Allsorter had a thrilling few days at the SIA Executive Forum. This was our first event since our funding round and felt it was the right environment for us to introduce Allsorter to the wealth of experience attending.

Some of the most experienced executives of the staffing industry were present to learn from the SIA greatest analyst, network, share best practices to get ready for 2023 and beyond.

The staffing industry could still be drastically altered by the Internet. The nature of recruitment, the job market, and how talent is sourced and acquired are fundamentally changing because of advances in AI, machine learning, and big data. Staffing companies increased their investment in automation during COVID-19, continuing a trend that was well established prior to the pandemic. These investments put staffing companies in a position to operate in an environment that is becoming more omnichannel, allowing them to interact with clients and candidates both online and offline, with varying degrees of human touch.

The opening session examined the growth opportunities present in a sector undergoing rapid transformation while delving into the details to show what is happening on the ground using SIA’s proprietary research.

Interviewing Platforms, Digital transformation, Developing Upskilling and Reskilling Initiatives, Key Trends in RPO, Keeping Your Clients Happy, M&A for Buyers and Sellers and New Tech for Sales Success were all roundtable topics that have attracted the industry’s most influential decision makers.

In the next two years, 51% of European enterprise HR and procurement respondents to SIA’s research are likely to consider direct sourcing seriously. There have always been employers with self-assurance and brand profile to go it alone, so this is not a new market trend. However, in more recent times, the talent acquisition tools and services that support direct sourcing have developed and multiplied to the point where enterprise buyers of contingent labor have become extremely interested in it. Staffing companies have the chance to combat that threat by increasing focus on accessing and delivering talent/skills that the market is lacking in as employers leverage their brand to source contingent labor and use modern technology to curate their talent pools.

The nature of recruiting is changing, and new technological solutions have been developed to supplement or even take the place of the current recruiting cycle tasks. Where is the right balance in what many believe to be a human process that benefits from human interaction, mediation, and intuition as staffing firms prepare to deliver a frictionless recruiting journey for their clients and candidates? Allsorter uses a quick, simple, and effective reformatting process to optimize the candidate profile while enhancing the agency brand.

The year 2023 is anticipated to be difficult for the staffing sector. Staffing agencies will need the appropriate tools and strategies to stay ahead of the competition because of the economic downturn, the ongoing skills shortage and fierce competition for workers, shrinking budgets for recruiting, and changing legal requirements.

Staffing companies are directly targeted by the automation transformation. In addition to fundamentally altering their operating environment, it is also altering how they conduct business. The very idea of work and “earning a living” are being reimagined in the age of automation. In addition to overcoming complacency, staffing companies must simultaneously futurize their industry to remain competitive. Building a new future frequently depends on realizing that the “digital default” is fast becoming the new norm. As a key player in the digital transformation of the staffing tech stack, we are aware of the obligations placed on us to provide solutions that add value and have favorable operational and financial outcomes.