ES: Looking back at the 2024 Staffing US Awards, what were some standout qualities or approaches that made certain applicants rise above the rest? 

EJ: The most outstanding applicants demonstrated a strong commitment to innovation, data-driven decision-making, and excellence in client and candidate experience. Many winning firms leveraged analytics to enhance hiring efficiency, using predictive hiring trends, workforce planning tools, and real-time feedback loops to optimize retention. AI-powered recruitment was another key differentiator, with top agencies integrating automation for talent sourcing, screening, and skill-matching, demonstrating that technology can enhance – rather than replace – the role of human recruiters. 

A commitment to candidate and client satisfaction also set certain firms apart, particularly those with high Net Promoter Scores (NPS) that reflected their focus on building long-term relationships rather than just making placements. DE&I initiatives played a significant role in distinguishing top agencies, with those actively driving diverse hiring, mentorship programs, and pay equity transparency receiving special recognition. Beyond recruitment, firms that prioritized career advancement and retention strategies for underrepresented talent stood out. 

Additionally, the most successful staffing firms invested heavily in upskilling and career development, addressing skills gaps and providing meaningful employment opportunities. Strong employer branding was another defining factor, as agencies that maintained transparent hiring processes and engaged job seekers throughout the employment journey – from onboarding to career progression – were particularly successful. 

ES: What key themes and trends do you anticipate will be a focus at the Staffing Awards in 2025, and how do you expect these to reflect the evolution of the staffing industry? 

EJ: Several key themes will likely emerge in 2025, reflecting the evolving priorities of the staffing industry. AI and automation will continue to play a major role, with agencies being recognized for streamlining recruitment processes while maintaining a strong human touch. The evolution of DE&I strategies will also be a significant focus, shifting from hiring quotas to measurable progress in career advancement, mentorship, and leadership representation for diverse employees. 

The optimization of hybrid and remote workforces will gain prominence, with top staffing firms leading in compliance, productivity tracking, and engagement strategies. With talent shortages affecting critical industries, upskilling and workforce development initiatives – such as reskilling programs and career coaching – will become crucial differentiators. 

Ethical and sustainable hiring practices will also be in the spotlight, particularly in the gig and contingent workforce sectors, with firms prioritizing fair wages, transparency, and responsible hiring. A more personalized candidate experience will emerge as a key factor in recruitment success, with agencies leveraging AI-driven recommendations, interview preparation, and career guidance to create tailored experiences for job seekers. Finally, data transparency will take center stage, as firms that openly share hiring metrics, pay equity reports, and employer branding initiatives will stand out in an increasingly competitive market. 

It’s not enough to discuss DE&I initiatives, automation, or workforce programs – entries should be backed up with concrete metrics, success stories, and testimonials.

ES: What advice would you give to 2025 applicants based on last year’s entries? 

EJ: For 2025 applicants, success will hinge on clear, results-driven storytelling. It’s not enough to discuss DE&I initiatives, automation, or workforce programs – entries should be backed up with concrete metrics, success stories, and testimonials. A compelling application should highlight innovation, whether through AI-driven hiring, reskilling initiatives, or unique engagement models that differentiate a firm from its competitors. 

Demonstrating a genuine commitment to DE&I is also essential. The strongest entries will showcase representation at all levels of the organization, transparent pay equity data, and impactful mentorship programs. Candidate experience remains another key factor, and staffing firms that can prove they offer seamless, transparent, and personalized hiring processes will stand out. 

Beyond recruitment, firms that support talent throughout their career journey—including through mentorship, leadership development, and long-term career growth strategies – will gain an edge. Finally, leveraging real-time analytics, AI-powered matching, and automation to improve efficiency, reduce hiring bias, and increase retention rates will be a strong advantage in the judging process. 

ES: Diversity and inclusion are top priorities in staffing and talent acquisition. How do you evaluate staffing firms’ commitment to building diverse talent pipelines, especially at the entry level, where representation is key to creating an inclusive culture? 

EJ: A firm’s commitment to DE&I is evident in its level of intentionality and execution. Is the organization merely meeting compliance requirements, or is it actively reshaping hiring practices to be more inclusive? The most effective firms go beyond traditional recruitment methods, ensuring they reach diverse talent pools through proactive sourcing and community engagement. 

Successful staffing firms establish partnerships with Historically Black Colleges and Universities (HBCUs), Hispanic-serving institutions, workforce development programs, and community organizations to attract underrepresented talent. They also remove barriers to entry by addressing bias in job descriptions, implementing structured interviews, and leveraging AI-driven unbiased screening tools. 

In addition, firms that offer paid internships and mentorship programs provide real career pathways for diverse candidates. Leadership buy-in is another critical factor – agencies that embed DE&I at the executive level tend to see stronger, more sustainable impact across their workforce and hiring practices. 

The most effective firms go beyond traditional recruitment methods, ensuring they reach diverse talent pools through proactive sourcing and community engagement. 

ES: What metrics or outcomes do you prioritize when evaluating the effectiveness of DE&I initiatives in staffing award entries? 

EJ: Data is key to assessing the success of DE&I initiatives. The most compelling entries present measurable outcomes that demonstrate real progress. Hiring and retention rates are crucial indicators – what percentage of new hires come from underrepresented groups, and how many stay long-term? Promotion and career progression data also offer insight into whether diverse hires are advancing within organizations or facing barriers to leadership. 

Pay equity analysis is another critical factor. The best entries will showcase internal audits that assess fair pay across gender, race, and other demographics. Additionally, engagement and belonging surveys provide qualitative insights into how employees from diverse backgrounds feel about workplace culture. 

Beyond internal efforts, supplier diversity initiatives are also considered – firms that support diverse vendors, suppliers, or contractors demonstrate a broader commitment to equity. While numbers tell the story, testimonials and case studies bring these metrics to life, highlighting the real-world impact of DE&I initiatives. 

Organizations with dedicated DE&I leadership and clear strategies for continuous improvement are the ones driving meaningful change in the industry. 

ES: How do you assess a staffing firm’s commitment to DE&I beyond recruitment, such as their efforts in onboarding, mentoring, and career development for diverse talent? 

EJ: A true commitment to DE&I extends well beyond hiring – it’s about retention, advancement, and fostering a culture of belonging. Firms that excel in this area prioritize structured onboarding programs that support diverse hires and ensure their success from day one. Mentorship and sponsorship initiatives are also critical, particularly for underrepresented employees seeking career growth. 

Leadership development and training opportunities play a significant role in creating equitable career paths. Firms that invest in upskilling and provide clear pathways for diverse employees to move into leadership roles demonstrate a long-term commitment to inclusion. Employee Resource Groups and inclusion programs are also strong indicators of a company’s efforts to foster an inclusive culture. 

Finally, accountability and transparency are key. The best staffing firms track DE&I outcomes beyond recruitment, ensuring that progress is measured and reported regularly. Organizations with dedicated DE&I leadership and clear strategies for continuous improvement are the ones driving meaningful change in the industry. 

The 2025 TIARA Staffing Awards are currently open for entries. Find out more about entering here.