{"id":63960,"date":"2020-08-10T14:00:51","date_gmt":"2020-08-10T13:00:51","guid":{"rendered":"https:\/\/www.bullhorn.com\/eu\/?p=63960"},"modified":"2020-08-06T15:32:27","modified_gmt":"2020-08-06T14:32:27","slug":"ideas-for-selling-staffing-in-a-post-pandemic-economy","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/eu\/blog\/ideas-for-selling-staffing-in-a-post-pandemic-economy\/","title":{"rendered":"Paradigm Shift: 4 Ideas for Selling Staffing in Our New Economy"},"content":{"rendered":"

The new normal. The next normal. The post-pandemic economy.<\/span><\/p>\n

Whatever you call it, your staffing firm needs to learn how to run profitably in it. Your success will come from a mix of hard work, creative thinking, and maybe even a little reimagining of the value your staffing company can offer.<\/span><\/p>\n

What are the best ways to sell staffing in a post-pandemic economy?<\/b><\/h3>\n

While this is by no means an exhaustive list, you can use these strategies to increase your value and discover more staffing sales opportunities in a post-pandemic economy.<\/span><\/p>\n

Strategy #1: Strengthen Client Relationships<\/b><\/h4>\n

How strong are your relationships with your clients? Are you an essential partner to their organisations, playing a strategic role in their talent management process? Or, are you just a vendor that can be all too easily replaced by another staffing company on the approved vendor list?<\/span><\/p>\n

To get closer to your clients, take the following steps:<\/span><\/p>\n

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  1. Plan a meeting (or Zoom) to get a deeper understanding of how your clients are being impacted by the current economy.<\/span>\n
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    1. What are their plans for reopening (if they haven’t already) and recovering?<\/span><\/li>\n
    2. How have they adjusted their staffing plans in the past few months?<\/span><\/li>\n
    3. Where do they anticipate talent needs in the next 60 to 180 days?<\/span><\/li>\n
    4. What are they doing to address workers who don\u2019t want to return from unemployment or those on FFCRA?<\/span><\/li>\n<\/ol>\n<\/li>\n
    5. Assess the depth of your relationship with each client.<\/span>\n
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      1. How many staffing decision-makers do you know?<\/span><\/li>\n
      2. What percentage of their staffing business do you get?<\/span><\/li>\n
      3. Are there other departments or divisions that could use your services?<\/span><\/li>\n
      4. Do you know the strategic and economic decision-makers?<\/span><\/li>\n
      5. How strong are your relationships with the HR department?<\/span><\/li>\n
      6. What about purchasing \u2013 are they involved in the staffing process?<\/span><\/li>\n<\/ol>\n<\/li>\n
      7. Map out the org chart of each client and then determine where you have gaps in your relationships. Develop a plan to expand and strengthen your network of contacts.<\/span><\/li>\n
      8. If possible, work with each client to outline a proactive workforce strategy for the next six to nine months (more on that below). Help your clients to anticipate their hiring needs, proactively source the talent they will require, and effectively manage their temporary and full-time hiring needs.<\/span><\/li>\n<\/ol>\n

        Strategy #2: Offer Proactive Workforce Planning<\/b><\/h4>\n

        Building off strategy #1, get into the business of helping local employers to create better workforce plans. Workforce planning is about anticipating likely talent needs (based on expected business needs) and then assuring access to people with the right skills at the right time.<\/span><\/p>\n

        A workforce plan considers retention of current staff, upskilling and promotion, temporary and full-time hiring, and use of 1099 employees and outside consultants. Whether or not you are an expert in workforce planning, you have the skills and experience necessary to help local employers to create staffing plans for the next 90 to 180 days.<\/span><\/p>\n

        Your plans could include:<\/span><\/p>\n