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The New Do’s and Don’ts of Recruitment: Lessons from the 2013 Opportunities in Staffing Study

It’s frustrating but true: 1 in 10 job candidates still falsely believe staffing firms charge candidates to place them. It’s unfortunate that such misconceptions still exist, but what’s a staffing firm to do? Actually, thanks to insight drawn from the recent 2013 Opportunities in Staffing Study, staffing firms can employ the following Do’s and Don’ts for changing client and candidate misconceptions – and providing the ultimate staffing firm experience.

Do: Err on the side of over-communicating.

As noted earlier, results from this year’s study indicate that many candidates still have misconceptions about staffing firms. Regularly communicating the benefits of working with your staffing firm, however, can help change the misconceptions. Even if you feel like a broken record, it’s a message that is worth repeating, especially if you want perceptions to change.



Do: Check in early, check in often.

Slow response time – or a lack of responsiveness altogether – are among clients’ and candidates’ top complaints about staffing firms. If you do not already have a quality control process in place, create one, and make sure you stick to it. A quality control process is only effective if you actually use it.

responsiveness>>TWEET THIS STAT

Don’t: Phone it in.

When it comes to preferred styles of communication, the majority of candidates and clients prefer email over phone, while the majority of staffing firms prefer phone. Remember, your job is all about catering to their needs, and that means leveraging the communication style with which they’re most comfortable.

phone vs email


Do: Show off those scores.

The vast majority of clients surveyed say they assess the quality of a potential staffing firm by its client satisfaction scores. If your firm has a satisfaction rating worth bragging about – do just that. Feature it on your website, social media pages and other marketing materials. Do the same for any other awards and accolades, such as being named to Inavero’s annual Best of Staffing list.



Don’t: Ignore the mobile experience.

The number of candidates who search for jobs from their mobile devices is growing by the day, and having a mobile-optimized website (which only about half of staffing firms do) is a must-have in today’s mobile world.

mobile candidate


Do: Let the quality of your work speak for itself.

Personal referrals from people they know are what candidates and clients look to most when deciding whether or not to work with a staffing firm. You can’t control what others say about you, but, as Don Draper would say, if you don’t like what’s being said, change the conversation. In other words, if you want clients and candidates to speak well of you, give them an experience that will make them.

deciding factor


Learn more about the 2013 Opportunities in Staffing study. See full survey results by industry, get expert recommendations, download the webinar and discover more best practices at

Mary Lorenz

About Mary Lorenz

Mary is a copywriter for CareerBuilder, specializing in B2B marketing and corporate recruiting best practices and social media. In addition to creating copy for corporate advertising and marketing campaigns, she researches and writes about employee attraction, engagement and retention. Whenever possible, she makes references to pop culture. Sometimes, those references are even relevant. A New Orleans native, Mary now lives in Chicago, right down the street from the best sushi place in the city. It's awesome.


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