The Data (from American Staffing Association):
- The staffing industry is over $130 Billion and growing each year, surpassing overall economic growth
- 35% of the staffing industry is made up of job disciplines that require skilled personnel
- There are 17,000 staffing and recruiting offices in the United States, which altogether operate around 35,000 offices
- While permanent employment is a top priority for most staffing employees, about one in five cite scheduling flexibility as a key reason for choosing temporary and contract work
- Nine out of ten staffing employees said that staffing work made them more employable
- 66% of employees intend to search for a job with another organization within the next year
- 48% gain any real sense of purpose from their work – that’s fewer than half!
- More than 35% of employees are unlikely to tell their employer of their potential plans to change jobs
Because of the growth in the staffing industry, the talent market is tight. Many candidates aren’t actively seeking jobs- they’re passive candidates. In order to set yourself and your agency apart, you must create a recognition of needs to encourage passive candidates to make the move. At Spire, we highlight the CLAMPS of the current employer, as well as the potential opportunity.
C – Culture
Company culture is becoming increasingly important among candidates. Asking a candidate about their current company’s culture can uncover pain points which can give you the ability to address with your potential opportunity.
L – Location
How is your candidate’s current commute? Does it impact their work/life balance? What would their ideal commute be? Knowing this can not only qualify your opportunity, but also help you to become more relevant to your candidate with future opportunities.
A – Achievements
Does your candidate feel valued and appreciated by their company? How do they prefer to be recognized when it comes to achievement?
M – Money
While money isn’t the most important factor, it certainly helps! Many candidates are underpaid without even realizing it. When you think about money as a recruiter, take into account things like benefits and 401K. Everything counts when selling an opportunity!
P – People
What are the people like at your candidate’s company? Does your candidate have any qualms about the leadership?
S – Security
Does your candidate feel secure in their current job? Every industry has a differing degree of volatility, but if you can ease your candidate’s mind with a secure and stable job, it can go further than you think.
All in all, your job as a recruiter is to create a recognition of needs within your candidates. Moreover, your job as a recruiter is to understand all aspects of your candidate and act as an agent. When asking questions related to CLAMPS, you’re understanding your candidate beyond their base-level wants and needs. And it doesn’t go unnoticed by candidates!
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