Why Workplace Motivators Matter for Companies and Candidates

Back in the 1950s, Fredrick Herzberg, Ph.D., believed that productivity in America was receding because of a focus on money and benefits to the exclusion of providing opportunity for responsibility and continuous learning. In today’s tight talent market, many employers are defaulting to this same strategy. However, when workers get money without responsibility, their entitlement quotient goes up and their productivity quotient goes down. When workers are given responsibility without money, they become resentful and less productive. The most productive employees, according to Herzberg, are the ones who are continually challenged as well as compensated fairly. Clearly every employer wants to have a motivated workforce. In this session we will outline 12 motivators, based on Herzberg’s research, to help you learn how to cultivate a motivated workforce today, without breaking the bank.

How to Build a Talent Pool Without Using Unconscious Bias

At any one time, there are two billion pieces of information hitting our nervous system. Our brain can’t process all of that, so it does one of three things: it deletes, distorts, or generalizes the information. You are left with about 64 pieces of information that your brain can process, which is about 0.0032% of your reality. While you think you’re seeing the whole world, you’re only seeing a fraction of it. This is how unconscious biases can influence recruiters and hiring managers to form instant opinions about candidates. Attendees will understand more about how their brains can form stories and opinions based on previous experiences; how unconscious biases influence decision making; and practical, useful tools to help identify top performers based on who can do the job—not who is in line with the hiring leader’s biases. This talk will dive into how assessments can be used to identify top performers, improve diversity, minimize bias, build strong talent pools, and implement internal mobility programs within organizations.

Can You Hire Faster Without Increasing Risk? We Think So.

When it comes to doing things faster, we often assume there will be a sacrifice in quality (e.g., fast food, spray tans, and hair plugs). The speed just doesn’t outweigh the risk that your experience will be poor. But does that principle have to hold true when it comes to hiring faster? In this session, we’ll discuss how quickly hiring at scale doesn’t have to mean sacrificing quality and increasing risk.

How to Double the Response to Your Staffing Website

Did you know that up to 95% of visitors to staffing websites “bounce”? People come to your website, then leave without ever taking action. They don’t apply to jobs. And they don’t contact you about your services. Want to get dramatically more ROI from your website? In this Speed Talk, I’ll show you how. You’ll see the six most common reasons why staffing websites fail, and learn three specific ways you can dramatically increase your response.

How the Right Digital Strategy Can Help Smaller Staffing Firms Go Big and Grab More Market Share

The right digital strategy can help smaller staffing companies grab more market share, or even just keep you in the game. In fact, your size and agility are your superpowers. The rise of the gig and remote workforce has radically changed the workforce landscape. Staffing companies need to adapt and level up their talent supply chain strategies—beyond traditional recruitment and sourcing methods. Going digital with sourcing, recruitment, candidate management, and data strategies can not only give you a competitive edge but is also vital to staying relevant for your customers who now have multiple sources of talent supply to pick from: on-demand and gig workforce platforms, solopreneurs, and talent clouds. They want their staffing partners to go beyond just putting “butts in seats” and provide holistic talent supply solutions, and smaller staffing companies are leveraging talent tech more aggressively, are more agile and adaptable, and are at the forefront of this movement.

The Sixfold Path to Staffing Growth

Consistent growth proves to be elusive for all businesses, but that is especially true for staffing firms. In the early stages of growth, staffing leaders find the “magic formula” and then replicate that process. Unfortunately, at some point what used to deliver predictable growth no longer does. Revenue flattens out and even shrinks, and the staffing firm is left to try and figure out why the tried-and-true formula isn’t working.

My experience co-founding and growing a staffing firm from a startup into a national and then international staffing organization was similar to what I’ve just described. There are growth plateaus that every staffing firm reaches that require its leadership to reassess its business model and strategy to correct what is no longer contributing to growth. I discovered six pillars that serve as the primary levers to punching through to the next level of growth. The program I developed is the Sixfold Path to Staffing Growth. In it, I discuss the six most important business sectors that must be reviewed to determine if they are “broken.” I then offer recommendations on correcting any or all of these pillars to return the staffing firm to solid growth.

No Competition: Building a Brand-Centric Competitive Advantage

Over the past five years, the surge in available staffing-centric tech solutions has truly leveled the playing field. Today, staffing agencies of all sizes have access to automation and experience management solutions, making it harder than ever for clients and candidates to see the difference between service providers. Since technology is no longer a competitive advantage, it’s essential to re-establish and promote how your staffing agency is different and why you’re the best in the market. Brand is the next battleground. While you may think your brand is limited to the elements that identify you, I’m here to tell you that you have virtually limitless possibilities at your fingertips. Furthermore, if done right, you could make it almost impossible for other staffing agencies to compete with you.