Top matchAsk Haley BlogArticle
Stop Creating Content. Start Building Authority.
Jul 20, 2026
SEO strategies today is organizing content around major service lines or industries.
Rather than treating every article as an independent project, think of your website as a growing library.
Suppose your firm specializes in skilled trades staffing.
Instead of writing one article about skilled trades recruiting, build an entire collection of resources.
- Create service pages.
- Answer frequently asked questions.
- Publish salary information.
- Develop hiring guides.
- Share recruiter insights.
- Highlight client success stories.
- Record short videos.
- Create downloadable checklists.
- Write articles addressing the most common hiring challenges your clients face.
Every new resource strengthens the others.
Instead of isolated content, you’ve created a connected ecosystem of expertise.
That’s exactly the type of content both search engines and AI systems reward.
Great Content Helps Buyers Make Better Decisions
The best content has never been about gaming search algorithms.
It’s about helping people.
When an HR leader searches for advice on reducing warehouse turnover, they don’t want keyword stuffing.
They want practical guidance.
When a manufacturer needs to understand the difference between temporary staffing and direct hire recruiting, they don’t want a superficial overview.
They want an answer they can trust.
The staffing firms that consistently educate their market earn something much more valuable than rankings.
They earn credibility.
And credibility is exactly what AI is trying to identify.
Stop Chasing Keywords. Start Owning Answers.
Keywords still matter.
People continue searching for warehouse staffing, manufacturing recruiters, executive search firms, and temporary staffing agencies.
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Also relevantSecrets of Staffing SuccessTranscript
Proactive Strategies for Staffing Firms - Marty Borosko and Michael Napolitano
Haley Marketing · Jun 16, 2025
to the show.
I think the biggest challenge with staffing firms right now is when business is so difficult to come by, maybe the obvious but not so obvious solution is, well, let's change verticals.
Right?
We're not getting the orders that we should be getting in LI, so let's try drastic extreme, but healthcare.
We're not getting the healthcare orders that we need, so let's try, again, drastic extreme LI, where we think there might be orders.
Are you both saying that that is the wrong approach to take?
Yes.
You have to have the right people.
If you're an LI and you're thinking of doing healthcare, it is an extremely difficult process.
Right now, Brad, the two industries we're seeing that are doing very well are locum and skill trades.
Okay.
Locum is not easy to break into.
It takes time to credential, but you're seeing a lot of firms move into locum.
Skill trades has been on a tear, which a lot of light industrial firms are looking to get into, which is probably an easier transition to go to skill trades than it is.
But it's a specialty, and you have to, again, bring on the right people, the right recruiters, the right team to manage that.
And if you're just, typically we see owners who jump in, they don't plan, and it's all about cash flow, right?
How much are you spending on people, personnel, technology, and when are you getting a return on that?
So there has to be some analysis, some thought behind it.
How much should an owner spend on people, process, and technology?
Is there a percentage on that?
That's a great question.
We don't have a percentage, but you should look at the return on your investments, and every company is different.
But, again, that's data that companies have that they need to look at.
Secrets of Staffing SuccessTranscript
I Asked ChatGPT Hard Questions About Staffing. Here’s What It Said…
Haley Marketing · Feb 16, 2026
here.
By your data and your research, give us a state of staffing.
Right now, staffing is in a tug of war.
There's high demand for specialized talent, think tech, healthcare, and skilled trades,
but the labor pool is in keeping pace.
We've got record low unemployment in many sectors, yet a massive skills mismatch.
Companies are increasingly turning to AI for sourcing and screening,
but so far the tech is supplementing humans, not replacing them.
And don't let anyone tell you otherwise.
Relationships still close the deal.
But expect automation to keep creeping up the value chain.
What do we do about the talent shortage?
So you had articulated that there's not enough people for the jobs that we have available.
That's a concern whether the staffing industry is looking for that talent
or our clients are looking for that talent.
What do we do about that?
The short-term fix is all about upskilling and reskilling.
Companies can't just keep poaching from the same talent pool.
They need to invest in training pipelines, apprenticeships, and internal mobility.
Long-term, though, we need policy shifts.
Think immigration reform or better alignment between education and industry.
In the meantime, staffing firms can differentiate themselves by acting as talent incubators,
not just matchmakers.
What do you mean by that?
I mean staffing firms should be more than middlemen.
Instead of just placing people, they can offer skills boot camps, certifications,
or partnerships with training providers.
By nurturing talent, they actually expand the pool.
It's proactive.
Help candidates grow into roles rather than waiting for the perfect fit to magically appear.
That completely shifts sort of the transactional state of the industry, right?
Secrets of Staffing SuccessTranscript
The Old Staffing Playbook Is Failing (with Brett Cavanagh)
Brett Cavanagh · Haley Marketing · Mar 9, 2026
I would wager most staffing firms don't know that story, at least stereotypically.
I think we go in and we try to break up a relationship, right?
We try to be the new girlfriend in the room.
Yeah.
And I already have somebody.
I already am working with a partner.
I already have a staffing vendor.
Things are going pretty well.
Yeah, there's things that I would change.
There's things I like I don't like, but for the most part, things are okay.
And now you're trying to walk in and sort of disrupt that.
It's a very difficult thing to do, especially if you don't have your story straight.
Well said.
I'm 100% agree with you.
Yeah.
You've talked about candidate experience a few times and you've talked about how we need to own the candidate experience.
We need to meet the candidate where they want to be met.
What are you seeing in terms of the best staffing and recruiting firms doing right now to give the candidates everything that they're looking for?
It's several things.
One, I think you have to start by understanding where your niche is at and what's going on.
So let's make it somewhat hypothetical and real.
You're a staffing company.
One of the hottest long-going industries that actually has been growing consistently is skilled trades recruiting, right?
There's been a documented shortage of blue-collar skilled workers for a very long time.
Yeah.
I saw a report the other day.
We're going to need 390,000 more welders by 2026.
You could automate some of those things, right?
There's machine welding.
But when you get into the true art of it, you can't.
When you get into underwater welding or pipe welding or different things on those lines, you simply can't.
So if you're living in that space, you need to really be educated around in the, pick a city.
Staffing Industry Recruiting: Bridging the Tech Skills Gap
Becca Searns · Nov 1, 2016
Earlier this year, we conducted our 2016 Staffing Industry Sales, Marketing & Recruiting Survey of over 500 staffing professionals. Our goal was to answer one simple question:
When it comes to recruiting, sales and marketing, what works best?
Today, I’m continuing my series of posts that present findings from our survey. In each, I identify the things that make recruiting, sales and marketing easier (and deliver the highest ROI), so you can drive better results on both sides of the employment equation.
The Data: Tech Talent Shortages
Q: “How big of a challenge is it for you to recruit the following types of candidates?”
The data from this question confirms what we already know: staffing and recruiting firms are struggling to recruit information technology, skilled trades and engineering talent.
And somewhat surprisingly, despite the Bureau of Labor Statistics’ dramatic job growth projections in the healthcare sector (due to an aging population) and wider coverage under the Affordable Care Act, just half of respondents who recruit healthcare talent list recruiting this type of candidate “extremely challenging.”
Recruiting Takeaways
As our data showed, overcoming technical skills gaps is a huge challenge in our industry. But while there is no “silver bullet” solution, here are a few ways you can gain an advantage over your competitors:
Win consultants away from the competition with things like:
- better pay
- better matching jobs to each consultant’s interests
- providing a higher level of service to job seekers in every interaction
Have better jobs to offer:
- with premier clients
- in better locations
- with better advancement and conversion opportunities
- by offering assignments with more built-in training and skill development
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