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3 Challenges Independent Recruiters Face

Posted by Ray Gonder


Oct 17, 2018 9:00:00 AM

5_Challenges_Independent_Recruiters_FaceThe work of an independent recruiter is full of ups and downs. One thing is for sure, and it’s that independent recruiters are almost always being challenged in one way or another. The job certainly isn’t dull, and it comes with its rewards.

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What are some of the most common challenges an independent recruiter faces?

Recruitment issues are likely at the top of the list for independent recruiters. Other challenges include the following.

1. Finding Clients Can Be Difficult

Independent recruiters often feel squeezed out of the market by large staffing agencies. These firms can offer fixed contract services easily. In turn, they may also be where clients turn when they need to fulfill permanent staffing needs.

Finding clients to work with can be challenging in the face of such all-encompassing staffing solutions from large, national firms. Nonetheless, many employers would prefer to work with an independent recruiter.

You can offer your clients more comprehensive staffing solutions, such as contract staffing, by partnering with a firm offering back-office solutions. This allows you to serve all of your clients’ needs without worrying about the logistics, which will help expand your client pool.

2. It Can Be Difficult to Find Job Seekers

Where have you been looking for job seekers lately? Canada’s economy has been on fire, and job growth has meant lower unemployment. In turn, there’s been more competition for job seekers in every industry. Some industries are even seeing talent shortages.

Independent recruiters may have more trouble reaching job seekers, but you just need to know where to look. A number of different strategies, such as social media recruiting, can help you source candidates more efficiently and effectively than ever before. Focusing on candidate relationships will also help improve your recruiting success.

3. Marketing Is Key to Success

When was the last time you looked at your recruitment firm’s marketing plan? If your answer is “never” or you don’t have a marketing plan, you’re not alone. Many independent recruiters don’t have a marketing plan in place.

This might be one of the reasons marketing is such a big challenge for an independent recruiter. Marketing takes time and resources, including money. You may not always have the in-house expertise to execute the campaigns you want to either.

The right partner can help you devise a marketing plan and execute it as well.

There are many challenges facing independent recruiters today. Fortunately, many of them have easy solutions. You can take steps today to find more clients, source job candidates, and even improve your marketing.

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Topics: Independent Recruiters

How to Strike out on Your Own As an Independent Recruiter

Posted by Stacey Duggan


Oct 15, 2018 9:00:00 AM

How_to_Strike_out_on_Your_Own_As_an_Independent_RecruiterYou’ve been working in the recruitment industry for some time now, and you know the business has been growing lately. With the growth of the gig economy, there are more employers working with staffing agencies and independent recruiters than ever before.

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Maybe you’ve been working for someone in a large agency, or perhaps you’ve been under the wing of another, more experienced recruiter. At this stage of the game, however, you’re beginning to wonder about striking out on your own.

What skills are required to be a recruiter?

You’ll need good business sense, good organization skills, and plenty of people skills to be successful in this business. You’ll probably want to have some technological know-how, as well as a deep understanding of job markets, shifting employer needs, and what workers are looking for in a job.

If you think you’re ready to take the next step and become an independent recruiter, follow this process.

Establish a Client Base

If you’ve already been working for an agency or another recruitment firm, you may have some contacts to start building your client base on. Keep in mind that you don’t want to run afoul of any non-compete clauses, so if you’re leaving a recruitment job, you’ll need to be careful about bringing clients with you.

Nonetheless, the contacts you’ve made during your time working for someone else will serve you well. Be sure to keep up relationships and acquaintances. You never know who might be looking for their next great recruitment partnership.

You should also begin reaching out to new and potential clients at this stage. Creating a larger and more varied client network will help you land on your feet.

Beginning Building a Pool of Workers

The next thing you should do is begin building your pool of workers. It’s one thing to have clients, but you’ll need to be able to fill the positions your clients want filled.

To do so, you’ll need a pool of workers. You can reach out to some people you’ve worked with through other positions in the industry. You should also begin combing your own networks, such as LinkedIn and other places where you may find job candidates.

Don’t be afraid to ask for referrals. Job-seekers who have worked with you formerly may no longer be looking, but they might know someone who is.

Partner with a Back Office Provider

The administration aspect of an agency is one of the toughest for independent recruiters. This is especially true if you’re just starting out or if you offer temporary staffing services to your clients.

Relieve the burden of payroll and other administrative tasks by teaming up with a back-office provider. They can look after the paperwork while you focus on recruitment, advertisement, and more.

Create a Marketing Plan

Another thing you should do as you prepare to strike out on your own as an independent recruiter is create a marketing plan. You need to get the word out about your new business venture. Talking to the people already in your own circle is a great first step, but you need to go beyond this.

Advertising and marketing is crucial to making people aware your business exists. A great marketing plan will help you stand out in a crowded field, helping you win more clients and find more job-seekers.

Make a Budget

One final thing you should do before you strike out on your own is make a budget. How much do you expect to spend, and how much do you expect to earn? Having rough figures can help you as you set out on your journey to become an independent recruiter.

Striking out on your own can be both scary and exhilarating. With these tips, you can make the most of your transition and land on your feet.


Topics: Independent Recruiters

4 Keys to Survive the Ebbs and Flows of the Staffing Industry

Posted by Karen McMullen


Oct 10, 2018 9:00:00 AM

4_Keys_to_Survive_the_Ebbs_and_Flows_of_the_Staffing_IndustryWith the rise of the gig economy in Canada, the staffing industry has seen a huge upswing. That said, however, anyone who has been involved in the staffing industry for some time knows it experiences ebbs and flows like any market.

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Some of the ebbs and flows happen over long periods of time, while others will happen on a weekly or monthly basis at the level of the individual firm. At certain points in the year, business will be booming. At other points, things may seem to slow down.

Why is improving cash flow important?

Improving your cash flow is important if you want to survive these ebbs and flows. By planning your cash flow more effectively and ensuring you have coverage when a dry spell hits, you can more easily weather any ups and downs. Use these tips to survive the changing tides of the industry.

1. Secure the Right Financing Options for Staffing Industry Businesses

If you were short on cash to pay your bills or do payroll, what would you do? You might think about turning to the bank for a loan.

This isn’t always the right option for businesses in the staffing industry. It certainly doesn’t help if you get a one-time loan and burn through the money. There are ups and downs in this industry, just like any other, and a loan can quickly become just another financial obligation.

Think about alternate options for funding your business during downturns in your cash flow. Think outside bank loans, turn to lines of credit, use credit cards, or even think about payroll factoring as possibilities.

2. Work with the Right Partners

Another thing you can do to help you weather the ups and downs of the staffing industry is ensure you have the right partners in your corner. You’ll need partners who are flexible, able to increase their support during busy months and enabling you to scale back when things get slow.

Be sure the people you’re working with are the right fit for your business.

3. Build Your Network and Market

One of the best things you can do in the staffing industry is build a robust network of contacts, including both job seekers and clients. The more effort you put into building your network, the more likely it is you’ll face less downtime.

Marketing can also be key for businesses in this industry. It helps you build your network of contacts and get the word out about your business. A good marketing strategy can be insurance against the ups and downs of the industry. It may not eliminate all the downtime you face, but it can help you create a steadier flow of work.

4. Create a Budget and a Forecast

Nobody has a crystal ball, although it often feels like that could help you weather the ebbs and flows of the industry a little better. You can do the next best thing and create a forecast for your cash flow.

This will allow you to visualize when you’ll have money and when you may need to tighten up spending. Having this guide can help you weather the inevitable changes in cash flow throughout the course of the fiscal year.

A budget helps you stay on course and meet your goals as you continue to grow your business.

Weathering the ups and downs of the staffing industry is a challenge every firm faces. With these tips, you can work on improving your cash flow and be better prepared to face whatever the market tosses your way.


Topics: Staffing Industry

Marijuana in the Workplace: What Staffing Firms Need to Know

Posted by Stacey Duggan


Oct 8, 2018 9:00:00 AM

Marijuana_in_the_Workplace_What_Staffing_Firms_Need_to_KnowThe Cannabis Act passed in Parliament in June 2018, setting the stage for legal recreational marijuana in Canada. This makes Canada only the second country in the developed world to make cannabis legal outside of the medical field.

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The Cannabis Act will come into effect in October 2018. There will be many changes when marijuana becomes legal for recreational users, and many industries are already preparing for these new realities. Those in the insurance sector are revising their automobile insurance and homeowners’ policies. Educators are wondering how to keep children safe.

Employers and staffing firms also have many questions about the changes the Cannabis Act will bring to the workplace. How will you deal with a worker who decides to use recreational marijuana? What changes need to be made to employment contracts? What are your responsibilities as an employer?

These questions are important, and staffing firms need to know how to handle marijuana in the workplace.

Staffing Firms Have No Duty to Accommodate Recreational Marijuana

Marijuana will be legal for recreational use in October. What does that mean for staffing firms who are sending workers to clients’ job sites?

First, it’s important to understand there is no duty to accommodate recreational marijuana users. If a worker arrives to a job site under the influence, he or she may be sent home or even dismissed. A worker who is under the influence may not be able to safely perform his or her job, so they cannot remain on the job site.

Clients will need to report these incidents to you if you’re responsible for the discipline of employees. You may need to terminate a worker’s contract with a client. If there are multiple infractions, you may need to terminate your relationship with the worker.

Staffing Agencies Must Clearly Communicate Policies

Many employers are moving to a zero-tolerance policy regarding recreational marijuana usage. If a worker arrives to the work site already impaired or uses marijuana during their shift, they may be sent home or terminated.

Staffing agencies will likely want to consider similar policies. You must clearly communicate these policies to workers. It is important they understand the consequences of using cannabis at the job site or arriving impaired.

You’ll likely need to review and revise some of your other policies. If you conduct drug testing of potential job candidates, marijuana is no longer considered an illegal substance. You may need to revise language in contracts related to past use as it is no longer a criminal act.

Exceptions for Medical Marijuana Usage

Staffing agencies do have a duty to accommodate medical marijuana patients. Workers with an authorization for medical cannabis do not need to submit documentation of their medical need but may opt to do so. This could include a copy of the authorization and a doctor’s note.

These workers will need to be provided with accommodation on the job site. It is your duty to find suitable employment for them that they can perform safely.

The Next Steps

Before October, you should review your employment contracts and language about the use of illegal substances. If cannabis use is mentioned, it will need to be removed from these sections.

You’ll also want to revise your policies about impairment in the workplace. You may already have a policy in place about the use of alcohol during working hours. A policy about cannabis use could be added here. Finally, you’ll need to communicate these new policies and their consequences to your workers. Although marijuana may soon be legal, you do not need to tolerate its use in the workplace.

Finding it hard to keep up with constant changes in legislation? A back office service provider can be a valuable partner to help you remain compliant.


Topics: Compliance and Legislation

How to Get More Clients as an Independent Recruiter

Posted by Laura D’Andrea


Oct 3, 2018 9:00:00 AM

How_to_Get_More_Clients_as_an_Independent_RecruiterThere’s no denying the gig economy is growing in Canada and employers are looking for more flexible solutions. The recruitment industry is booming as a result, and you, as an independent recruitment professional, are poised to benefit from this.

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Some people, however, have noted a decline in the number of independent recruiters over the last few years. This has largely happened because of a shift away from permanent staffing services. Large agencies have been better able to offer contract staffing services, which has become the preference for many employers. These agencies can also offer permanent staffing solutions, which means they are your direct competitors.

As a result, independent recruiters have been noticing a reduction in the demand for their services. If you’re looking to turn things around and grow your business, however, there are ways you can get more clients.

Remind Clients of the Advantages of Working with an Independent Recruiter

The first thing you should do is appeal to your existing clients. Remind them about the advantages of working with an independent recruiter such as yourself. Large agencies may seem to provide a good solution, but in many cases, employers would rather work with independents.

The reasons for this are complex, but it often comes down to a better customer experience. When they receive more personalized service, your clients can build a valuable partnership with you.

Ask existing clients about their needs and respond to them as best you can. If you can, ask them to leave reviews or to refer you to others who may need your services.

Expand Your Service Offerings

If you want to win more clients, one of the best things you can do is expand your service offerings to better meet their needs. If your existing clients want contract staffing solutions, it might be time to add them. This may also appeal to potential customers who want to work with you but feel agency solutions might work better.

It’s easy to start offering contract staffing solutions, especially if you team up with a provider for back-office services. With the administrative tasks out of your way, you can focus on other aspects of the recruiting business.

Find Your Niche and Mine It

Many independent recruiters have a niche, specializing in certain segments of the market. If you already have a reputation for helping clients in a particular industry, then capitalize on this opportunity. There are likely others in the industry who could benefit from working with you.

Niches are necessarily limited, but a specialization can help you win more clients. As your reputation grows, more people will turn to you to provide the expertise and solutions they’re looking for.

Market Yourself

Do potential clients know your recruiting business exists? This is a problem for many independent recruiters. You want to grow your company and win more clients, but it’s very difficult to do if no one knows about the business.

Take some time and design a marketing plan. Ask your existing clients how they heard about you or where they’d look to find another recruiter. Take a look at low-cost options like social media marketing and search engine marketing.

Getting the word out about your business is key to finding more clients for your business. If you have a niche, be sure to advertise on industry-specific websites as well.

You Can Grow Your Business

As an independent recruiter, you may have wondered if the gig economy and the new realities of a flexible workforce were going to limit your ability to grow your business. Instead, you should see them as opportunities you can capitalize on.

Using these tips, you can continue to grow your business and win new clients.

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Topics: Independent Recruiters

Independent Recruiters: Is It Time to Offer Fixed Contract Services?

Posted by Anna Mastrandrea


Oct 1, 2018 9:00:00 AM

Independent_Recruiters_Is_It_Time_to_Offer_Fixed_Contract_ServicesAs an independent recruiter, you’ve no doubt been watching the growth of the gig economy and the increase in demand for flexible labour with great interest.

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It seems more and more employers are turning to outsourced solutions and increasing their reliance on recruiters when it comes to hiring. For independent recruiters, however, the picture hasn’t been as rosy. As employers increasingly employ recruiters to help them manage the recruitment and hiring processes, they’ve been turning less to independent recruiters and more to large agencies.

These large agencies tend to specialize in fixed contract services, while independent recruiters have traditionally offered permanent staffing services.

With the shift in the market, an independent recruiter like yourself is no doubt asking if it’s time to offer fixed contract services.

Why Should Independent Recruiters Offer Fixed Contract Services?

The first question you have is likely why you should consider offering fixed contract services in the first place. This would put you in direct competition with the large agencies.

There’s little doubt the demand for the services offered by an independent recruiter has diminished in recent years. In turn, many recruiters have been looking for new avenues and services to offer their clients and continue growing their businesses.

Since this shift away from permanent staffing is largely attributed to the demand for more temporary workers, a recruiter could retain their current customers and even attract new ones if they began offering fixed contract services as well.

Going Toe to Toe with Large Agencies

One of the reasons an independent recruiter may opt not to offer fixed contract services is because this puts them in direct competition with large agencies. Since the agencies specialize in this area, you may think it’s wiser to concentrate on your own area of expertise.

Many of your existing clients would like to continue working with you versus one of the large agencies. They may find your personalized service ensures better outcomes, or they may prefer the close relationship they have with you. They may even trust you more.

If you don’t offer fixed contract services, however, and they need flexible staffing solutions, they’ll be forced to turn elsewhere. By offering these services, you can give your clients more reason to stick with you.

You may not be able to truly take on the large agencies in a head-to-head battle, but many clients would opt for the advantages of working with independent recruiters.

It’s Easy to Offer Fixed Contract Services

Another thing that holds independent recruiters back from offering fixed contract services is the issue of administration.

With permanent staffing, you’re rarely responsible for payroll and other HR paperwork. The hiring client takes on all of that responsibility when they agree to bring the employee aboard in a permanent position.

With fixed contract services, things are vastly different. The recruiter is expected to adopt the administrative role. That means you’re responsible for payroll, health and safety, compliance, and other HR tasks related to the employee.

For independent recruiters, this can be a serious commitment. It may overtax your administrative resources. Luckily, it doesn’t have to be this way. In fact, it can be easy to offer fixed contract services.

Partner with a Back-Office Solutions Provider

If you want to offer fixed contract services to your clients but feel it may not be possible due to the administrative responsibility, consider teaming up with a back-end office solution provider. They can help you with the administrative side of things.

This, in turn, will allow you to focus your efforts on tasks such as recruitment, marketing, and more.

If you want to keep growing your business, it’s probably time to consider offering fixed contract solutions.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Independent Recruiters

Independent Recruiters: 4 Smart Reasons to Offer Contract Staffing Services

Posted by Chelsea Henry


Sep 26, 2018 9:00:00 AM

Independent_Recruiters_4_Smart_Reasons_to_offer_Contract_Staffing_ServicesThe need for temporary staffing services has been growing exponentially in Canada. More and more employers are shifting away from permanent positions to more flexible arrangements. With the gig economy now in full swing, employers and workers alike are thinking short term.

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Independent recruiters are likely aware of this shift, since it affects their business. As more of your clients look to temporary and flexible staffing solutions, you may have found many of them leaving you for larger agencies. Those who remain may have fewer positions for you to fill, and new customers may be few and far between.

It might be time to start offering contract staffing services to your clients. Here are a few smart reasons to offer this service.

1. Your Clients Want This Service

Perhaps the best reason you should offer contract staffing services is that your clients are asking for it. Their staffing needs are changing, and they’re moving away from permanent placements to more flexible solutions.

If you don’t offer contract staffing solutions, your clients may start looking elsewhere. They might be going to your competition or working with large agencies. They may eventually turn to these agencies for all of their staffing needs, including any permanent positions they have.

Offering contract staffing solutions gives your clients the flexibility they need.

2. It Represents a Growing Opportunity

Another good reason to offer temporary staffing services is that it represents a growth opportunity for your business. If you don’t offer contract staffing already, you’d be adding to the services you can offer your clients.

This is a growing area. Many businesses are looking for contract staffing services. Not only will your existing clients be happy to hear you can now fulfill these needs, in addition to their permanent staffing requirements, but you may find some new clients as well.

As the gig economy continues to grow, the demand for contract staffing services will likely continue to grow apace. If you want to grow your business, adding contract staffing services is a great idea.

3. You Can Compete More Effectively

Most independent recruiters offer permanent staffing solutions for their clients. While you may think this keeps you from competing directly with large agencies offering contract staffing services, you are still competing with them at the end of the day.

This is because most large staffing agencies also offer permanent placement services. Your clients may eventually go to the larger agency with all their hiring needs.

If you want to grow your business and keep your clients, you’ll need to go toe to toe with these large agencies. While independent recruiters have several advantages for clients, offering the same or similar services as your competitors can make your business more appealing to prospective clients.

4. It’s Easy to Do

Another great reason to offer temporary staffing services to your clients is that it’s relatively easy to do. You’ll want to review the legal requirements and ensure you have all of the documentation in place before you begin offering this service, but you can do it effectively.

Some of the most time-consuming and intensive parts of shifting to contract staffing services can be the back-end tasks and administration. With contract staffing, you may be responsible for tasks you didn’t previously handle, such as payroll administration, employee classification, and more.

This is what holds most independent recruiters back from offering these services. With the right back-end office solution, however, you can easily look after these additional tasks. Take advantage of a service provider’s existing infrastructure, and begin offering your clients great contract staffing services today.

Offering contract staffing solutions is a smart move for so many reasons. With the right help and support from a back office services provider, you can begin competing more effectively and offer your clients better service than ever before.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Independent Recruiters

5 Expenses Your Staffing Agency Can’t Claim as a Business Expense

Posted by Anna Mastrandrea


Sep 24, 2018 9:00:00 AM

5_Expenses_Your_Staffing_Agency_Can_t_Claim_as_a_Business_ExpenseAs a business owner, you probably know a good deal about business expenses. After all, almost everything you purchase for your staffing agency is considered a business expense of one kind or another. Of course, only some of those expenses are actually tax deductible.

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While you may hear business owners eagerly claiming they can “write that off,” there are many things you may not be able to claim on your taxes.

“What business expenses can I claim?” is a common enough question from staffing agency owners.

The CRA says businesses can deduct certain costs that are reasonable for a particular type of business, so long as they’re incurred for the purposes of earning an income. A staffing agency, for example, could claim the expense of applicant tracking software, since it’s an important tool that allows them to earn income.

What can’t you claim as a business expense? The list may surprise you.

1. You Can’t Claim Snacks for the Staffing Agency Office

Unless you’re a rickshaw driver or bicycle delivery person, the CRA doesn’t consider snacks to be a legitimate business expense. There are a few other exceptions to the rule, such as when you’re travelling for business or you meet at a coffee shop to discuss business with a client or partner.

If you’ve been keeping the office pantry stocked with coffee, tea, and pastries in hopes of deducting the expense on your taxes, you won’t be able to. The same goes for grabbing coffee and donuts for the office meeting. Conferences and more formal meetings may be considered exceptions to the rule.

2. You Can’t Always Claim the Entire Expense

What happens if you purchase a vehicle and use it partially for the staffing agency and partially as a personal vehicle?

You can only write off a portion of the costs, so long as they pertain to the business. If you drive the vehicle for the agency 50 percent of the time, then you can claim 50 percent of the expenses associated with the vehicle. The other 50 percent is considered personal use and is therefore non-deductible.

This may not be as much of a concern for larger agencies, but it is something to keep in mind whenever you make a purchase that will function jointly for personal and professional usage.

3. Life Insurance Is Non-Deductible

You may have heard that you can deduct employee benefits from your tax bill. While this is somewhat true, there are exceptions to the rules. In most cases, you’ll only be able to claim a portion of what you pay unless you’re using something like a health reimbursement arrangement.

Life insurance, however, is always non-deductible, even when it’s included as part of the employee benefits package.

4. You Can’t Claim Grants or Rebates

Suppose you needed to upgrade your IT systems at the agency. As a small supplier, you applied to a government program for assistance with this upgrade. You were given a small grant or a tax rebate.

Those amounts must be deducted from the purchase amount, even if it’s a legitimate business expense. Essentially, this prevents businesses from claiming the same expense twice. If you’ve received financial assistance, you’ve already been paid for it once.

5. You Can’t Claim Owner Salary

If you’re the owner of the staffing agency and you draw from the business or pay yourself a salary, it may surprise you to know this is considered non-deductible by the CRA. While you can write off salaries for most other employees, your own is not considered a business expense in the same way.

The CRA maintains a comprehensive list of tax-deductible business expenses, which you should familiarize yourself with. If you’re still not sure, talk to the experts and get some good advice on what you can and cannot claim for your staffing agency. Whether you’re just starting a staffing firm or have been in business for a while, it pays to know what you can claim.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Compliance and Legislation

4 Strategies to Reduce Administrative Costs at Your Staffing Agency

Posted by Mai Dowdie


Sep 19, 2018 9:00:00 AM

4_Strategies_to_Reduce_Administrative_Costs_at_Your_Staffing_AgencyRunning a staffing firm can be a lucrative opportunity. With a stable base of reliable clients, great job candidates, and a growing demand for flexible staffing solutions, you can continue growing your agency.

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One of the biggest challenges facing staffing agencies today is the cost of administration. You’re likely responsible for a number of different HR tasks, including hiring, payroll, and benefits administration.

How do you reduce administrative costs at your staffing agency?

There are several different strategies you can use, including getting back office support, streamlining your processes, reducing redundancies, automating tasks, and more. Take a look at these strategies and apply some of them to your business.

1. Back Office Support Is the Best Solution for a Staffing Agency

If you run a staffing agency, you’ll likely want to check into back office support. These third-party partners can help you administer all sorts of tasks, from payroll to benefits.

Since they’re experts, they’re able to complete these tasks quickly and easily. They can also offer you expert advice.

Since they help many different clients as well, they have all the infrastructure in place. Look for a provider who offers a total back office solution instead of piecing together services from several different providers.

2. Use Specialized Software

Specialized software will help you streamline your processes. Generic software is often advertised as being flexible, but it won’t always allow you to complete certain tasks without complicated workarounds.

Those can take time, and as the old saying goes, time is money.

3. Automate Where You Can

Many of the time-intensive tasks your staff perform are also rote tasks. They don’t require a lot of talent or keen insight, but they do take time. Data entry is a prime example of this. It’s easy enough to do, but if you have lots of data to enter, it will take time.

If you can, automate tasks like data entry. Even some tasks related to hiring, such as scanning job applications for keywords, can be automated. This can help you streamline your process by selecting candidates who meet certain criteria.

Compliance is another area you might consider automating. Monitoring can take a large amount of time. By automating the task, you can free up your time for other things, while still keeping a close eye on the legal framework.

4. Provide Training for Staff

At first glance, offering training for your staff may seem like an additional cost. The skills they learn through additional training will often balance out any training expense.

First, your staff may learn skills they can then apply to their everyday work. It can help them become more efficient and productive workers.

As an added bonus, your staff will likely remain more engaged and motivated if you provide them with opportunities to learn new skills. Engaged workers are less likely to leave, reducing turnover and hiring costs. They also improve their productivity.

If you’re hoping to reduce administrative costs in your staffing agency, try one of these strategies on for size.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

Independent Recruiters Can Easily Offer Fixed Contract Services. Here's How

Posted by Laura D’Andrea


Sep 17, 2018 9:00:00 AM

Independent_Recruiters_Can_Easily_Offer_Fixed_Contract_Services_Here_s_HowThere’s been an ongoing shift away from full-time, permanent employment towards fixed contracts and other flexible forms of staffing. Employers need more flexibility to weather the ups and downs of the markets.

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You may have noticed more of your clients are turning towards temporary solutions. What is temporary staffing?

Temporary staffing places workers with client companies for a fixed period of time, hence the term “fixed contract.” If a client knows they have a project that will last ten months, they may hire someone for those ten months. When the project is over and the ten months are up, the contract expires.

As your clients look for more temporary solutions, you may be wondering how you can get in on the action.

Independent Recruiters Need to Shift to Fixed Contract Services

Independent recruiters typically have offered full-time, permanent placement services for their clients. They work closely with the client to source the right candidates.

More of your clients are likely looking for temporary and flexible solutions for their workforces. The demands of the market require it from today’s employers. As a result, many of them may be looking at large staffing agencies to provide a solution.

Would they stay with you if you could offer them fixed contract services? For most independent recruiters, the answer is yes. Your clients may have been with you for some time, and they know they can trust your expertise. They might be leery about moving to a large agency.

A shift to fixed contract services is just what independent recruiters need. Luckily, it’s easy to begin offering contract services.

Do Some Research

It might seem easy to offer temporary staffing solutions to clients. You could, in theory, just tell a client you can fill a temporary position for them.

Before you tell your clients you offer this service, make sure you understand the legal requirements of temporary staffing. Temporary workers are treated differently than full-time, permanent workers.

You want to be sure you’re offering services in line with the law.

Consider the Administrative Side of Things

One of the biggest differences between full-time, permanent placements and temporary staffing is who handles the HR activities related to the worker. In more traditional recruiting arrangements, the client takes on the worker as an employee of their company.

With temporary staffing solutions, the recruiter assumes the role of employer. You’ll administer payroll and benefits, health and safety, and compliance, among other things.

This can represent a challenge for independent recruiters. Luckily, there’s a simple solution. You can outsource the back office activities like payroll to a third-party provider. They already have the infrastructure to do this, so you can focus on sales and service.

Talk to Your Clients and Build Relationships

You don’t need to start from scratch when you begin offering fixed contract services. In fact, you can likely begin building on the same client base you already have. Most employers today use a mix of temporary, contract, and permanent workers, with a decided shift towards more temporary positions.

Talk to your existing clients, and ask them about their needs. Most of them will likely be pleasantly surprised to hear you can help them fill all of their staffing needs now. You may even be able to offer temporary-to-permanent staffing for some of your clients.

Be sure to continue building your relationships by providing quality placements, whether temporary or permanent. Show them you can find the right people, no matter what the assignment is.

How Can You Get Started?

If you’re ready to offer fixed contract services to your clients, talk to a back office service provider today. The back office is most often the biggest challenge facing independent recruiters. Finding someone to support your back office activities will mean you can start offering your clients a new level of service sooner.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Independent Recruiters

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