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Staffing Industry Recruiting: Bridging the Tech Skills Gap

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Earlier this year,  we conducted our 2016 Staffing Industry Sales, Marketing & Recruiting Survey of over 500 staffing professionals. Our goal was to answer one simple question:

When it comes to recruiting, sales and marketing, what works best?

Today, I’m continuing my series of posts that present findings from our survey. In each, I identify the things that make recruiting, sales and marketing easier (and deliver the highest ROI), so you can drive better results on both sides of the employment equation.

The Data: Tech Talent Shortages

Q: “How big of a challenge is it for you to recruit the following types of candidates?”

The data from this question  confirms what we already know: staffing and recruiting firms are struggling to recruit information technology, skilled trades and engineering talent.

And somewhat surprisingly, despite the Bureau of Labor Statistics’ dramatic job growth projections in the healthcare sector (due to an aging population) and wider coverage under the Affordable Care Act, just half of respondents who recruit healthcare talent list recruiting this type of candidate “extremely challenging.”


Recruiting Takeaways

As our data showed, overcoming technical skills gaps is a huge challenge in our industry. But while there is no “silver bullet” solution, here are a few ways you can gain an advantage over your competitors:

Win consultants away from the competition with things like:

  • better pay
  • better matching jobs to each consultant’s interests
  • providing a higher level of service to job seekers in every interaction

Have better jobs to offer:

  • with premier clients
  • in better locations
  • with better advancement and conversion opportunities
  • by offering assignments with more built-in training and skill development

Improve the candidate experience:

  • with exceptional communication
  • by making the process of working with your firm easier, faster and more enjoyable
  • by providing more services to support your consultants
  • by being more responsive to their needs

Improve retention:

  • by arranging for assignment extensions
  • by proactively skill-marketing consultants coming off of assignments (keep them employed, and you’ll keep them off the job market)

Up Next: Candidate Intake Best Practices

Our next post will share smart strategies for improving your candidate intake process to keep your recruiting funnel full. And if you don’t want to wait, you can access complete survey results and insights here:


About our 2016 industry survey:

In July and August 2016, we conducted an online survey of staffing industry professionals to find out what works best when it comes to their firms’ sales, marketing and recruiting efforts. The survey was completed by nearly 500 individuals located throughout the U.S. representing a wide range of staffing specialties and company sizes.

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