Staffing & Talent Acquisition

Last week, I spoke to a client who had over 100 applicants for a job on linkedin … and still couldn’t find a fit.

To me this isn’t a surprise.
In 2025, the problem isn’t volume of applicants.
It’s how companies look for top tier talent.

Result?
100+ CVs
5–10% are even remotely relevant
(and for digital roles? sometimes not even that).
Interviews turn into mutual frustration. (you’re thinking “wrong fit,” they’re thinking “wrong job post,” and both sides are questioning life choices 😅)

Cool companies I know do it differently:

• They often share content that attracts the right talent.
• They activate warm networks: alumni, referrals, former freelancers.
• They go outbound with a real strategy (not with “Hi, I came across your profile 💔)
• And if needed they partner with people who actually know the market (hi 👋)

This isn’t luck. These companies have a good process.
It’s knowing where the good people hide, and how to reach them before your competitors do.

Struggling to fill a critical role?

👉 Get in touch

I’ll help you, for less than it costs to review 100 irrelevant applications 😜

As a Talent Acquisition Manager, I’ve come to understand that effective performance evaluations are essential not only for individual employee growth but also for aligning our team’s efforts with the overarching goals of the organization.  I’ve witnessed firsthand the significant impact of formal review sessions within our team. 

My perspective has evolved significantly over the years. Initially, I believed that these evaluations were overrated and that ongoing collaboration and feedback were sufficient Over the years, I’ve developed a structured approach to performance evaluations that emphasizes clarity, collaboration, and continuous improvement, especially with remote teams.

Here’s how I navigate performance evaluations and the invaluable lessons I’ve learned along the way.

Setting Goals that Drive Results

The foundation of any effective performance evaluation begins with setting clear, achievable goals. Each year, I sit down with my team to align individual objectives with our company’s strategic goals. This alignment is crucial for creating a roadmap for both personal and professional growth. 

Involving the team in setting these goals is key. When they understand why we measure specific metrics—like the number of qualified candidates per role, conversion rates, and time-to-hire—they become more engaged and motivated. As I often say, “Numbers tell a story,” but it’s the narrative behind those numbers that truly matters. Setting Key Performance Indicators (KPIs) across the recruitment funnel allows us to identify bottlenecks and focus on what’s working. This transparency ensures everyone is moving in the same direction, contributing to the company’s success.

Choose the Right Metrics 

From my experience, I’ve found that metrics such as fill rates, time to deliver, and candidate Net Promoter Score (NPS) are invaluable. These KPIs not only provide a quantitative measure of performance but also help align our recruitment efforts with organizational goals. 

For instance, when I first implemented these KPIs, we discovered that our time-to-hire was longer than desired. By adopting a data-driven approach and analyzing our metrics, we identified inefficiencies in our screening process. The result? A significant reduction in hiring time.

If you share my passion for reading, I highly recommend Hiring Success by Jerome Ternynck. It’s an excellent guide for anyone looking to build and manage a successful hiring process.

Gather Data for a Full Picture

Once goals are set and metrics chosen, the next step is gathering data that accurately reflects each team member’s performance. I rely on Bullhorn, our Applicant Tracking System (ATS), to track performance, analyze conversion rates, and identify areas for improvement.

One example that stands out is when we noticed low conversion rates from interviews to offers. A closer look revealed a misalignment between how our recruiters were presenting roles and candidates’ expectations. By fine-tuning our messaging, we saw a 20% increase in offer acceptance rates. Without the right data, we might have missed that opportunity for improvement.

Nothing changes if you don’t provide good feedback

Providing feedback is at the heart of performance evaluations. It should be constructive, specific, and actionable. In staffing services, this could involve discussions around improving candidate-client matches or enhancing communication skills. 

I firmly believe that feedback is a two-way conversation. From my experience, mastering feedback, and adopting a “feedforward” approach—focusing on future actions rather than past mistakes—has been instrumental in fostering employee growth and engagement. I find that sharing impromptu feedback often proves to be even more powerful than structured evaluations. Catching my team members doing great things and acknowledging them on the spot reinforces positive behaviors. 

Inspired by Kim Scott’s book Radical Candor, I emphasize that “clear is kind.” Vague feedback only leads to confusion, so it’s essential to be direct and specific about how team members can improve. For example, instead of saying, “You need to work on your communication,” I might say, “I noticed that during the last client call, your points were clear, but you could have asked more open-ended questions to identify all the pain points of our clients and encourage dialogue. Next time, here you have 3 great questions you may ask…..” This clarity empowers my team to take actionable steps towards improvement. 

Create Follow-Up Plans that Stick

After providing feedback, the next crucial step is to create personalized development plans for each team member. These plans should focus on areas critical to their roles in staffing services, identifying specific skills or competencies that require enhancement.

For instance, if a team member struggles with sourcing candidates, we may create a plan that includes training on advanced sourcing techniques, regular check-ins to discuss progress, and the opportunity to shadow a more experienced recruiter. This targeted approach ensures that our team members not only know where they need to improve but also have the resources and support to do so. 

Common Mistakes TA Managers Make and How to Avoid Them

As I reflect on my experiences, I’ve noticed a few common mistakes that many people managers make during performance reviews: 

Lack of Preparation: Performance evaluations fall flat when managers don’t prepare properly. Always gather relevant data and feedback ahead of time.

Vague Feedback: General feedback can leave employees confused. Be specific and provide concrete examples so they know exactly what to work on.

Infrequent Check-Ins: Annual reviews shouldn’t be the only time you give feedback. Regular check-ins throughout the year help avoid surprises and keep your team on track.

In short, effective performance evaluations for your Talent Acquisition team are not just about assessing past performance; they are an opportunity to shape future success. As you implement these strategies, remember to avoid common pitfalls and focus on cultivating a culture of continuous improvement. The result will be a more motivated and productive team!

As I reflect on my journey in the staffing industry, I can’t help but think about the lessons I’ve learned along the way. When I first started, I was filled with enthusiasm and ambition, but there were crucial insights that I simply didn’t have. With ten years in the field now, I’ve come to appreciate the value of these lessons—not only for my personal growth but for anyone looking to make their mark in this competitive industry.

Here are five things I wish someone had told me at the start of my journey.

Your Network is your Net Worth 

Building relationships with industry peers and candidates is invaluable.  Early on, I wish I had prioritized networking even more, as the connections I’ve made have opened doors and provided support during challenging times. Investing in relationships pays off, and I’ve learned that the quality of my connections is far more important than quantity.   

I’ll never forget my first major placement, a UX designer for a prominent Belgian bank. It was a last-minute rush, and I managed to connect with a candidate through a mutual acquaintance I had met at a local UX meetup. That connection not only helped me fill the position but also led to a long-term partnership with the bank, resulting in several more placements down the line. The quality of my connections has always outweighed the quantity.

If there’s one thing staffing will teach you, it’s that you can’t control everything. Markets shift, technologies change, and suddenly, your best-laid plans go up in smoke. Early on, I learned that being adaptable isn’t just a nice skill, it’s a survival tactic. 

Adaptability is Key

In my own experience, being willing to pivot has been essential. For instance, during the pandemic, I had to adjust my strategies dramatically to meet the new demands of remote recruitment. As many companies paused hiring, I found myself needing to pivot quickly. Instead of focusing solely on active placements, I began offering free workshops and career coaching sessions to candidates in my network.

Embracing change and maintaining an open mind have allowed me to seize opportunities that might have been overlooked. Whether it’s shifting market trends or client needs, staying agile is crucial. As you navigate your career in staffing, remember: being adaptable isn’t just an asset; it’s a necessity.

Be Unique and Fight Your Corner

The staffing industry is highly competitive, so differentiation is a necessity. In my case, I hyper-specialized in the talent acquisition of user experience and customer experience experts in the digital field in Belgium. Over the last 10 years, I’ve been recruiting digital  teams for European leading brands, resulting in the hire of 200 digital professionals. Specialization not only helps in establishing a personal brand but also enables me to offer unique insights and value to clients and candidates alike. 

Establish a Strong Personal Brand

Staffing is competitive. If you don’t stand out, you blend in, and blending in doesn’t get you anywhere. I figured out that specialization is the way to differentiate yourself. For me, it meant hyper-specializing in UX and customer experience experts for digital teams in Belgium. Over the years, this focus has led to placements with some of the biggest European brands and built a reputation I’m proud of.

I remember when I published my first thoughtful LinkedIn article discussing the latest trends in UX design recruitment. The response was overwhelmingly positive, and I began to receive inquiries from potential clients and candidates who resonated with my insights.

Some strategies that have worked well for me include writing my own content, specializing in specific areas, and offering added value through portfolio advice, coaching, and career counseling. Establishing a strong personal brand takes time and effort, but trust me, the results are worth it.

Working remote: The importance of  Emotional Intelligence 

One lesson I’ve learned the hard way is how vital emotional intelligence is working as part of a remote team. Understanding team dynamics and the emotional states of individual members has been key to building a cohesive and productive environment. By recognizing the feelings and motivations of my team, I’ve been able to foster trust and connection, which ultimately leads to better collaboration and performance. So, don’t overlook the human element; it’s crucial in this line of work.

As I wrap up these reflections, I realize that every lesson learned has shaped my perspective on staffing and recruitment. The journey hasn’t always been smooth, but each challenge has contributed to my growth and understanding of what it takes to succeed in this industry. If you’re just starting your career in staffing, I encourage you to take these lessons to heart.  Remember, success in staffing is not solely about filling positions; it’s about the relationships you build, the adaptability you demonstrate, and the unique value you offer to others.

Social media is a game changer for staffing agencies. It’s not just about promoting job openings; it’s about creating meaningful connections and showcasing the real value you bring to the table. Yet, many agencies are missing the mark. 

Instead of just telling people how great you are, show them! Here are 3 big mistakes staffing agencies keep making:  

❌ Mistake #1: Telling instead of showing. Many staffing agencies fall into the trap of just talking about their achievements without demonstrating them. Instead of simply stating how great you are, showcase success stories, celebrate placements, and highlight your team culture. Authenticity builds trust, and potential candidates and clients will appreciate seeing the real impact of your work. 

❌ Mistake #2: Posting and ghosting. Social media is not a one-way street! Some agencies make the mistake of posting content without engaging with their audience. To create a vibrant online community, ask questions, start discussions, and respond to comments. Failing to interact with your audience can make your brand seem distant and unapproachable. 

❌ Mistake #3: Forgetting to add value. A common oversight is failing to position your agency as a valuable resource. Many staffing agencies post job openings without offering additional insights or tips. By sharing industry trends, career advice, and job market insights, you can establish your agency as a thought leader and keep your audience coming back for more. Providing value strengthens your relationship with candidates and clients alike.

By avoiding these three common mistakes—telling instead of showing, posting and ghosting, and forgetting to add value—you can transform your agency’s online presence into a dynamic community hub. Remember, social engagement is about creating conversations, sharing authentic stories, and providing real value. Ready to take the plunge? Your audience is waiting!

If you’ve been in the staffing game long enough, you’ve probably heard every agency talk about “building communities” and “fostering long-term relationships.” It’s like a broken record of buzzwords. If you’ve heard one pitch, you’ve heard them all. Unfortunately, It’s almost like they all attended the same motivational seminar on how to sound impressive while saying absolutely nothing! 

So, how do we cut through the noise and truly stand out in this crowded space?  Let’s dive into what really makes an agency shine when everyone else is stuck on repeat. 

A Logo is Not a Brand 

First impressions matter, and your brand is the gateway to creating them. But let’s get one thing straight: a brand isn’t just a logo; it’s the entire experience you offer. Too many agencies think that having a sleek design is enough to set them apart.   Research shows that 59% of consumers prefer to buy from brands they trust over those they simply recognize.  So, what is your brand?

It’s your candidate experience. Your brand is how candidates feel when they interact with your team. Are they met with genuine enthusiasm and support throughout the hiring process, or do they feel like just another number? When candidates talk about how easy and enjoyable it was to work with you, that’s your brand in action.

It’s your reputation in the industry.  Your brand is what clients say about you. If they describe you as a trusted partner who delivers top talent consistently, that reputation becomes part of your brand identity.

Your brand is your social media presence, the tone and content of your social media interactions. Do you share insightful industry articles, celebrate candidate successes, and engage with your audience authentically? 

In short, your brand is what people say about you when you’re not in the room. 

Trust is the Heartbeat of Your Staffing agency

Imagine you’re at a networking event. You meet someone who raves about a staffing agency that went above and beyond to find them the perfect job. This word-of-mouth magic is what you want to create!  

But how do you create that buzz? It all starts with trust. In a world saturated with choices, clients and candidates want to feel confident in their decision to partner with you. This means focusing on delivering consistently excellent service, get this, every single time. It’s about more than just filling positions; it’s about creating meaningful relationships. 

One powerful way to build this trust is by sharing real case studies and testimonials that highlight your success stories. Sharing these narratives isn’t just about showcasing your effectiveness; it’s about creating an emotional connection. When you highlight the triumphs of real individuals, you transform your agency from a faceless entity into a community of dream-makers. This is how you ignite that word-of-mouth magic—when your candidates and clients feel valued, they become your most passionate advocates.  

Make Trust Your Differentiator

Remember that trust is your superpower. While everyone else is stuck on those tired buzzwords, you have the chance to create a genuine connection with your candidates and clients. In the end, trust isn’t just built by what you say—it’s earned by how you make people feel. Prioritize building authentic relationships, share the stories that matter, and let your agency’s true character shine through. By doing so, you won’t just be another agency in the crowd, you’ll become a trusted partner, a source of opportunity, and a brand that people genuinely want to talk about. So, what will you do today to elevate your agency and turn it into a trusted ally in your community? The choice is yours, and the possibilities are endless!