Everyone in the staffing industry loves getting job orders—sometimes even to the point of celebrating their arrival with alarms, fanfares, and bells in the office! But not all job orders are good job orders and it's ok to turn some away.
In the very unique and challenging world of temporary staffing, staying at the top of your market requires much more than just great people and strong relationships. It requires a commitment to maintain focus on the following practices that alone will give you an edge but when combined they will help you solidify your place as a market leader.
In the last issue of our print publication HR Insights, Heather Vaughn (“3 Behaviors That Erode Organizational Trust”) wrote about some possible causes for a decline in employees’ trust in their companies. One of those causes in particular, “disconnect between words and actions,” can have a far broader impact than the negative effect on company culture that Vaughn describes.
The rise of the gig workforce (a catchall for anyone outside the traditional workforce model; freelancers, independent consultants, contractors, temporary or contingent workers and crowd sourced) has changed how, why, and where we work. We continue to struggle to capture exact numbers on the rapid growth of the gig workforce per Nation1099’s Freelance Study. A new term “the side hustle” is not just for millennials (50% participating currently), now baby boomers are the fastest growing participants; 24% have a side hustle to mitigate the retirement crisis and lack of cushion.
In the July issue of our HR Insights e-newsletter, I shared an article by David Sturt and Todd Nordstrom (both of the O.C. Tanner Institute) titled “Science Says, If You Want People to Respond, Tell a Good Story.” The article focused on how leaders can leverage stories to inspire their employees. But it also got me thinking about how recruiters, too, can use great stories to improve their work.