Should I put the salary in my job ads?

Yes. For most temp candidates it is the first selection criterion. A vacancy without a salary costs you applications and also brings in responses from people who will not accept the amount anyway.

Why does every vacancy need its own page?

Because otherwise you are advertising to an overview page where the candidate has to search for themselves. Every extra click costs applications, and without a separate page you cannot measure which vacancy was worth the money.

Does this also work at high volumes and across multiple branches?

Yes. Campaigns run per role and per region and every vacancy goes automatically to 15+ job boards, so you can fill several branches at once without manual multiposting.

How quickly do the first applications come in?

We guarantee delivery within 7 days. At UBN Uitzendbureau we delivered 82 applicants in 3 weeks.

Can you deliver clients as well?

Yes, through CAS: 5 to 20 qualified client leads per month, aimed at companies that are demonstrably hiring.

We already have job board subscriptions. Can we keep them?

Yes. We publish to your existing channels and measure per channel what they return, so you can see for yourself which subscription delivers applicants and which only costs money.

Marketing for staffing agencies

Almost all marketing for staffing agencies is about recruiting candidates. That is half of your business. Without clients, a full candidate database is simply expensive. This page covers both sides — and why you should never serve them with the same message.

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Two audiences, two stories

A staffing agency sells to two completely different people. The candidate wants to know what it pays, when they can start, how far the commute is and whether the work is manageable. The client wants to know how fast you deliver, what it costs and whether your people actually show up.

Yet on nearly every staffing agency website you find one story trying to do both. The result is a site that is too corporate for candidates and too vague for clients.

Separate them. Separate pages, separate campaigns, separate channels, separate numbers. Only then can you see which side of your business marketing actually delivers on.

Candidates want: pay, start date, commuting distance, type of work, how fast they hear back.
Clients want: delivery speed, rate, reliability, proof that you have done it before.
Same ad budget, two separate campaigns — otherwise you optimise toward an average that appeals to nobody.

How you get candidates

Volume and speed decide everything in temp staffing. Leave a vacancy open for a week and the placement goes to another agency.

Job Marketing Campaigns per role and per region, adjusted daily on applications instead of on reach.
Multi-Channel Job Distribution: every vacancy automatically to 15+ job boards, measured per channel.
One landing page per vacancy, built for applying — not your general vacancy overview.
AI Sourcing for the roles nobody applies to: continuously scanning LinkedIn and automated outreach.
Automated follow-up, because most candidates drop off between interest and interview.

How you get clients

At most staffing agencies the client side is left to cold calling: dialling until someone says yes. That works, but it does not scale and you cannot steer it.

ICP Outreach: define exactly which type of client you want, and approach only companies that are demonstrably hiring.
A B2B advertising engine on Meta and Google that keeps your agency visible to those companies.
CRM automation so follow-up does not depend on who happens to have time.
This is what we call CAS, and it delivers 5 to 20 qualified client leads per month.

Where do you start if you are just starting out?

With a new staffing agency the question is always: candidates first or clients first? The honest answer is that it depends on what you already have.

Do you already have assignments but cannot fill them? Start on the candidate side.
Do you have people but too few places to put them? Start on the client side.
Neither of the two? Start on the client side, and only recruit candidates against concrete assignments. Building a pool without placements costs money and returns nothing.
Pick one niche or region. A staffing agency that does everything is nobody's obvious choice.

What it costs to leave vacancies unfilled

The Dutch Recruitment Key Figures Study — Intelligence Group with Compagnon, Werf& and the Academy for Labour Market Communications — found that agency recruiters filled 59% of their vacancies, against 87% for corporate recruiters. Well over four in ten assignments went nowhere. Average cost per hire came out at €3,818 for 2020.

For a staffing agency an unfilled assignment is more expensive than those figures suggest: you lose the margin, the hours you put in, and often the client too.

We work 100% no-cure-no-pay with a 7-day delivery guarantee. If we do not deliver, you do not pay.

Sources

Recruitment Kengetallen Onderzoek 2021 — Werf&

Frequently asked questions

On both, but never in the same campaign. Which side you switch on first depends on where it hurts now: if you have assignments you cannot fill, start with candidates; if you have people without a place, start with clients.

Temp staffing agency Recruitment marketing agency Recruitment marketing costs Cases with numbers Book a strategy call

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From the very first moment it was clear we were dealing with a professional, reliable partner who understands what it takes in recruitment and talent acquisition.

Yves van Rey

HeadStaffing

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