Interestingly enough staffing firms have in an attempt to distinguish themselves created solutions to any number of topics. Change is good when kept in perspective. Years ago it was not uncommon for sales people to “distinguish” themselves by telling perspective clients that they performed reference checks. Then it became background investigations and so on and so on…………..All to often the process that is entailed in placing a candidate has become so involved that it can be restrictive in getting the right person in a timely and cost effective fashion. The industry should as you suggest, look at what is best as a solution and build performance based reputations versus unsustainable promises.

While the staffing industry is caught in this race to build bigger solutions, perhaps we should look at what one of my larger clients views as significant concern is the predicted shortage of degreed candidates to fill technical jobs in the future. No longer is the client concerned about the cost. Opening off-shore locations and providing U.S. based management to direct efforts will be costly but applicable. What does this do to the staffing industry model? What solutions can be provided to ensure longevity? Will the industry shift from a large population of companies to a smaller number that are international in nature and can financially afford to play in this space? Time will tell what path the staffing industry takes but it certainly is one that runs the risk of building solutions that don’t always offer the right person at an appropriate price.