Let’s talk about growth. Now? With all this uncertainty? Yes. Now.
But I’m not talking about the ‘flash in the pan’ kind of growth. No, I’m talking about the kind that sticks. If you’re running a staffing firm, I bet you can relate to this scenario:
You land a big new client. The phones light up. Emails and texts are flying fast and furious. Everyone is staying late. The process you thought was well-defined suddenly feels like it’s held together with duct tape.
That’s not growth. That’s chaos in a tuxedo.
Well, then, how do you scale the right way? How do you grow sustainably, without burning out your operations team, losing clients, or watching your best candidates get placed by a competitor? Read on and I’ll give you my blueprint.
FIX THE ENGINE BEFORE YOU STEP ON THE GAS
1. Tighten up the process. If you’re still using spreadsheets and email to keep track of everything, it’s time to invest in the right tools that will support your workflow. Standardize your candidate screening/hiring process. Build systems that improve efficiency.
2. Know the numbers. Not the ‘nice to know’ numbers. No, I’m talking about the real stuff – time-to-fill, candidate submittals, daily fills. Track the ones that tell the truth.
3. Treat candidates like gold. Why? Because they are. Create a powerful candidate journey. Talk to them. Give them feedback. Do what you say you’re going to do.
4. Do more than just ‘check in’ with clients. Call them. Meet with them. Often. Review what’s working and what’s not. Do more than fill roles – solve problems.
LOOK UP, OUT, AND ALL AROUND
1. Specialize. At some point, you must stop being all things to everyone. I like to say that the riches are in the niches. Go deep in the vertical you are in. Know it inside and out. Then look for the next one, but only after you’ve mastered the first one.
2. Think beyond your backyard. Look at the data you have. What is it telling you about where the demand is and where it’s going? What markets are dwindling and which ones are emerging? Always be looking for new opportunities.
3. Diversify your service offerings. If you only provide contingent staffing, why not dig deeper into direct hire? What about payrolling? HR or risk consulting? Seek more revenue opportunities with current and new clients.
4. Get intentional about branding. Your brand reputation is your market currency. Tell your unique story. Invest in great content. Build a brand that attracts clients and talent.
5. Don’t forget the tech. Yes, there is a place for AI in staffing. Create a tech stack that serves your staffing firm, not vice versa. And, no, it’s not about replacing people, but rather, about freeing them up to do what only they can do – build strong relationships.
THINK LIKE A CEO
1. Think big. Where can you find new growth opportunities? What is your vision for the firm in three years? Five years? 20?
2. Look for acquisitions. Start small and learn the ropes. Get creative on how to do deals. You can often use the seller’s money to buy their company!
3. Create a leadership bench. Develop members of your team to be prepared to step into leadership roles. You can’t scale if everything depends on you.
4. Stay grounded in your mission. Growth just for the sake of growth is a death trap. I always tell my clients that growth is your best friend AND your worst enemy. Learn to recognize the difference.
Yes, you can grow. Fast. But the best firms – the ones that scale – find ways to grow that are:
Smart.
Sustainable.
Strategic.
Solid.
As a result, these firms don’t just survive the next market swing. No, they come out swinging.
And if you need help mapping all this out? You know where to find me.