top 3 pain points shared by staffing execs this quarter

Top 3 Pain Points Shared by Staffing Execs this Quarter - and Tips to Overcome Starting NOW

Leslie Vickrey, Founder & CEOLeah McKelvey, Sr. Director, Sales & Partnerships

September 29, 2015

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WHAT’S YOUR THRESHOLD FOR PAIN?

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AGENDA

• Survey results: 3 main areas to discuss today• Benchmarking your pain points • Candidate sources• Investment areas

• So what? Making this data actionable • Ideas to implement now

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Take notes if you’d like … but we’ll also make the presentation available.

SHARE YOUR INSIGHTS ON THIS PRESENTATION VIA TWITTER.Tag: @clearedgemktg OR @TechServe_Assoc

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KNOW YOUR SOURCES

Questions? Insights? Share on Twitter by tagging @clearedgemktg.

• 55 respondents• Collected July/Aug

2015

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QUIZ QUESTION #1 What’s your top pain point from the list provided?

A. Internal hiringB. Sourcing candidatesC. Ramp-up time for new sales reps and

recruitersD. Account penetration E. Sales growth with net new accounts

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WHAT ARE YOUR TOP 3 PAIN POINTS?


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AND THE #1 PAIN POINT CITED MOST OFTEN WAS…


Sourcing candidates 33%Internal hiring 24%Sales Growth/Net new accounts 20%Account penetration 16%Ramp up time 7%

90% tech staffing firms surveyed said they could grow 10 to 30% more if they could find more AEs and recruiters

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WHAT DID WE MISS? WRITE-IN CANDIDATES


“Clients don't realize there is a shortage of

talent.”

“Clients are taking a long time to make the decision

to move forward on projects.”

#1 Write-In: Client delays/misunderstanding the market

“Clients not moving the process quickly...it's a

candidate driven market currently and

they usually have other options to consider...”

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GROWTH MEANS MORE INTERNAL HIRING HEADACHES


Small: <30 employees#1 Sales Growth 70%#2 Sourcing candidates 64%#3 Account Penetration 55%

Mid: 31-100 employees #1 Sales Growth 60%#2 Account Penetration 53%#3 Internal Hiring 47%

Large: 100+ employees#1 Internal Hiring 57%#2 Account Penetration 43%#3 Sourcing candidates 43%

SALES

SALES

HIRING

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SO WHAT? MAKE THIS DATA ACTIONABLE


Copyright 2015, ClearEdge Marketing. Confidential Information. Not For External Use or Distribution.

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DO YOU HAVE A WARM TALENT PIPELINE?

• “Capital isn't the constraint—it's hiring.”– Rishi Shah, CEO of ContextMedia

• ABR. “Set the example by tasking your leadership team with making their list of dream hires and engaging with them at least once a quarter.”– Tom Nunn, Industry Consultant

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CREATE A UNIQUE OPPORTUNITY FOR SALES OUTREACH

• Then hold your team accountable!

• How can you add value?– Seminar with partners – Executive roundtable so

clients can learn from each other

– Sharing benchmarking or industry trends within a report


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QUIZ QUESTION #2

What’s your top candidate source?

A. ReferralsB. Job boardsC. LinkedInD. Passive sourcingE. My own website

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TOP 2 CANDIDATE SOURCES IDENTIFIED


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CANDIDATE SOURCES DIFFER BY COMPANY SIZE


What are your top 2 candidate sources? Small Med LargeLinkedIn 64% 53% 14%Referrals 61% 53% 71%Job boards 61% 47% 71%Passive sourcing 12% 20% 0%Social media 3% 0% 14%

My own website (NOT including LinkedIn, CareerBuilder, Monster, Indeed, SimplyHired, DICE, etc.)

0%20% 28%

Online review sites (Glassdoor, Yelp, etc.) 0% 0% 0%

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WHAT OTHERS SAY ABOUT YOU MATTERS

Source: Inavero & CareerBuilder:

Opportunities in Staffing

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IS YOUR REFERRAL PROGRAM GETTING ANY LOVE?

• If you don’t have a referral program, consider launching one • If you do, PROMOTE it beyond your website (regular outreach

emails, signature of emails, social media, recruiter talk tracks, etc.)


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REVIEW SITES: KNOW WHERE YOU STAND & CREATE A PLAN• Decide how you want to engage and build into your processes

– Ex: paid opportunities vs. more organic on Glassdoor– Do you encourage people to share their experiences on Glassdoor or

Indeed?


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QUIZ QUESTION #3

What is your most significant annual investment of those listed?

A. ATSB. Job boardsC. LinkedInD. Incentives (Sales &

Recruiters)E. T&E

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WHERE ARE YOU INVESTING?


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INVESTMENTS BY COMPANY SIZE


Small <30 employees#1 Applicant tracking 58%#2 LinkedIn 39%

Mid 31-100 employees #1 Applicant tracking 80%#2 Job boards/aggregators 53%

Large 100+ employees#1 Applicant tracking 100%#2 Incentives (for internal sales and recruiting team) 43%

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SEGMENT YOUR ATS DATA

• First step of most marketing: identify your audience

• How can you segment your ATS data for marketing?

• Examples:– Placed: Candidates placed on assignment in the last 30 days, 90 days,

etc.– Interviews: Candidates that you’ve interviewed but not placed– Activity: Any candidates with no activity in the last year, 3 years, etc.

• Do you truly know the functionality within your ATS?


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LAUNCH A RE-ENGAGEMENT CAMPAIGN


• Less than half of placed talent receive contact prior to the end of their assignment

• 41% increase in NPS if someone contacts the candidates before the end of the assignment

Source: Inavero & CareerBuilder:

Opportunities in Staffing

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LAUNCH A REHIRE CAMPAIGN TO YOUR TARGET AUDIENCE

• Pilot a rehire campaign– Segment your ATS data to determine who has been placed in the last 60 days

and when their contracts are set to end – Identify a series of emails and live touch points to send during the time frame

you set• Onboarding• Satisfaction • Resources/events • Referrals

• Monitor results and determine how to scale!– What can be automated through the ATS?


TO DO: Call Michelle on her first day!

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3 TAKEAWAYS YOU CAN DO NOW

1. Ask your leadership team for their list of top sales recruits - and plan to engage them

2. Review your referral program and create a plan to proactive promote more

3. Segment the data into your ATS and launch a rehire campaign

28FOCUS.

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TechServe Annual Conference

November 12-14LaQuinta ResortPalm Springs, CA

#TSAConf15

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Contact us with any questions or to discuss ideas for alleviating your pain points in 2016.

Leslie VickreyCEO & Founder

[email protected]: @lvickrey

Leah McKelveySr. Director, Sales & Partnerships

[email protected]: @lmckelvey

mailto:[email protected]

mailto:[email protected]