first when a need arises. And you can accomplish all that without an annoying sales pitch!

If you want to make a long-term investment in your brand—and what recruiting and staffing agency doesn’t want to—then make branded content a pillar in your marketing strategy. Then, go a step further and join forces with ASJ Partners. Our only aim is to make your staffing agency the best it can be. Contact our team of specialists today at 610.930.5300 or by email at weneedhelp@ASJpartners.com.

1. Voice Search

The popularity of voice search is rising, which should surprise no one. It fits our convenience, time-saving mindset. Research indicates that 55% of our teenagers utilize voice search daily, and 20% of households own Alexa or Google Home speakers. There’s no doubt that voice-controlled devices are here to stay.

Improved technology has simplified the search process, making it even more appealing and alluring to those who may have resisted getting on board. And with Google reporting its voice search has a 95 percent accuracy rate, what’s not to love?

If folks use (and love) voice search, business websites, and content must be optimized for voice search. Focus on using natural language keywords and phrases that mirror how people talk in real life. Now’s the time to evaluate your website’s mobile-friendliness and ease of navigation, as most voice searches originate from mobile devices.

2. AI Tools

Technology continues to march on with huge impacts on the digital marketing landscape, with artificial intelligence (AI) being a dominant trend. AI-powered tools such as advanced chatbots that can deliver instant support in human-like responses offer substantial perks to both the consumer and the company utilizing this AI feature. Additional boosts to the customer experience, including personalized recommendations based on purchase history and chosen preferences, will foster both satisfaction and loyalty among consumers.

The benefits of AI-driven predictive analytics provide a vast, empowering impact to businesses in the form of real-time data that can drive better, quicker decisions. Analyzing the patterns and trends identified by AI algorithms allows marketers to target audiences with precise, tailored messages in an ultra-timely fashion. This extensive customer data assures improved conversion rates and the obvious next step of a noticeable increase in the return on investment.

3. Immersive Technologies

The increasing popularity of hot-ticket immersive technologies like virtual reality (VR) and augmented reality (AR) opens doors in the marketing world by including more engaging and interactive customer experiences.

VR can transport customers to different worlds complete with uber-cool, entertaining experiences and features that help students connect with learning materials on a deeper, more personal level.

AR offers the opportunity to overlay digital information in the real world. Think of the possibilities: trying on clothing before a purchase, checking out a new hairstyle before making an appointment at the salon, or exploring eyeglass styles from the comfort of home.

ASJ Partners can assist recruiting and staffing agencies in staying abreast of all the ways technology can benefit their marketing efforts. Let ASJ’s advertising specialists utilize the best that technology offers in comprehensive marketing campaigns that will highlight your brand’s unique place in the staffing industry. Contact us by telephone at 610.930.5300 or by email at weneedhelp@ASJpartners.com.

As folks navigate our post-pandemic world, nostalgia has become the antidote for the collective stress, uncertainty, and loneliness that still encroaches on daily life. In these uncertain times, people find comfort in nostalgia. “Consumers are escaping into the past for relief, whether buying foods from their childhood, listening to old playlists, or taking a new look at old brands,” says Jayne Charneski, founder of Front Row Insights.

Will this longing for things of the past impact the marketing world? Should it influence marketing strategies? Yes, and yes.

Marketers who recognize the impact that nostalgia is having on today’s consumer should be quick to incorporate this longing for days gone by into marketing decisions. Couple the holiday nostalgia with the COVID-induced longing for “the way it used to be,” marketers can pull out all the stops on melding nostalgia with marketing. It’s time to give customers some comfort food in the form of nostalgia-infused marketing campaigns.

Here are some tips for effectively using the past to connect with today’s consumers.

• Research your target audience. 

Be sure to focus on the age and interests of your target audience, what’s important to them, and the era they will remember best. For instance, if they were born in the mid-1980s,’ 70s-era references won’t appeal to them. And it won’t matter how cool the blast-from-the-past campaign is if it means nothing to your target audience.

• Bring back a beloved product or service.

Conjure up a bushel of sentiment around a past favorite product or service by bringing it back for a limited time—Burst at the seams with excitement at the opportunity to serve up a best-loved item or feature. Build connections around the shared memories and feelings of those celebrating the return of an old favorite.

• Revisit your company’s early days.

Use your brand’s story to reminisce about days gone by. Highlight the company’s unique personality with a focus on how fundamental values have, from day one, been instrumental to the company’s success. Include lingo, icons, memorabilia, food—all the things that will take folks back to that nostalgic year. Then, ask customers to share their stories of their first introduction to the company.

Yes, nostalgia and marketing work well together. Use this unparalleled duo to your advantage this season and take your brand to new heights!

Let ASJ Partners assist your recruiting and staffing agency with targeted, customized marketing endeavors filled with nostalgia that will warm the hearts of today’s consumers. Our experienced marketing specialists know the staffing industry inside and out. So, give us a ring today to see how ASJ can be your partner in reaching your company goals.