{"id":65567,"date":"2025-01-07T16:21:17","date_gmt":"2025-01-07T21:21:17","guid":{"rendered":"https:\/\/techservealliance.org\/?p=65567"},"modified":"2025-01-08T16:04:00","modified_gmt":"2025-01-08T21:04:00","slug":"9-strategies-that-will-maximize-roi-in-it-staffing-for-2025","status":"publish","type":"post","link":"https:\/\/techservealliance.org\/9-strategies-that-will-maximize-roi-in-it-staffing-for-2025\/","title":{"rendered":"9 Strategies That Will Maximize ROI in IT Staffing for 2025"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"65567\" class=\"elementor elementor-65567\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-1922a487 e-flex e-con-boxed e-con e-parent\" data-id=\"1922a487\" data-element_type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-2ad7d631 elementor-widget elementor-widget-text-editor\" data-id=\"2ad7d631\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>For IT staffing firms, staying ahead means doing things differently. The market keeps evolving, and 2025 is going to look different than 2024. This means what worked last year won&#8217;t cut it anymore.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>If you are a business owner, recruiter, or sales leader, adapting to these changes with the right responses is critical for maximizing ROI and staying competitive.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Industry expert Barb Bruno, founder of Good as Gold Training, shares her top 9 actionable strategies to overcome client and candidate challenges, develop stronger teams, and increase placements in 2025.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Her advice includes employee retention strategies, IT talent acquisition, training for recruiters, and much more.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>1. Shift Your Mindset: Change Is Needed<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>The first rule for success? Stop repeating last year\u2019s strategies. Many firms experienced stagnation because their processes (both recruiting and sales) didn\u2019t evolve.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Bruno\u2019s outlook: \u201cYou can\u2019t do things the same way you did even this last year going into 2025 and expect better results.\u201d<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>2. Fix Perceptions: Clients and Candidates Need Trust<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>The client\u2019s view: <em>\u201cThe only time you talk to us is when you\u2019re making money on us.\u201d<\/em><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Clients often feel like staffing firms only care about making money. If your sales team reaches out only when there\u2019s revenue on the line, you\u2019re proving them right.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Instead:<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item --><\/ul>\n<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\">\n<li>Build genuine relationships by showing up as strategic partners, not vendors.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><!-- wp:list-item --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\">\n<li>Provide consistent updates to demonstrate accountability and improve client relationships.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><!-- wp:paragraph --><\/p>\n<p>The candidate\u2019s view: <em>\u201cCompanies don\u2019t care about us at all&#8230; All they care about is filling a job.\u201d<\/em><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Candidates think recruiters don\u2019t care about them personally \u2014 they just want to fill roles.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>To change this perception:<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item --><\/ul>\n<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\">\n<li>Stop pitching jobs upfront.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><!-- wp:list-item --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\">\n<li>Start with general interviews to understand candidates\u2019 career goals and aspirations.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>3. Adopt Data-Driven Trends for 2025<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>Bruno mentions the biggest trends for this year, based on insights from LinkedIn\u2019s data and real-world feedback:<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item --><\/ul>\n<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\">\n<li><strong>AI and Automation<\/strong> can streamline processes, but it cannot replace the trust and relationships that human interactions build. Bruno emphasizes, \u201cWe\u2019ve gotten way too high-tech\u2026this is a relationship-building business.\u201d<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><!-- wp:list-item --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\">\n<li><strong>Flexible Work Models<\/strong> remain highly appealing, with hybrid and contract roles in demand.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>4. Build Stronger Client Relationships<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>Elevating client engagement is essential for growth. Bruno encourages firms to move beyond being mere vendors and instead build trust and deeper partnerships with clients. Understanding both personal and professional goals can make all the difference.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Including performance objectives in contracts guarantees alignment between staffing firms and their clients. \u201cHow are they going to be evaluated in six months or 12 months?\u201d Bruno advises asking this question to improve candidate matches and set clear expectations.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Weekly updates to clients aren\u2019t just a courtesy either. They build trust and serve as an internal quality control system. Regular communication shows clients that their needs are being prioritized.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>5. Encourage Recruiters to Drive Sales Success<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>Recruiters are more than just role-fillers. They\u2019re key players in business growth. Bruno states that recruiters should collaborate closely with sales teams. They should share at least three leads per day to drive new client acquisition.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>\u201cRecruiters are the individuals that should be driving your sales process, she says. She urges firms to make sure their recruiters and sales teams work in tandem. This will maximize insights and opportunities.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>6. Refine Your Recruiting Focus with Revenue Modeling<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>Many staffing firms spread themselves too thin. They try to cover too many industries and job titles. Bruno recommends narrowing your focus to areas where your firm truly excels.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Analyzing past placements can help identify key roles and clients worth prioritizing. Firms that focus on fewer, specialized roles often see greater success. As Bruno puts it, \u201cThe firms making the most money know who they are.\u201d<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>7. Foster a Positive Culture to Increase Retention and Referrals<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>A strong workplace culture contributes to retention and growth. Employees who enjoy working for you are far more likely to refer others. This creates a natural pipeline for new talent. Gallup data shows that engaged workplaces are also 21% more profitable.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Bruno suggests conducting quarterly stay interviews to understand what keeps employees engaged and to keep them satisfied. Asking questions like, \u201cWhy do you stay here? What keeps you engaged?\u201d can provide valuable insights.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Celebrating achievements is another factor in building a positive culture. Recognition programs like \u201cSpotlight Fridays\u201d or peer-to-peer platforms can create a sense of connection and motivation. \u201cIf your employees love working for you&#8230; most of your hires should be referrals from your internal team,\u201d Bruno notes.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>8. Update Training to Match Market Changes<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>The staffing industry changes faster than many industries. That means: training that hasn\u2019t been updated in the past year is already outdated. Bruno stresses the importance of equipping recruiters with modern strategies to tackle challenges like ghosting, counteroffers, and poor matches.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Senior recruiters, in particular, often need additional training to adapt to new methods. As Bruno explains, \u201cSenior recruiters need more training than new people because they\u2019ve done things the same way for too long.\u201d If this resonates, it might be time to familiarize yourself with the most effective training methods and modern recruiting methods for 2025.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>9. Adapt to Candidate Priorities<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>Candidates\u2019 expectations have shifted significantly in recent years. Recruiters must adapt by focusing on what candidates truly want for their careers. Conducting general interviews helps recruiters understand candidates\u2019 goals and guide them toward long-term success.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>\u201cWhat I want to do is find out what\u2019s most important to you before we talk about a job,\u201d says Bruno. By becoming lifetime career agents for candidates, recruiters can build trust and build lasting relationships.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:heading --><\/p>\n<h2 class=\"wp-block-heading\"><strong>To A Year of Successful IT Talent Acquisition<\/strong><\/h2>\n<p><!-- \/wp:heading --><!-- wp:paragraph --><\/p>\n<p>Bruno\u2019s message is clear: 2025 will bring new challenges, but the firms that evolve their strategies will thrive. Building trust, refining processes, using the right employee retention strategies, and investing in up-to-date training will help staffing firms have a record-breaking year.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>\u201cThere is no reason why all of you cannot hit or surpass your goals next year,\u201d Bruno concludes.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p>Now is the time to make the changes that matter \u2014 and to make sure your firm doesn\u2019t just survive but thrives.<\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p><b>Don&#8217;t forget to register for Barb Bruno&#8217;s five-part training webinar series<\/b> &#8212;\u00a0<strong><em>Mastering Recruitment in Today&#8217;s Competitive Market<\/em><\/strong>. <b>Register <a href=\"https:\/\/events.techservealliance.org\/masteringrecruitment\" data-type=\"link\" data-id=\"https:\/\/events.techservealliance.org\/masteringrecruitment\">here<\/a><\/b>. <b>First webinar goes live on Jan. 14, 2025.<\/b><\/p>\n<p><!-- \/wp:paragraph --><!-- wp:paragraph --><\/p>\n<p><!-- \/wp:paragraph --><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-4ef7edf e-flex e-con-boxed e-con e-parent\" data-id=\"4ef7edf\" data-element_type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-618bb26 elementor-widget elementor-widget-image\" data-id=\"618bb26\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/events.techservealliance.org\/masteringrecruitment\">\n\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"402\" src=\"https:\/\/techservealliance.org\/wp-content\/uploads\/2025\/01\/Barb-Bruno-training-series-4-1024x514.png\" class=\"attachment-large size-large wp-image-65582\" alt=\"Barb Bruno training series\" srcset=\"https:\/\/techservealliance.org\/wp-content\/uploads\/2025\/01\/Barb-Bruno-training-series-4-1024x514.png 1024w, https:\/\/techservealliance.org\/wp-content\/uploads\/2025\/01\/Barb-Bruno-training-series-4-300x151.png 300w, https:\/\/techservealliance.org\/wp-content\/uploads\/2025\/01\/Barb-Bruno-training-series-4-768x386.png 768w, https:\/\/techservealliance.org\/wp-content\/uploads\/2025\/01\/Barb-Bruno-training-series-4-600x301.png 600w, https:\/\/techservealliance.org\/wp-content\/uploads\/2025\/01\/Barb-Bruno-training-series-4.png 1223w\" sizes=\"(max-width: 800px) 100vw, 800px\" title=\"\">\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>For IT staffing firms, staying ahead means doing things differently. The market keeps evolving, and 2025 is going to look different than 2024. This means what worked last year won&#8217;t [&hellip;]<\/p>\n","protected":false},"author":25,"featured_media":65115,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","_company_domain":"","_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_tribe_ticket_capacity":"0","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":""},"categories":[1],"tags":[],"topics":[399,250],"member-content":[],"class_list":["post-65567","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","topics-barbara-bruno","topics-recruiting"],"acf":[],"_links":{"self":[{"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/posts\/65567","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/users\/25"}],"replies":[{"embeddable":true,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/comments?post=65567"}],"version-history":[{"count":5,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/posts\/65567\/revisions"}],"predecessor-version":[{"id":65661,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/posts\/65567\/revisions\/65661"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/media\/65115"}],"wp:attachment":[{"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/media?parent=65567"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/categories?post=65567"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/tags?post=65567"},{"taxonomy":"topics","embeddable":true,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/topics?post=65567"},{"taxonomy":"member-content","embeddable":true,"href":"https:\/\/techservealliance.org\/wp-json\/wp\/v2\/member-content?post=65567"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}