Hi Everyone!It's hard to believe we are in the final months of 2020! This has been a crazy year filled with new challenges and necessary innovative solutions. During this year's virtual Staffing World, I had the opportunity to speak with others about their experiences. This got me thinking and wondering about the state of the staffing industry and the future, so I wrote a post for our blog: Hiring Trends: Remote, Tech, and Being Good Humans.I'd love to hear from other ASA Members! What are some of the trends you have identified or experienced?For industry suppliers working with staffing firms to provide solutions, what are the common challenges or innovative ideas you have heard from your clients this year?I can't wait to hear your thoughts!
Hi Kristen,I enjoyed your post, and it echoes many of the trends we have seen as well. When it comes to technology and remote work, I think we have seen "can't" turn into "can" when it comes to adoption. As Lindsay mentioned, organizations seem to realize that the technology they have adopted during these trying times is here to stay - and can actually improve efficiency rather than diminish it. Where many employers originally expected shortcomings and hurdles, they are actually seeing increased productivity.
So interesting because we just had a guest post regarding sustainable workstyles and those who choose to WFH (work from home) or WFA (work from anywhere.) We are always going to need permanent and temporary employees to work in the office, manufacturing facilities, warehouses, and thankfully so many other industries - but at the same time there has been a definite uptick in the number of internal staff in our industry who are working from home recruiting, placing and onboarding their associates.
"4.3 million people in the USA work from home at least half the time, according to Owl Labs. The pandemic has been first and foremost focused on health but after 8 months of WFH for millions, we could be looking at an American shift in lifestyle. Millennials and Gen Z workers make up 38% of the workforce."
Our typical COATS client is mid-sized with each client hiring a couple hundred employees weekly. As far as trends, clients are continually requesting demos to add remote applications. We have seen a tremendous increase in our electronic onboarding, mobile online-applications, online job postings, and employee portals.
Kristin,I enjoyed your post and reading your blog and found we have much in common in what we learned/experienced at StaffingWorld 2020 and what we see coming in 2021.
My team really enjoyed attending Staffing World 2020 and because we were not tempted to do some of the "tourist" things we would normally do when we travel, we were much more disciplined in focusing on what SW2020 had to offer.
The MAIN message from multiple sessions: We must embrace the CHANGES taking place as they are here to stay. And those that want to stay ahead of the competition need to go beyond embracing them and RACE TO them.
What are some of those KEY CHANGES/TRENDS? DEI (workplace inclusion); AI (rapidly infiltrating traditional staffing services); REMOTE work life; and the DIGITAL takeover of much of staffing. During Sessions we heard:
Hello Staffing Professionals,
To answer Kristen's question, these are a few of the biggest market trends we're seeing.
What are the rest of you seeing? We're waiting to hear what you think!
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What a great post, thanks for starting this off Kristen and to everyone else for adding their thoughts. I would echo everyone's sentiments about the need to move more to digital while maintaining the human connection, how proactive implementation of technology will help staffing firms better compete, and how different industry verticals have been affected so differently that there really is no one-size-fits-all strategy.A few months ago my team interviewed a panel of industry veterans so we could really dig into what was happening and see if there were any strategies of success to share. We received a lot of feedback that we think firms will find very helpful, and we're still working on disseminating that. But for now, this is some of what they said:Plan now for the next timeA big part of being able to navigate the current situation effectively came from strategies developed in 2008. Cultivating customer relationships in recession-proof industries and diversifying even within a single vertical like light industrial can help insulate you from economic downturn.Flexibility is keyTime is a luxury many firms don't have right now, so using lessons learned to plan for the "next time" is only part of the strategy. Flexibility in how we respond to fluctuating market demands is and will continue to be key - so look for processes and technology that help you be agile.Cultivate better relationships using technologyEveryone we interviewed underscored the importance of maintaining their client and customer relationships now more than ever. A big part of that is keeping up cadences of communication that at times feel impossible. Putting the right technology in place can help you maintain these relationships.Use automation to help avoid burnoutRecruiters are burnt out. Workers (especially in the healthcare space) are burnout. We should be taking every step possible to automate tasks that can be automated for them.Redeployment = profitabilityFinding new talent is time and cost consuming and those are scarce resources right now. If you can focus on improving any one KPI in your firm, make it redeployment. This is the key to profitability and something you should start working towards by improving your candidate and client experience.For anyone interested in hearing from the panelists directly, you can watch them discuss remote communication here.We'll be releasing more of their advice shortly and would love to share with anyone interested. We'll be releasing it on LinkedIn and via email. Also, feel free to reach out to me directly and I can keep you posted.Thank you!