SMART IDEAS #100: Time for a change?

Weekly inspiration for the staffing industry

ISSUE #100 | September 13, 2025

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SMART IDEAS #100:

Time for a change?

David Searns | Co-CEO

Is it time for a change?

This is both a figurative and literal question.

It applies to your business, your job, and even this weekly newsletter.

As you can see from the number above, we’ve hit a milestone.

100 issues written!

I’m proud of the content our team has created for you. I’m even more proud of the readership numbers we’re seeing and the positive feedback we receive.

But is it time for a change?

That’s up to you. What do you think of SMART IDEAS Weekly?

Do you find it worth your time?
Do you get value from the ideas?
Anything you’d like us to change?

Please, hit reply and share your thoughts.

This is your newsletter, and if there is anything we can do to improve, we want to know.

Now, let’s get back to staffing issues.

It’s no secret that this is a tough year in staffing.

I think I have written some variation of that sentence nearly 12,256 times in the past year.

But today, I have a (second) question for you…

Can you survive by continuing to do more of what you already do today...or do you need to reinvent and reimagine your staffing services?

That’s not a rhetorical question.

It’s the one quietly keeping staffing execs up at night.

Margins are thinning. Clients are ghosting. Traditional verticals are stalling.

Meanwhile, AI is eating jobs for breakfast, and your competitors are quoting rates from Costa Rica, not Kansas City.

But here’s the real kicker:

The staffing industry isn’t dying.

It’s splitting.

Some firms will hold the line...and may fade into irrelevance.

Others will pivot, specialize, and thrive.

Let’s talk about how to be in that second group.

Challenging headwinds

The post-pandemic surge? Over.

That 2021-2022 hiring adrenaline has long worn off, and what’s left is a complicated, K-shaped labor market:

Traditional sectors are weakening: Manufacturing, logistics, healthcare, and IT staffing all took a hit in 2025.
Clients are cautious: U.S. GDP growth averaged 1.4% over the past 6 months, but political/economic uncertainty has frozen hiring budgets.
Demand is drifting: Direct sourcing, online platforms, and nearshore outsourcing are draining temp assignments.
Full-time is back: Many companies are maintaining a larger core workforce, avoiding or reducing temp staffing altogether.
And let’s not forget AI: Automation is slicing demand in roles like admin, customer service, and even tech support.

It’s a perfect storm.

And if you’re still pushing the same job orders, the same verticals, and the same playbook from three years ago...

Well, you already know how that story ends.

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Reimagine Staffing | Sept 23 | Virtual | Free

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Where the opportunities lie in 2025

Despite the doom-and-gloom headlines, there’s serious opportunity—if you know where to look.

To help find it, I did some deep research over the weekend to discover the industries and roles where demand continues to be strong.

Here’s what’s hot (and hiring):

1. HEALTHCARE & SOCIAL ASSISTANCE

Aging population = long-term growth.
46,800 new jobs added in August 2025 alone.
Huge demand for roles like nurse practitioners, social workers, med techs.
Burnout + tech transitions (hello, telehealth) = opportunity for agile staffing partners.

2. RENEWABLE ENERGY

Solar power up 34.1% YoY.
Wind energy, battery storage, green hydrogen = booming demand.
But training lags behind tech. That’s a sweet spot for staffing.

3. TECH & DATA ROLES

AI specialists, cloud engineers, cybersecurity analysts.
60% of employers say they can’t find the talent they need.
Entry-level talent is underemployed. Pair them with AI upskilling.

4. NICHE EMERGING SECTORS

3D printing, aerospace, online legal services, SEO consultants.
Growth rates from 12% to 33% YoY.
They don’t know how to hire yet. You can own that space.

Where to plant new flags in 2026

To stay ahead of the curve, staffing firms should be experimenting now with new specializations that could define their future:

AI-Augmented Staffing: Recruiters fluent in AI tools, marketers who can leverage automation, support roles enhanced by tech—not replaced by it.

Healthcare-Plus-Tech: Telehealth triage support, digital scribes, remote care assistants.

Green Collar Talent: Recruit from adjacent industries. Construction + apprenticeship = renewable energy workforce.

Virtual Staffing Models: Remote executive assistants, customer support, accounting—all global, all scalable.

Soft Skills + Industry Savvy: Pair emotional intelligence with sector-specific knowledge (think: a social worker who can manage AI-enabled caseloads).

Tactical advice: shift your game

If your market isn’t growing, it’s time to change how you show up. Here’s how:

1. Rethink your business strategy

Get niche. Stop trying to be everything to everyone.
Build industry clusters (AI + healthcare, energy + construction).
Expand your role beyond staffing. Think workforce solutions or recruitment marketing.

2. Sell like a consultant

Stop pitching resumes. Start solving problems.
Offer market insights, competitive intelligence, and retention strategies.
Educate clients on how to adapt roles for AI and automation.

3. Reinvent your marketing

Double down on brand storytelling and mid-funnel content. Trust and credibility are paramount.
Showcase your values—especially sustainability, DEI, and innovation.
Use content marketing to establish credibility in emerging sectors.

4. Modernize recruiting methods