We are absolutely thrilled to be welcoming Julie Haldorson to the Parqa team as our Executive Vice President. Julie joins us with more than 20 years in marketing agency leadership roles and will be responsible for leading the day-to-day operations at our growing digital agency. Julie will also help to develop and implement Parqa’s vision to transform and revolutionize the staffing industry through best-in-class marketing strategies and solutions.

We wanted to bring you a few more details on her background, expertise and passion so you can get to know her a little better. Check it out!

1. Tell us a little bit about your professional background and expertise.

My first job out of college, selling advertising for a print media company, gave me my first taste of connecting people and solutions to drive their business, igniting a passion I’ve carried throughout my career. After several years, I decided to move across the country (Pensacola, FL to Spokane, WA), and took a job as a telemarketer to make rent. Two years flew by quickly and I found myself an Operations Manager charged with leading a team of 200+ sales agents. There I learned that I also have a passion for operational efficiency and growing effective teams.

I landed my first agency role in Chicago in the mid-90s. In my 20+ years of marketing agency experience since, I’ve worked on integrated marketing strategies for clients such as United Mileage Plus, EPSON, Banana Republic, and Four Seasons Hotels & Resorts, BEHR Paint, Electrolux, and Nestlé, as well as many smaller businesses.

My expertise leans into business strategy and ideation of relevant digital marketing programs.  I’m particularly fond of lead nurture and conversion optimization as they provide never-ending opportunities to enhance customer experiences and drive business outcomes.

2. What are you most passionate about in your work? What makes you tick?

I love seeing people grow personally and professionally, and I love hearing clients rave about quality and impact of innovative marketing strategies. My dream day includes hearing that our team worked together on something they are proud of that surpassed client expectations.

3. What drew you to Parqa in the first place?

I was introduced to Parqa by a colleague and friend. She shared the job description with me and we both laughed at how closely the job description resembled everything I’m about.

4. What are you most excited about in your new role at Parqa?

I’m really excited about the point of maturity Parqa is in right now. The organization has grown so much in the handful of years since its inception. The exceptional talent genuinely likes working together and strives for greatness. Parqa is in a prime position to take and keep the pole position providing marketing leadership to firms in the staffing & recruiting industry.

5. What’s one marketing trend or insight that’s top-of-mind for you right now?

All the world is waiting to see what the lasting impact of COVID-19 will be. One significant shift in marketing due to the pandemic is a focus on activating ecommerce for historically brick and mortar companies, particularly those that have depended on third parties to provide a bridge to their customers.  This is not just about setting up an ecomm-enabled site and throwing up products/services webpages – organizations have shifted significant operational expenses toward figuring out how to deliver products and services without in-person interaction – an investment that makes going back to “normal” unlikely.  How the ecommerce explosion will continue to impact the staffing and recruiting industry is yet to be seen, but it can be assumed that the general trend toward digital relationship building and expanding remote work will continue to be a part of our evolving digital marketing strategies.

6. What do you like to do outside of work?

Laugh with my family, go to live music events, travel to places off the beaten path, cook new meals, be outside.

7. Favorite TV show?

100% Ted Lasso.

8. Favorite Food?

Tacos. Of. Any. Kind.

9. Biggest pet peeve?

Bad grammar and open cupboards.

10. Clifton Strengths Finders?

Never done this one but I’m an INTP for Myers-Briggs.

Interested in learning about what Julie has to say about the critical need for data acquisition for staffing and recruiting agencies? Or, if you want to talk marketing strategy with Julie, connect with her on LinkedIn, or to reach out to us at info@parqa.com if you’d like to schedule a call. She’s already looking forward to hearing from you!

One of the most common themes we hear in the staffing and recruiting industry is how much depends on strong relationships. Indeed, deep, long-term relationships seem to be the key element to success in the recruiting industry.

At Parqa, we’ve noticed how many of the most successful partnerships between employment agencies and their clients all share these similar traits:

• Trust
• Familiarity
• Closeness, and even
• Friendship

That is why we are taking a moment to examine this most essential component to building a successful staffing and recruiting agency. But relationships don’t just happen. They are built over time. And they take more effort than a couple of successful placements.

Read on to learn how easy (and fun) it can be to build crazy-good relationships with your team, and your clients, and how your commitment to this essential element could determine not only the success of your staffing agency, but the joy you’re able to experience every day, in your work.

What Strong Relationships Say About Your Market Expertise

As a marketing agency for staffing and recruiting companies, one essential service we provide our clients are branding strategy campaigns. While each of our client’s brands are completely different – from the brand design, to our client’s approach to building brand credibility – they all share a common element: to fully convey how deeply committed they are to their business partners.

We find many agencies are keen to define themselves in terms like, “non-transactional,” “trustworthy,” and “the most friendly partner in the industry.”

And it’s not just hyperbole.

Our clients in the staffing and recruiting industry provide a service that no other business in their industry can duplicate: an employment solution from a network of talented candidates that are so much more than just a filler to an empty seat. Our clients provide candidates that are a unique match – both for their skills and their cultural fit – and are the best resource for creating success and growth in their placements.

This is an inimitable talent that is not easy to describe. Any staffing agency can say they’re the only company that can provide the best employment solutions for their clients. But not every staffing agency can deliver that message with conviction.

That may be why so many staffing and recruiting agencies are keen to demonstrate how the only thing rarer than their knack for pairing the right candidate to the right position is how far above and beyond they are willing to go to create deep, long-lasting relationships built on trust.

So how is it possible to fully demonstrate to your audience that your agency is the one they should trust to provide this very intimate and incomparable service of staffing their company’s talent?

Why Broadcasting Your Team Culture is the Key to Building Crazy-Good Relationships

One of the most effective ways to build genuine relationships is almost too simple: go out and have fun.

At Parqa, we believe so strongly in building our culture of strong relationships in and outside of the office – not just because it’s fun, but because we learn so much more about our team members than what we see from the often limited perspective of our desks.

At Parqa marketing, we’re all about getting together to have fun and taking the time to enjoy our coworkers without always “talking shop.” Along the way we’ve built a strong work culture and deep working relationships that is evident in our work.

Demonstrating your agency’s ability and commitment to building strong relationships internally is one of the best ways to model those same values externally, with your clients. This is especially true for potential clients who are only just discovering your staffing agency for the first time.

This is even more true for those recruiting agencies whose high-level placement of executives and managerial talent – a process that could require considerable time and resources – depends largely on the pedigree of their network and the depths of the relationships therein.

How Staffing & Recruiting Agencies Can Demonstrate Their Commitment to Building Strong Relationships

This part is a little more tricky.

While your agency may be great at building relationships, not every company can broadcast that message in a genuine way.

There is a delicate balancing act in creating marketing content that naturally relays your company culture with authenticity – often it takes a special blend of messaging in your marketing content that combines your excitement for building relationships while grounding that story in a relevant topic. 

Sometimes it takes a creative message to bridge the gap between those two elements. But, content is king. And your marketing content should be able to leverage both elements in a meaningful way.

So where do you start? What are some things you’re already doing that could help truly sell your ability to create and nurture strong relationships?

Make the Most of Every Holiday!

The holiday season is right around the corner. How does your staffing agency celebrate a season of togetherness for friends and family? Those end-of-year posts are especially potent content for companies who take the time to give thanks for all that they’ve been able to accomplish over the past year, and to look forward to new opportunities and new ways to serve your clients in the coming year.

Don’t Overlook Employee Milestones!

Whether a new team member is joining your ranks, or you just want to celebrate an intern (let’s hear it for the interns!), your company should take every opportunity to showcase your team members. It feels great to be recognized on social media, and it’s an excellent way to keep your audience up to date with the latest news from your team.

Schedule a Team Meeting Around a Lunchtime Gathering

What a better way to combine your messaging around company culture with actual agency initiatives you’re working on? Even if your outing was just a purely social event, sharing a simple shout-out to your coworkers can effectively illustrate your ability to create and nurture winning relationships!

Define Why Relationships Are Important to Your Company and Critical To Your Work

Simply sharing your company culture is often not enough. Using those posts as a jumping-off point to discuss “why relationships,” and to define how your commitment to your clients makes your company best suited to provide a game-changing employment solution. 

Relationships, and Driving the Conversation in the Staffing and Recruiting Industry

As an agency that specializes in marketing content for staffing and recruiting agencies, it has been an honor and a privilege to work in an industry that is so deeply bound by genuine relationships and camaraderie between recruiters and their clients.

It is very reassuring to see, especially these days.

When we share our culture, we stand out in the crowd. When companies demonstrate their commitment to building deep and meaningful relationships, they recall an essential component of their work, without which, you might be just another headhunter.

We love to tell the story of our clients just as we relish sharing tidbits from our own company. We should be so lucky – it’s a great excuse to get down with the team, and have a lot of fun! 

When you’re ready to combine that message with valuable, relevant content that further describes why you’re the only staffing agency in the industry who can provide the best talent, call on us.

What do you want to celebrate? How do you want to deliver the story of your company? The marketing team at Parqa are standing by to help you create that special blend of content that sets you apart in your industry. Contact Parqa Marketing, today!

What happens when your best candidates stop applying for jobs? Is it time to panic? Or is it time to find a different, more engaging way to engage your network of talent? Today, we spoke with Billy Davis, the Director of Onboarding and Customer Success at Herefish by Bullhorn. Billy had some good news about how, with a genuine automation strategy, staffing and recruiting agents can jumpstart job-seekers who’ve gone dormant. Check out Kelli and Billy’s illuminating discussion on:

• Why creating a quality experience for ALL candidates really does matter 
• How systematizing your processes can drive company profitability and growth  
• The importance of making your database the single source of truth (for sales, recruiting, and marketing)
• Bonus: Top do’s and don’ts from the automation robot himself

The Presenters:

Kelli Schutrop
Director of Sales & Marketing, Parqa

Kelli Schutrop is the Director of Sales & Marketing at Parqa and has more than a decade of marketing experience including marcom, PR, branding, and digital – focused specifically on the staffing industry. She spent years leading marketing in-house at staffing + recruiting firms and has consulted hundreds of owners across the country on how to utilize strategic digital marketing to drive results for their businesses. Kelli thrives off small business growth, and previously in her career she managed marketing for an executive search and consulting firm which received 50% of its revenue through inbound marketing strategies.

Billy Davis
Director of Onboarding and Customer Success at Herefish by Bullhorn  

Billy Davis is the Director of Onboarding and Customer Success at Herefish by Bullhorn. Currently, he teaches staffing firms to generate limitless value through automation by leading Implementation and Customer Success at Herefish. As an expert in automation for staffing agencies since 2016, Billy has helped guide hundreds of recruiting firms along with their automation strategy and digital transformation journey. When not automating engaging campaigns you can find Billy doing other robot things, spending time with his wife and four children, or practicing Yoga.

The job market in 2021 is shaping up to be known as “The Great Resignation.” Almost every company in every industry under the sun is feeling the pain of not being able to find and hire quality talent fast enough. 

Conventional strategies of finding job seekers are not working. The old messaging is no longer creating leads.

That’s where staffing and recruiting agencies come in. More specifically, marketing for staffing and recruiting firms.

That is why many staffing and recruiting companies are turning to marketing agencies with niche expertise in their industry. They’re looking for content marketing and digital marketing campaigns that can help them navigate this incredibly difficult time.

Read on to learn how marketing for staffing agencies can make the difference in solving for a historically high shortage of workers. 

Why Conventional Staffing/Recruiting Strategies Aren’t Working After the Covid Shutdown

Many employers are faced with a cruel irony in our current job market: now that they’re reopening and aggressively rehiring, workers are either unwilling or unable to return to work. 

Many are calling the newfound perspective that workers gained during the COVID shutdown a welcome wake-up call for employers. The argument is that many employers have not had to adjust wages or benefits for too long. So the economic shutdown during COVID was the final straw for many employees who have felt underappreciated, under-compensated, and overworked.

The argument could be made that workers are asking too much of their employers. But one notable study from the Economic Policy Institute was able to put this succinctly into graphs what many workers have been noticing all along:

In the past 40 years, the cumulative percentage growth in worker productivity has increased by over 243%. But for all this rise in productivity, worker compensation only increased by 108%.

It would appear these are dark days to be an employer with the unenviable task of looking for and hiring workers in this climate. That is especially true for anyone whose sole enterprise is sourcing and hiring employees – that of staffing and recruiting companies. 

It is safe to say the old strategies for finding and recruiting talent after COVID is going to need a different approach.

A Digital Marketing Strategy Can Beat the Odds

Currently, employers and job seekers seem locked in a stalemate.

Many workers are simply unable to return to the workforce. For many working parents, childcare is still prohibitive or simply unavailable. And the Delta Variant is further complicating a robust return to work for those with preexisting conditions, and even for those who’ve received the COVID-19 vaccination.

But for those job seekers who are actively looking for work, they are returning to the labor market with a newfound perspective and bargaining power. They know they are a limited and highly sought-after commodity – the definition of a candidate-driven market.

It is not a coincidence that the employers who fail to recognize this shift and assume workers are eager to return to an unchanged labor market are experiencing a labor shortage. 

On the other hand, it would seem equally unlikely that employers would be able to simply raise wages and offer generous benefits while remaining solvent, let alone profitable.

So where do we go from here?

The way around the stalemate is through marketing. And again, specifically marketing for staffing and recruiting agencies. 

Why Content Marketing for Staffing and Recruiting Agencies is the Solution to the Worker Shortage

The power of attracting candidates with a marketing strategy uniquely crafted for staffing and recruiting agencies is undeniable.

More than in-person meet-and-greets and calling on your old network of industry professionals, a marketing plan specifically designed for staffing agencies is perhaps the most effective tool to nurture leads and to source and hire plentiful, exceptional talent.

During any other time, in a regular labor market, these crucial digital marketing tactics would include (but are not limited to) things like:

• Ensuring your firm has a robust marketing automation strategy to remain top of mind without wasting time and money on repetitive tasks.
• Optimize your recruiting strategy so that when you find you can beat the competition and provide quality talent at a moment’s notice.
• Building your brand credibility to promote your agency as the premier solution to employer’s hiring challenges and job seekers’ search for employment.

But in this market, it takes more than just showing up for your clients and potential job-seekers. 

Now, more than ever, the strategy to attract talent is in changing the narrative with your marketing content.

Job Seekers and Employers Want Good News

This is a difficult time for everyone. People are looking for good news. Where there is a lack of jobs, workers are looking for better opportunities. Where there is seemingly no good talent to be found, your content can describe the unique steps you’re taking to nurture plentiful, highly qualified talent.

It would be highly advantageous if your agency creates a positive spin on the current market. You could do this in a variety of ways:

• Highlighting your industry partners who are adapting to the new normal, and raising wages, benefits or making strides to create a better work culture.
• Doing a series on specific job openings. Get in the weeds and describe how one specific job for which you’re recruiting is solving a previously unsolvable problem and creating avenues to success and new opportunities.
• Showcase industry success stories on how high-performing employees are being recognized and rewarded for a job well done. Do any of your clients have a rewards program? How is your marketing strategy communicating that to job seekers?
• Do any of your clients have an employee development program? If so, that content would be highly beneficial for leads who are looking to advance their career. 
• Workers are looking for better working conditions. Develop content around company culture and find creative ways to deliver that content in a way that resonates with the current needs of today’s workers. 

To put it simply, your clients and candidates need reassurance that everything is going to be okay and you’re the one, in spite of the odds, who can help to get them to a better place.

The key to creating content with the best messaging is to partner with a marketing agency that specializes in your industry. Your marketing partners will help you highlight the many positive elements of our current labor market, and to create the positive narrative job seekers are looking for.

Partner With Parqa to Create Game-Changing Marketing Content

With Parqa, your marketing content will empower your staffing and recruiting firm to overcome what seems to many an impossible labor market.

With the correct messaging, your clients will be able to withstand “The Great Resignation” and come out of this turbulent time as leaders in their industry.

Contact Parqa today and get started on a unique content strategy that can turn the narrative on its head and create the excitement job seekers and employers are looking for!

These days, the stakes are higher than ever in the staffing and recruiting industry. Companies of all industries and sizes are struggling to find candidates in such a high-demand market. 

As employers scramble to get people back into work as quickly as possible, staffing and recruiting agencies are feeling the pressure from both sides of recruiting and hiring:

• Employers are so desperate to fill roles, they’re working with several different agencies to get access to as many candidates as possible.
• Candidates know how highly valued they are. They are likely considering multiple job offers at the same time, further complicating the agency’s employment strategy.

In this job market, a new opening can spark a race between staffing and recruiting firms to submit their candidates faster than the competition. That is why, as a staffing or recruiting agent, a speed-to-candidate strategy will be paramount to your success.

Here are 5 tips to help staffing and recruiting agencies increase efficiencies, beat the competition, and come out of the COVID slowdown better than ever.

Make Your Website Work As Hard As You Are

With the need for speed in staffing and recruiting, nothing can be more defeating than a slow and clunky website.

Think of your website as an employee. But not just another employee on the roster. Instead of working 40 hours a week and engaging with only a few prospects at a time, your website could be working 168 hours a week and engaging with thousands of prospects at a time!

A workload like that puts your website in the running for MVP. So if your ace employee is not performing up to snuff, you want to get them back on track ASAP.

Take the time to give your MVP some love and consider refreshing or optimizing your agency site for:

• Customized web design for staffing and recruiting agencies
• User experience
• Speed
• Search Engine Optimization
• Nurturing leads

Ensure You’re Using All Of LinkedIn’s Newest Features

LinkedIn is a recruiting agent’s best friend. And LinkedIn’s newest features are all about finding the best talent and engaging with candidates in deeper, more meaningful ways at every touchpoint in their journey down the funnel. 

While LinkedIn has a variety of key productivity hacks for recruiting agents, their new features are all about developing a pipeline of talent you can call on in a pinch – talent that knows who you are, knows what you’re looking for, and can respond at a moment’s notice when a great opportunity hits the market. 

Don’t Lose Sight Of Your Overall Recruiting Automation Strategy

Imagine this scenario: a great job opens up. You have just the candidate to fit the bill. Your fast action pays off, and your candidate seems like a perfect fit. Everything looks perfect until it’s discovered the employer won’t offer any flexibility to work from home.

Sometimes when you’re working fast and hard to find a candidate and put them front and center, essential details can be overlooked in your interview process. Or you might erroneously assume some details could be worked out in negotiations between potential candidates and the hiring managers.

Sometimes the best staffing advice is to keep the essentials of your hiring strategy front and center. Things like:

• Thoroughly reviewing the job description
• Vetting candidates for skills, experience, and culture fit
• Employer/candidate expectations for salary, benefits
• Clarify work-from-home, and other flexible scheduling options

You probably noticed that last detail: work-from-home-options. 

Ever since COVID, working from home has been more important than ever. Since many businesses were forced to make do with remote options, a notable shift occurred in the market. It is believed that by 2025, 22% of the workforce (36.2 million Americans) will be working remotely. This is an incredible 87% increase in remote workers prior to the pandemic.

Today’s job seekers are well aware of this shift in the marketplace. Now, many workers believe work from home options should be a standard offering from businesses that have the capability of conducting business remotely.

Outsourcing Your Digital Marketing To A Specialized Agency

One of the best ways to keep the focus on your overall recruiting plan is by outsourcing your digital marketing strategy.

Working with a marketing agency that specializes in staffing and recruiting can free up an enormous amount of time that would be better spent sourcing and vetting quality talent. Finding the right marketing partner could give you the freedom to act fast when an employer posts a new opening. 

That said, employers may need quality talent in a hurry. But that doesn’t mean they aren’t doing their due diligence to fully vet a recruiting agency with a candidate on offer. The same goes for candidates. They’re in a better position to negotiate a career with benefits that reflect the current needs of the market. They’re looking for a key advocate in the marketplace. 

When it’s crunch time, your prospective employer and candidate will research your digital footprint. Naturally, they want to be certain when they make the leap, they can do so with confidence. If your brand doesn’t meet the requisite credentials of a trustworthy and relevant recruiting firm, it could frighten away prospective leads.

That’s where we can help!

As a marketing agency born in the staffing and recruiting industry, Parqa can help your firm establish its brand credibility, increase online visibility, and generate leads. So when you need to act quickly, candidates have heard of you, employers trust you, and ultimately, you can beat out the competition and place your candidate as a great match.

If you’re looking for a competitive edge in staffing or recruiting, we can help. Contact Parqa today. We can help you save time and create the freedom you need to grow your agency with a trusted reputation for providing fast, comprehensive employment solutions.

Full disclosure, this is a biased blog. Our bias: why inbound marketing is the best marketing strategy for staffing and recruiting agencies. 

Not that outbound marketing is obsolete. There are still many benefits to outbound marketing. If there weren’t, we wouldn’t receive spammy emails and cold calls or see so many TV commercials or billboards.

But the most objective way to describe the lack of value and effectiveness of “interruption marketing” is by the abysmal CTR of outbound campaigns (0.16% on mobile and 0.06% on desktop).

Simply put: nobody asked for them.

Not only did nobody ask to be interrupted by outbound campaigns, but they’re also often irritating, poorly targeted, and distracting.

It’s the rare occasion an outbound campaign would resonate widely with its audience. And even then, their strategy to stay top of mind is to pester and provide as much added value as an earworm or a commercial jingle.

Why Inbound Marketing Is The Best Strategy For Staffing And Recruiting Agencies

There are several reasons why an inbound marketing strategy is superior, especially for staffing companies and recruiting agencies.

Inbound campaigns are more profitable on a strictly nuts-and-bolts level, and their ROI is much easier to gauge. For example, imagine the tools available to measure impressions and clicks of an email campaign. Then compare those with the tools available (if any) to gauge the impressions of a billboard.

But more to the point – inbound marketing is more fun. Remember fun?

Being a staffing and recruiting agency is all about building and maintaining valuable relationships and solving problems. Your search agency makes the persistent conundrum of sourcing, recruiting, and retaining quality talent both easy and affordable. It would follow that your content marketing strategy would reflect that specific added value.

Consistently connecting with employers in ways that resonate with them or predict/solve their employment problems is the most effective path to earning your way into their hearts and minds. By providing educational, informative content that businesses can interact with and believe in, you can convert them into a valuable client who trusts you and relies on you to provide talent they can hire with confidence.

What Are The Different Types Of Inbound Marketing?

So, what tools do we have at our disposal for an inbound marketing strategy? And why are they different for staffing and recruiting agencies for nurturing leads and developing relationships?

Unlike making cold calls, or other common outbound strategies that are time-consuming and costly, inbound marketing can make nurturing leads easier, less expensive, and provide better results with several tools:

• Interviews With Industry Experts
• Webinars or Tutorials
• Ebooks and Guides
• Email and Marketing Automation
• Case Studies
• Blog Posts
• Trade Shows
• Newsletter

Interviews With Industry Experts

The only thing better than connecting with employers or job seekers over expert tips, key strategies, or best practices is convincing one of your friends to do it for you.

Seriously though, leaning on your partners and associates in the industry who are experts in their field is a great way to provide valuable content for your audience.

We suggest turning your expert interviews into a series from the industry’s best professionals for even better results.

Webinars or Tutorials

Tutorials and webinars have been a dominating presence in inbound campaigns for a while now. But many staffing and recruiting agencies haven’t taken advantage of these powerful tools over a hesitancy for developing or presenting content or the technical roadblocks to filming or producing episodes.

Just like a blog post, remember to broadcast your webinars and tutorials on social media like your LinkedIn profiles for further engagement.

Ebooks and Guides

Ebooks and guides are a great opportunity to take a real deep dive into a subject you and your audience are really passionate about.

Because of the format (long-form, helpful & informative), you can get micro in your detail with the added benefit of not having to sound sales-y or finish with a pushy call to action. 

Added bonus: eBooks or guides, provided they add enough value, can also be used as a free download in exchange for an email, which could lead to…

Emails and Marketing Automation

Email is a great tool for your staffing services team to keep candidates warm and to help your sales team nurture leads in a genuine way.

It is true, many traditional marketers struggle with a successful automated email campaign when they fail to consider the needs of the reader or where they’re at in the sales funnel. But the opposite is also true. With well-written and engaging emails that are highly targeted to the audience, you can:

• Win over potential clients
• Keep your agency top of mind for talent during their latest employment search
• Convert new staffing leads
• Reduce costly time-consuming marketing tasks for your sales reps

With a carefully designed workflow, your leads can be added to an email marketing plan that isn’t spammy or annoying. Your firm has the ability to customize its messaging according to where your target audience is at in their stage of the buying funnel.

Case Studies

If your staffing agency or recruiting firm wants to demonstrate your expertise to potential customers, there may be no better way than with a series of high-quality case studies. Case studies are highly relevant content you can use to demonstrate your success rate in recruiting leads.

With the permission and cooperation of a satisfied client, you can dissect a specific employment problem they were experiencing to tell a larger story to other employers in your focus industries. By mapping out the problem, your strategy to address or solve the problem, and the measurable and provable results, you’re creating a clear and clinical study in problem-solving for potential leads who may be experiencing similar problems.

Case studies are a great way to use your expertise to nurture leads – especially those leads who may need more in the way of evidence – with transparent and verifiable results.

Blog Posts With Staffing/Recruiting News From Your Focus Industry

Think of every blog post as accomplishing several marketing efforts at the same time:

• You’re reminding existing clients and potential leads you are up to date and in touch with your industry’s best practices, current trends, and their evolving pain points in finding leads.
• You’re claiming your industry expertise by providing helpful, relevant content that solves a problem, tells a story, or otherwise provides value for your audience.
• With a sound SEO strategy, your blogs help search engines define and categorize your content. Over the long term, this can help to raise your agency’s visibility with increased search rankings.
• You have the opportunity to tell a story that connects with job seekers or employers that, unlike commercial jingles and other outbound marketing tools (see above), stays top of mind in a good way.
• With the help of social media, you’re publishing regular content that provides another opportunity to drive traffic back to your website.

Trade Shows For Your Focus Industries

By taking advantage of local trade shows, you get to engage in person with potential leads and job seekers. While trade shows have been put on the back burner during COVID, businesses are re-opening and rehiring like never before. With the growing job market, trade shows are following suit.

For Best Results: Call On Inbound Marketing Experts

Remember the part about calling on a friend to help you with an expert interview?

Just like you might tap a friend to help you film an informative discussion on finding quality talent, call on the experts in marketing for staffing agencies and recruiting firms who can help you develop a great inbound marketing strategy. 

We can help! We’re all about having fun creating valuable, relevant content to help our staffing and recruiting partners nurture leads and stay top of mind – without having to write an annoying jingle.

For help developing an inbound marketing strategy that’s right for you, contact Parqa today!

There’s something about a positive workplace culture. Culture has the power to bring together your employees and align the company’s mission, vision, values, and especially its purpose. A positive culture is perhaps the most powerful tool to grow your business. So how can you harness the power of culture and the “power of potential” in your employees? Check out Kelli’s fireside chat with Aaron as they discuss how to:

• Hire and acquire based on your company’s culture
• Foster a great culture in an ever-changing remote world
• Establish values that align with your culture

The Presenters:

Kelli Schutrop
Director of Sales & Marketing, Parqa

Kelli Schutrop is the Director of Sales & Marketing at Parqa and has more than a decade of marketing experience including marcom, PR, branding, and digital – focused specifically on the staffing industry. She spent years leading marketing in-house at staffing + recruiting firms and has consulted hundreds of owners across the country on how to utilize strategic digital marketing to drive results for their businesses. Kelli thrives off small business growth, and previously in her career she managed marketing for an executive search and consulting firm which received 50% of its revenue through inbound marketing strategies.

Aaron Grossman
Owner and CEO of TalentLaunch  

Aaron Grossman has over 20 years of experience in staffing and recruiting. He is the CEO of TalentLaunch with a portfolio of over $170M in staffing and recruiting firms with over 10 brands in the staffing and recruiting industry. Aaron began Alliance Solutions Group in 2001 with his partner, Kevin Kramer to create an organization that has grown substantially since its inception. In 2015, Ernst & Young awarded Aaron Grossman as the winner of the Entrepreneur of the Year award for the Services category. Arron then went on to create TalentLaunch, a nationwide network of independently operated staffing and recruitment firms. He works to foster culture in firms that have deep roots in their communities and are focused on meeting companies’ talent demands by leveraging best-in-class tools & resources to elevate the overall experience.

Why is having a leadership development strategy so critical for staffing and recruiting companies? Recently Kelli Schutrop sat down with Tom Kosnik to discuss how staffing and recruiting firms can create a culture of continued executive training and how to encourage growth and development for those in leadership roles. You might be surprised to discover, even the most powerful and influential leaders of our time rely heavily on continued development, especially through peer coaching and mentorships. Tune in to learn about:

• The Three Prongs of Leadership: Want to grow your staffing and recruiting firm? Work on creating/growing these programs first. 
• The Power of Networks: Looking for real-time info, updates, and ideas on the staffing and recruiting industry? Lean on your network of like-minded professionals.
• Three Leadership Reads: Some recommendations from Tom’s bookshelf – key resources on leadership and the importance of developing our leaders to create better, more profitable organizations.

The Presenters:

Kelli Schutrop
Director of Sales & Marketing, Parqa

Kelli Schutrop is the Director of Sales & Marketing at Parqa and has more than a decade of marketing experience including marcom, PR, branding, and digital – focused specifically on the staffing industry. She spent years leading marketing in-house at staffing + recruiting firms and has consulted hundreds of owners across the country on how to utilize strategic digital marketing to drive results for their businesses. Kelli thrives off small business growth, and previously in her career she managed marketing for an executive search and consulting firm which received 50% of its revenue through inbound marketing strategies.

Tom G. Kosnik
Founder & President, Visus Group

Tom Kosnik, President of Visus Group., is a recognized business consultant specializing in organizational development, profitability improvement and work culture transformation. For over two decades, he has facilitated the Presidents RoundTable, working with companies of all sizes and function. As a recognized consultant, Tom has coached & consulted with hundreds of corporate leaders and organizations throughout the continental USA in effective business development using his empirical-based “Organizational Development Business Model” (ODBM).