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For years, recruiters have battled a talent shortage. Now? The tables have turned. The real challenge in 2025 isn’t candidate supply—it’s client demand.
According to the StaffingHub 2025 State of Staffing Report, finding qualified candidates has become noticeably easier. Just 9% of agencies reported issues with candidate quality this year, down from 2024.
But before you pop the champagne, here’s the twist: 23% of staffing agencies now say their biggest hurdle is finding new clients, up 7 points from last year. Job order volume is dropping too—marking a clear shift in the market’s pressure points.
The Data Doesn’t Lie: Job Orders Are Slipping
Recent figures from the U.S. Bureau of Labor Statistics confirm what staffing firms are already feeling:
- Job openings dropped to 7.19 million in March—the lowest since September 2024 and down 839,000 from November’s peak.
- Major sectors like Construction (-13.3%), Government, and Transportation saw steep drops in job openings.
- And while total nonfarm employment rose by +177,000, revisions to February and March cut 58,000 jobs from prior reports—underscoring weakening momentum.
Combine that with a slightly rising unemployment rate and a Q1 GDP decline (-0.3%), and it’s clear: clients are hitting pause, waiting for more economic clarity before adding headcount.
How Staffing Firms Can Respond
If your business development pipeline is feeling dry, now’s the time to adapt your approach. Here’s what forward-thinking firms are doing:
1. Sharpen Your Sales Strategy
You can’t rely on job orders rolling in. The most successful agencies are doubling down on outbound sales—arming their teams with better data, clearer messaging, and industry-specific insights.
2. Lean Into Client Experience
When it’s hard to win new business, client retention becomes critical. Fast-growth agencies are standing out by offering better service, more frequent communication, and personalized support—proving their value far beyond filling roles.
3. Educate and Elevate
Now is the time to become a trusted advisor. Use your content, conversations, and campaigns to educate clients on labor market trends, hiring strategies, and how to stay competitive—especially when they’re feeling uncertain.
4. Position for the Rebound
This dip won’t last forever. Agencies that invest in relationships now will be top of mind when companies start hiring again. Stay close. Stay visible.
Survive the Drought, Thrive in the Rain
Client demand may be slow right now, but it’s not gone. The firms that emerge stronger will be the ones that adjust faster—refining their outreach, reinforcing their value, and playing the long game.
In staffing, resilience isn’t just a buzzword. It’s your growth strategy.
