Is Staffing Sales a Numbers Game?

It’s tempting to think that sales success comes down to sheer volume – more calls, more emails, more meetings – but Maura Schreier-Fleming makes a compelling case: sales isn’t a numbers game; it’s a prospecting game. View her article here.

The key takeaway for staffing salespeople is this: Not everyone is your client. Trying to sell staffing solutions to every business under the sun is inefficient and costly. Instead, focus your energy on identifying and targeting companies that closely resemble your best clients. Which companies are most likely to need and value your services?

By shifting your mindset from quantity to quality, you’ll spend less time chasing dead-end leads and more time closing deals with good-fit prospects.

How to Identify Your Ideal Staffing Client

Below are some ways staffing sales professionals can define their ideal client using both demographics and psychographics.

Demographic Traits to Look For:

Industry – Understand which industries are currently in growth mode, such as healthcare, financial services, renewable energy, and e-commerce.

Skill Sets – Research which job titles are in highest demand. For example, BLS predicts Data Scientists will grow at a rate of 36% between 2023 and 2033.

Company Size – Do you best serve small, mid-size, or large companies? Target companies that are in growth mode and need to scale quickly.

Location – Consider proximity, hiring trends, and local labor market needs.
Other Important Considerations – Company pay rates, workplace safety, along with credit and payment terms, are other things to consider as you determine your ideal client.

Psychographic Traits to Consider:

Openness to outsourcing – Are they comfortable partnering with a staffing agency for support in filling open positions or do they have the mindset that they can do it on their own?

Risk tolerance – Are they likely to try a new staffing partner or hesitant to change suppliers?   Do they think we’re all the same?    

Hiring urgency – Do they value speed and flexibility over process-heavy recruiting?  Do they have upcoming projects or a busy season?   Are there changes in their industry requiring additional staff?  

Attitude toward different staffing solutions – Are they open to temporary and temp-to-hire models?  

Marketing Tips to Attract Your Ideal Client

Once you know who you’re targeting, your marketing should speak directly to them:

Build a Targeted Outreach List
Use tools like LinkedIn Sales Navigator, ZoomInfo, or industry directories to build a prospect list that aligns with your demographic criteria.

Niche Your Messaging
Create content and messaging that directly addresses the pain points of your ideal industry or client profile. For example:

“How IT Staffing Firms Help Tech Startups Scale Faster”

“3 Ways Manufacturing Companies Can Reduce Overtime with Staffing Support”

Share Case Studies & Social Proof
Show how you’ve helped similar companies grow, cut costs, or fill roles faster. Ideal clients want to see that you already understand their industry and the challenges they face.

Focus on Relationships, Not Transactions
Initiate conversations about hiring challenges, labor shortages, or growth goals. That positions you as a problem-solver, not just another staffing supplier.

Track & Adjust
Use technology to monitor which industries, job titles, and company types respond best.  Where are you seeing success?  Refine your ideal client profile over time.