The Staffing Edge Blog

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Why Growing Staffing Agencies Need to Consider External Back Office Support

Posted by Laura D’Andrea

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Dec 12, 2018 9:00:00 AM

Why_Growing_Staffing_Agencies_Need_to_Consider_External_Back_Office_SupportAs the world of work continues to transform, more employers and employees alike are looking at flexible, contract, and temporary work arrangements.

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This has provided staffing agencies with unique growth opportunities. A partnership between agency and client can help employers meet their staffing needs quickly and easily. A partnership between agency and candidate, on the other hand, can help candidates meet their needs for learning, development, and flexibility.

In this environment, many agencies are experiencing growth. If you have a growing staffing agency, you’ve no doubt been faced with some of the common “growing pains.” From difficulties with cash flow to problems in payroll and beyond, you might be wondering what you can do to smooth things over and keep your business growing steadily.

External back office support might be the solution you’re looking for. Here’s why you need to consider this option for your business.


What Is External Back Office Support for Staffing Agencies?

It’s best to start by defining external back office support.

Most businesses, including staffing agencies, have many administrative functions. This includes payroll, accounting, compliance, and other human resources functions. These jobs are often time consuming and they must be completed, but they aren’t the core of your business operations.

More often than not, these back office functions take you away from the true tasks of your business. For staffing agencies, core tasks include gaining new clients and finding and hiring new candidates.

External back office support turns your administrative functions over to a third-party support provider. This then frees up your time to focus on your core tasks.


What Do External Back Office Support Providers Do?

As discussed, back office support for a staffing agency could include any number of administrative functions. This might be your compliance monitoring activities, payroll, or bookkeeping.

The expert team employed by your third-party provider also helps by offering advice and feedback. Their knowledge and experience make them ideal resources for you to draw on when you have questions.

Being able to rely on this team allows you to free up your own team to focus on the jobs that really matter to the business. Tasks are still completed properly and on time, and you get expert insight.


What Are the Benefits of This Support?

The biggest advantage of back office support for staffing agencies is time. You and your team members are able to focus on the things you’re best at. More will be accomplished around the business. Core functions won’t go neglected as you no longer need to deal with the fine print and the paperwork.

External back office support can also save staffing agencies money. This kind of support reduces the amount of time you need to spend on administrative jobs. Overhead costs can thus be reduced. Expert advice may also save you money by helping you avoid costly mistakes.

Finally, staffing agencies can focus on increasing growth even more when they have the right support in the back office. If you’re currently experiencing growing pains or feel like you’ve hit a growth ceiling, it could be time to talk to an external back office support provider.


Do You Need Back Office Support?

It can sometimes be difficult for staffing agency owners to tell when they need external support. There are signs you can watch for.

If you think it might be time to get some help, talk to a provider today. They can help you assess your needs and assist you as you continue on the path to continued growth.


how-a-complete-back-end-solution-helped-a-staffing-agency-get-started

Topics: Back Office Service Provider

Ontario to Repeal Parts of the Previous Government’s Fair Workplaces, Better Jobs Act

Posted by Ray Gonder

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Dec 10, 2018 9:00:00 AM

Ontario_Repeal_Parts_of_the_Previous_Governments_Fair_Workplaces_Better_Jobs_ActIn late 2017, the Government of Ontario introduced its Fair Workplaces, Better Jobs Act. The legislation had been proposed much earlier in the year, but it was finally passed into law after much debate. Even after the Act was passed and changes were starting to roll out, there was still controversy.

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The new Ontario government, elected in June, took a much closer look at the Act. In October, with input from concerned advocates, experts, and businesses, the government introduced Bill 47, which proposed to roll back many of the changes included in the Fair Workplaces, Better Jobs Act.

Only parts of the Act are being repealed, with some of the new provisions staying in place. This quick guide will show you what’s changing and what’s staying the same.


What Was in the Fair Workplaces Act?

To understand what’s changing with the introduction of Bill 47, it helps to know some of the new regulations included in the Fair Workplaces, Better Jobs Act, better known as Bill 148.

Bill 148 introduced sweeping changes to employment legislation in Ontario. It was based on the report of a committee. In drafting the legislation, however, the government failed to consult with a wide range of stakeholders.

The most talked-about change was the increase to the minimum wage. The Act mandated a hike from $11.60 per hour in October 2017 to $14 per hour in January 2018. It also proposed an additional increase in January 2019 to $15 per hour.

Bill 148 also included new workers’ rights regarding scheduling. Employees could refuse to be oncall if they weren’t notified 96 hours ahead of time. Personal leaves were also expanded to a total of 10 days, with two of them paid.


Stirring Controversy

From the very beginning, Bill 148 stirred controversy in Ontario’s business community. Many felt it created undue burdens for business owners. Some worried minimum wage hikes would push inflation.

The government forged ahead and signed the bill into law, which came into effect in early 2018. One of the earliest signs of trouble was the public holiday pay formula.

The Act introduced a new formula for calculating public holiday pay, but employers quickly found fault with it. In some circumstances, it allowed workers to be paid for the same holiday more than once.

The government suspended the new formula and vowed to review new options. In the meantime, they reinstated the old formula.


Bill 47 Proposes to Undo Much of the Act

When the new government was elected in June, those who had been lobbying the previous government found this new government more open to hearing them out.

Ontario’s government reviewed the Act and echoed concerns that its provisions were creating undue burdens for business owners. To foster a more business-friendly climate and economic growth, the government drafted Bill 47.

Bill 47, entitled the Making Ontario Open for Business Act, reverses much of Bill 148. It suggests puttinga freeze on the minimum wage until 2020 and rolling back personal leave from 10 days to eight, with no paid days.

The old public holiday formula is now staying in place, with no plans to review it and replace it. Other changes proposed include rolling back rights around scheduling.


What Isn’t Changing?

Bill 47 is not repealing the Fair Workplaces, Better Jobs Act in its entirety. While it does propose rolling back large chunks of the Act’s changes, there are also some things that will stay the same.

Minimum wage, for example, will stay at its current level. Provisions ensuring employees of different sexes are paid the same wage for equal work will also remain in place.

With Bill 47, the Ontario government has responded to concerns raised by business owners. With it, Ontario should become a more business-friendly environment.


how-tse_s-back-office-support-helped-a-staffing-agency-expand-nationally

Topics: Compliance and Legislation

Learn How to Become an Independent Recruiter

Posted by Corinne Camara

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Dec 5, 2018 9:00:00 AM

Learn_How_to_Become_an_Independent_RecruiterYou’ve been working in the staffing industry for some time, and now you’re wondering about striking out on your own. Perhaps you’re still relatively new to the industry, and you’re not entirely sure which steps you should take to become an independent recruiter.

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This guide is intended for you. It will walk you through the steps you should take on the road to becoming an independent recruiter. You may find yourself already part of the way through the process, or you may discover you’re standing at the very beginning of your journey. No matter where you are along the way, the path to becoming an independent recruiter is always open.


So You Want to Become an Independent Recruiter

The very first step in becoming an independent recruiter is to decide this is the path you want to take. Many people consider it, but most never take the plunge. It becomes something of an idle fantasy.

Making up your mind will allow you to take the next steps. This is the big problem for most people. They remain undecided, so they don’t follow through with any of the subsequent steps.


Gain Experience before Going Independent

The next step for those who want to become independent recruiters is to gain relevant experience in almost all areas of the staffing industry. You might already have some of the requisite experience, especially if you’ve been working in the industry for some time.

Operating as an independent recruiter, however, will see you handling tasks beyond mere recruitment. You’ll also be responsible for administrative tasks, payroll, online marketing, and more.

If you can, learn about all of these areas and gain experience in them. Developing your skills under someone else’s guidance will serve you well.


Build Relationships with Candidates and Potential Clients

>Now you have the experience necessary, so you’ll want to focus on networking. Having a large web of potential clients and candidates will help you immensely when you do decide to go independent.

Keep in mind that you cannot “poach” clients and candidates from your current employer. Even former employers may have restrictions on who they can contact and when.

You should start networking early in your career. Be sure to network outside of your organization, and do so more intensively as you get ready to launch your own career as an independent recruiter.


Consider the Financials

Now you’re moving into the realm of possibility. The dream of becoming an independent recruiter is no longer just a dream.

You’ll want to put your new career on a rock-solid foundation, so the next thing to do is look at the financial situation. Forecast costs and determine what you’ll need as a startup. Can you work from home or will you need an office space? Will you need new office equipment or staffing agency software?

All these considerations will affect your budget. Think about what kind of financing you can supply to your new business, and then about what kind of funding you’ll need. You may need to apply for loans or other financial products to assist you in building the foundation of your new business.


Set up Your Business Operations

This is the final step in the process. Now, you’ll begin to set up your business operations. You may incorporate the business or leave it as a sole proprietorship. You’ll register for a business number, and you’ll create banking information and accounts.

You’ll also begin your marketing efforts, reaching out to potential clients and building a brand identity.

Once this begins happening, you’ve become an independent recruiter. The process can be long and arduous, but if this is truly what you want, you’ll find all challenges on the road to success conquerable.


7-questions-independent-recruiters-need-to-ask-before-placing-their-first-contract-roles

Topics: Independent Recruiters

What Staffing Firm Owners Need to Know about Bill 47 in Ontario

Posted by Stacey Duggan

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Dec 3, 2018 9:00:00 AM

What_Staffing_Firm_Owners_Need_to_Know_about_Bill_47_in_OntarioIn late October, the Ontario government introduced Bill 47, the Making Ontario Open for Business Act. The Act was a direct response to the changes to employment legislation under the previous government. Bill 148, or the Fair Workplaces, Better Jobs Act, had received a cool reception in the business community.

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Many of the changes in Bill 148 left business owners, including staffing firm owners, scrambling to adjust. Increased personal leave, new formulas for public holiday pay, revised rights around scheduling, and the minimum wage hike were all rolled out very quickly.

Bill 47 has passed and is here to take the pressure off staffing agency owners. Here’s what you should note.


Minimum Wage Will Hold Until 2020

The minimum wage in Ontario jumped from $11.60 per hour to $14 per hour in January 2018 as mandated by Bill 148. Another proposed hike was to be implemented in January 2019.

Bill 47 puts a freeze on minimum wage increases until 2020. Afterwards, the government will introduce a series of scheduled, inflation-tied increases to the wage.

Staffing firm owners who were preparing to deal with yet another increase to the minimum wage should be glad to hear they can revise their budgets for 2019.


Personal Leave Is Shorter and Unpaid

Bill 148 had also introduced expanded personal leave for workers. Under it, workers were entitled to 10 days of personal leave per year, and two of those days were paid.

Bill 47 rolls the number of days back to eight in total. It also eliminates the two paid days. An employee, after being employed for 2 consecutive weeks, will now be entitled to up to 8 unpaid days in the following 3 categories:

Sick Leave – up to 3 unpaid days per calendar year for personal illness, injury or medical emergency.  An employer can now ask for a medical note.

Family Responsibility Leave – up to 3 unpaid days per calendar year to be used for illness, injury or medical emergency of a listed family member.

Bereavement Leave – up to 2 unpaid days per calendar year to be used for the death of a listed family member.

While staffing agency owners need to be aware of any obligation to provide leave time, the removal of paid days reduces the administrative and financial burden.


The Old Public Holiday Formula Is Here to Stay

In May 2018, the Ontario government was forced to review the new public holiday pay formula included in Bill 148. Its review concluded the new formula was insufficient and had actually caused problems. It hadn’t been studied properly before being put in place.

The government suspended the new formula.In early May 2018,the government opted to return to the previous public holiday pay calculation. The previous policy came back into effect on June 1, 2018. It will be in place until December 31, 2019.

What does this mean for you? From now until the end of next year, you can continue using the old formula.


Equal Work for Equal Pay

This will remain based on sex. All the provisions implemented with Bill 148 have been removed.

Therefore, the government is no longer requiring equal pay for equal work on the basis of number of hours regularly worked (i.e. part-time or full-time) or differences in the term of employment (i.e. permanent, casual, temporary, seasonal).


6% Vacation Pay

This ruling remains in effect. Once an employee has a period of five consecutive years of employment at the same employer, they are eligible for 6% vacation pay.


New Requirements around Scheduling Are Repealed

One of the aims of the Fair Workplaces, Better Jobs Act was to find better work-life balance for employees. In light of this, it introduced a series of new rights for workers regarding scheduling.

One of the most notable was a provision allowing workers to refuse on-call shifts if they weren’t notified 96 hours beforehand.

Staffing firm owners likely noted the problems this created for them. Sometimes, you don’t have four days’ notice that you’ll require a worker’s services. Sick days, personal leave, and other unexpected absences can leave employers and agency owners alike scrambling to find people to fill in.

Bill 47 rolls back these provisions, relieving the burden from staffing firm owners and other business owners alike.


Bill 148 Amendments That Remain in Place

Employment Standards Act

  1. Extension of pregnancy/parental leave to a total of 18 months is preserved;

  2. Extension of family medical leave from 8 weeks to 28 weeks is preserved;

  3. Creation of critical illness leave, which includes the ability to take critical illness leave to care for a critically ill adult is preserved (replaced critically ill child care leave);

  4. Creation of child death leave (distinct from crime-related child disappearance leave) is preserved.

Labour Relations Act

  1. Deemed sale of business upon a change of building service providers is preserved;

  2. Power of Board to order votes to take place outside the workplace, electronically or by phone, and to give directions about voting process is preserved;

  3. Prohibition on discharge or discipline of employees without just cause during certain bargaining periods is preserved;

  4. Power of Board to make interim decisions and orders, and to do so without providing reasons, is preserved.

running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Compliance and Legislation

5 Tips to Help Your Staffing Firm Attract Better Candidates

Posted by Laura D’Andrea

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Nov 28, 2018 9:00:00 AM

5_Tips_to_Help_Your_Staffing_Firm_Attract_Better_Candidates-1The gig economy in Canada has continued to grow, and this change has been pushing the staffing industry as well. As the holiday season approaches, more businesses are ramping up their production, and that means there’s more demand for workers and staffing services than almost any other time this year.

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As you grow into 2019, you want to keep your momentum. There’s just one problem. You aren’t attracting enough of the right candidates for your staffing firm.

In fact, it’s gotten to a point where you’re now asking yourself, “How do I find the right candidate for a job?”

To begin, you’ll want to be sure you’re paying attention to the job descriptions you’re posting and where you’re posting them. You’ll also want to employ the right technology to assist you with the candidate screening process, as well as interviewing. Throughout the process, you should also be paying attention to the candidate experience.

Not sure how to find the right people? Use these five tips to help you find the candidates your clients need.


1. Focus on the Candidate Experience at Your Staffing Firm

This first thing you should do if you want to attract better candidates for your staffing firm is to shift your paradigm. Yes, you want to find the right people, but have you thought much about what you’re providing to the candidates who do apply to work with you?

This is a common oversight for staffing agency owners. Instead of focusing on how to attract the right people, think about the candidate experience. How could you make it better? If candidates have nothing but good experiences, they’ll be more likely to recommend you to others, as well as take your employment offers.


2. Write Better Job Descriptions for Your Postings

Another common issue is poor job descriptions posted by staffing agencies. What you say about the roles you’re advertising has a big impact on who applies for the position.

If you’re not attracting the right kind of talent, take a look at the job descriptions. Vague criteria and generic skills listings make it less likely you’ll attract the people you really need. Revisions may be in order.


3. Use the Right Staffing Agency Technology

What kind of technology are you using to support your efforts? If the answer is none, you’d do well to adopt staffing agency specific software.

Even if you are using a program, you might want to review its features and capabilities. How old is it? Can it help you search candidates by keywords or other filters? If not, it’s time for an upgrade to the latest in applicant tracking systems.


4. Spread Your Net Wider

Where do you post open positions with your staffing firm? If the answer is LinkedIn alone or the generic job boards, you may have found the reason you can’t seem to find the right candidates.

Take a look at more specialized job boards if you need skilled workers in particular fields. You might also want to widen your networks, posting to more social media channels or other online forums. Even heading out to a local job fair or university campus could help you find more of the right people.


5. Use Better Screening Techniques to Sort the Best from the Rest

The final thing you can do to help your staffing firm find more of the right candidates is to improve your screening efforts. You may actually be finding the right candidates, but they’re awash in a sea of underqualified applicants.

Better screening can help you sort the best from the rest when you receive too many applications.

If you’re still struggling to find the people you need, talk to the experts at a back-office service provider. They can help you by taking some of the administrative burden, leaving you free to focus on people.


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

5 Reasons Hiring a Back Office Services Provider Is Worth the Cost

Posted by Corinne Camara

|

Nov 26, 2018 9:00:00 AM

5 Reasons Hiring a Back Office Services Provider Is Worth the CostAs a business owner, you keep a careful eye on your expenditures. Overhead costs can make or break your company, which is why you try to keep costs as low as possible and reasonable. Additional costs can cut into your profits, which is another reason you want to avoid them.

It’s one of the reasons you’ve hesitated to outsource any of your business processes, including human resources functions like payroll, compliance, and other administrative tasks. You have a talented team of HR professionals working for you anyway, so you’re sure they can handle it.

Take a good look at your operations, however, and you’ll start to see numerous reasons engaging a back office services provider is more than worth the cost.


1. You Need Flexibility to Fuel Growth

The staffing industry in Canada is growing exponentially right now. Many firms have found it necessary to expand in order to accommodate the demand created by the gig economy.

In order to fuel this growth in your own staffing agency, you need flexibility in almost every aspect of your business. One of the most difficult to come by is cash flow flexibility.

You need cash flow flexibility in order to finance your growth. A back office services provider can help you achieve this by providing additional financing options.


2. You’re Having Trouble Keeping up with Compliance

Government relations is another area in which you could benefit from a back office services provider. You may not have the expertise on your own to deal with the various government agencies you’ll be required to interact with.

You also may find it difficult to keep up with changes in government legislation. A back office services provider can help you monitor compliance, advise you of changes, and even help you plan policy changes to ensure your business is compliant.


3. You Need Guidance as You Expand

Are you looking to expand your business into a new province or territory? It’s an exciting opportunity, but you may quickly find you’re a bit out of your depth.

There are many differences in provincial jurisdictions to be aware of, so you and your HR team may find yourselves learning and re-learning employment law each time you enter a new provincial market.

Let a back office services provider guide the way as you move into new territories and provinces. Their expertise can help you avoid costly mistakes.


4. You Want to Streamline Your Processes

Another reason back office services providers are more than worth the cost of services is that they can actually help your business become more efficient. They often provide technology designed to ease workflows, making time-intensive tasks simpler and easier to complete than ever before.

Since they also have experts on staff, they can help you avoid costly mistakes. Their knowledge will help you streamline and complete tasks more efficiently than ever before.


5. Your HR Team Might Be Costing You More Than You Think

Many business owners opt to keep their back office administrative tasks in-house because they believe it’s more cost efficient. If you sat down and crunched the numbers, would the reality line up with this expectation?

For many businesses, the answer is no. Inefficiencies in processes, software, and even staff can mean your HR team costs more than you think it does. At the end of the day, the more economical option might actually be partnering with a back office services provider.

Working with a back office services provider might seem like an unnecessary expense, but more often than not, it truly is the more economical option. You can actually increase your revenue as you turn your attention back to other tasks that will fuel growth.


running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Back Office Service Provider

Is Your Staffing Agency Compliant?

Posted by Chelsea Henry

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Nov 21, 2018 9:00:00 AM

 

Is_Your_Staffing_Agency_CompliantAs a staffing agency owner, there are many tasks you need to look after. The administrative work of the agency is often a full-time job. If you’re busy enough, it may even be enough to keep two or three people occupied on a full-time basis.

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One of the most time-intensive tasks you need to look after is compliance within the agency. Staffing firms need to remain compliant with all of the rules and regulations around employment, including safety laws, legislation regarding vacations and leaves, and so much more.

Compliance is more important than ever before, partially because of an overhaul of provincial employment legislation. Several provinces have made major updates to their legislation in the past 12 months, and it seems likely more changes are coming.

As these changes come into play, it’s a good time to take stock of compliance in your organization.


Is Your Staffing Agency Insured?

One of the first things you’ll want to look at is your insurance needs. Most agencies require general liability insurance, which protects you if something goes wrong at the worksite, or if a client suffers damages or losses and decides to sue.

You might also want to look into specific types of business insurance, which can help you protect your agency in a number of different scenarios. One example might be commercial auto insurance if employees drive company vehicles.

You should also be working with the workers’ compensation board in your province or provinces of operation. You’ll want to be sure you’re making applicable contributions from payroll to cover insurance in the case of a worker accident or injury. This is all the more important in light of new rules about your legal liability in these situations.


Are You in Line with All Pay Requirements?

There have been many changes to things like minimum wage, vacation pay, and holiday pay in some provinces recently. Now is a great time to check and ensure your staffing agency is still complying with all the of the rules.

Ontario, for example, introduced a new holiday pay scheme in early 2018. This was rolled back in May 2018. The new provincial government is supposed to study the issue and make recommendations, so the formula for calculating holiday pay in Ontario may be changing again.

If you’ve recently expanded to a new province, you’ll want to be sure you’re in line with their regulations about calculating various types of pay.


Are You Offering Training?

Most provinces have requirements for you to provide some forms of training to employees, and training requirements may vary from job site to job site. You should be providing all candidates with information about their rights, safety measures they should be taking, and how to deal with an accident or injury.

This kind of information is especially important for young and vulnerable workers who may need additional support.

Compliance is clearly an important part of running a successful staffing agency. Keep an eye on it, and you’ll be in a better position.


7-questions-independent-recruiters-need-to-ask-before-placing-their-first-contract-roles

Topics: Compliance and Legislation

5 Signs It’s Time to Expand Your Staffing Agency

Posted by Karen McMullen

|

Nov 19, 2018 9:00:00 AM

5_Signs_It_s_Time_to_Expand_Your_Staffing_AgencyYou’ve been running your staffing agency quite successfully. Whether you’re in your first year of operation or you’ve been operating for several years now, your clients are happy and job seekers keep coming back for more work.

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Things may not be running quite as smoothly as you’d like, however, but you shouldn’t take the following signs as indicators of failure. In fact, if you notice any of these five signs around your business, it’s time to take the initiative and expand your agency.


1. Your Staffing Agency Clients Aren’t Finding the Talent They Need

There’s a difference between clients who are unhappy with the candidates you place, and those who are unhappy because some of the roles they have open remain unfilled.

In the latter case, there could be a few factors at work. You may not have the right people to fill these roles, or you may not have a large enough pool of job seekers to fill all the open roles your clients present to you.

In either case, it’s time to expand your staffing agency, so you can optimally fill these roles for your clients.


2. Your Clients Are Expanding Their Operations

Another sign it’s time to consider expanding your staffing agency is when your clients are expanding their operations. If your clients have more roles opening up, they may have more work for you in the coming months.

This also applies when your clients move into new locales. Is someone opening a branch office in another city, another province, or into the US? It might be time for you to expand as well.


3. Your Client Pool Keeps Expanding

You find yourself receiving queries from people your clients have recommended you to. They might be located in different parts of the province or country. You just may not have the capacity to serve them at this time.

As you add more clients and receive more recommendations, the chance you’ll need to expand the agency’s operations grows as well.


4. Your Clients Want More Services

Smaller staffing agencies, particularly independent recruiters, often provide permanent staffing services. They may not provide fixed contract services, in part because of the additional administrative workload that comes with it.

If your clients keep telling you they’d love to work with you or hinting they’d purchase fixed contract recruiting services from you as well, it might be time to expand the agency in this direction. This can help you expand the agency overall as well. You’ll be able to reach more clients with more diverse needs. In turn, you can better serve the market.


5. You’re Falling Behind on Administrative Work

Internally, as you’ve taken on more clients and need to fill more roles, you’ve started to see some strain in the office. Your staff members have too much on their plates. You can’t find enough candidates to fill all of the positions you have open. Important activities are being pushed to the wayside.

It’s time to consider expanding the agency. In this sense, it could mean bringing on additional help, or it may be time to hire and add to your own team. If the office is feeling a little cramped already, it might be time to expand into a new office space as well.


How Can You Streamline Expansion?

One reason you might be hesitating about expansion is that you know it can be a painful process. At the end of the day, a growing business is a good thing, but the “growing pains” can cause headaches.

One easy way to streamline your staffing agency expansion activities is to partner with a back office service provider. They can help you manage the administration, so you can get back to the other important tasks involved in growing your business.


how-tse_s-back-office-support-helped-a-staffing-agency-expand-nationally

Topics: Staffing Agency

5 Ways Your Staffing Firm Is Stuck in the Past

Posted by Stacey Duggan

|

Nov 14, 2018 9:00:00 AM

5_Ways_Your_Staffing_Firm_Is_Stuck_in_the_PastOne thing that can prevent a firm from reaching its true potential is outdated policies, practices, and technology. It might be time to update your staffing firm and bring your business into the modern era. You may have been avoiding updates for any number of reasons. Maybe you were unsure about what was a trend and what was here to stay, or perhaps the costs of installing new technology were daunting.

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In any case, if you happen to notice any of these five signs around your business, it’s time to modernize.


1. Your Staffing Firm Doesn’t Use Staffing Agency-Specific Software

Technology is both boon and bane for many business owners, and those in the staffing industry are no exception. Using the right technology, you can accomplish so much more. Staffing agency-specific software can help you automate tasks and accomplish more in less time.

Many agency owners shy away from this technology, however, because they believe it’s too expensive for them. As it turns out, staffing agency-specific software is often economical. It more than pays for itself by providing you with cost savings and efficiencies.


2. You Don’t Offer Fixed-Contract Services

In the past, many smaller agencies and independent recruiters could get by with permanent recruitment services. In fact, that’s most of what recruiting was but a few short years ago.

Today, however, the market has shifted dramatically. More employers and job seekers are hoping to take advantage of the gig economy. In turn, this means more people are searching for fixed-contract services.

If you don’t offer fixed-contract services yet, your staffing firm is behind the wave. It’s time to get on board and offer your clients what they want.


3. You’re Not Marketing Your Firm the 21st-Century Way

In the past, recruiters and staffing agencies didn’t need to put as much thought into their marketing plans. That was partially because the demand for services was much smaller, and competition wasn’t nearly as fierce as it is now.

The growing demand for recruitment services has made it vital for staffing firms of all sizes to ensure they’re marketing.

One of the best ways for you to market is to get online. Whether you’re using social media or using search engine marketing, you can find economical ways to get the word out about your agency.


4. You’re Not Following Trends in Recruitment

As a recruiter, it’s your job to stay on top of trends. Like any other sector, there are trends in recruitment. The expectations for resumes and job-seeker skills change over time. The best practices around screening and writing job descriptions are also changing.

Have you stayed up to date, or are you using outdated techniques and tactics? Do some online research to get caught up on the latest trends. You’ll be able to source candidates more quickly and easily.


5. Your Compliance Needs Some Work

Another area you need to stay on top of is compliance. It can be difficult to keep up with all of the changes to legislation. You’ve likely heard about the major changes to labour laws sweeping through various provinces, but other, smaller changes may have been missed.

It’s time to go over your compliance and ensure you’re up to date. It’s also a great time to look at the process you use to make sure you’re staying compliant.

If you see any of these five signs, it’s time to take action and start updating your staffing firm today.


running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Staffing Agency

7 Factors That Are Stopping You from Growing Your Staffing Agency

Posted by Mai Dowdie

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Nov 12, 2018 9:00:00 AM

7_Factors_That_Are_Stopping_You_From_Growing_Your_Staffing_AgencyIt’s no secret that the staffing industry is experiencing exponential growth in Canada right now. With both employers and employees seeking more flexible working arrangements, the gig economy has been growing, and staffing firms have been benefiting.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

If you run your own staffing agency, you might be wondering why you have yet to reap the benefits of this massive amount of growth in the gig economy. It turns out, there could be a few things preventing you from efficiently growing your agency.

Take a look at your business. If you notice any of these seven factors, it’s time to make a change to start growing your staffing agency again.


1. Growing Your Staffing Agency Is Easier with a Back Office Service Provider

This is usually the most challenging factor when it comes to growing your staffing agency. You want to grow the agency and provide more services to your clients, but that means more administrative work, more payroll, and more compliance checks.

How are you supposed to get all of that done with so few hours in the day? Expanding your agency requires a little help from the professionals. Team up with a back office service provider to help ease the growing pains and simplify administrative tasks.


2. You Aren’t Sure Where to Source Candidates

Another thing that might be preventing you from growing your staffing agency is a lack of candidates. If you don’t have enough candidates to fill open positions for your clients, your clients will take their business elsewhere.

The job market right now is incredibly competitive, thanks to low unemployment rates. There are talent shortages in almost every industry. You need to know how to source candidates efficiently and effectively.


3. Your Marketing Plan Needs Work

Your staffing agency could benefit from some additional marketing, but you just don’t have the time to put into it. Perhaps you believe marketing is ineffective. Your business will sell itself.

There’s an easy fix for this issue. All you need is a marketing plan. If you already have one, but it’s not quite cutting it, take a look at some simple tweaks to help you get more out of it.


4. You Aren’t Using the Right Software

Another thing that may prevent you from growing your agency at the rate you want to is the software you use around the office. Are you using an applicant tracking system (ATS) to help with the screening and hiring process?

It could be time to invest in software designed specifically for staffing agencies. With the right software, you’ll be more prepared to meet the challenges of growing a staffing agency.


5. The Bank Won’t Give You Another Loan

Did you know bank loans aren’t always the right choice for financing your agency’s activities? It’s true. Financing can come from many different sources, and some of them are more flexible than a bank loan.

Check out your options and consider whether a bank loan is truly the right choice for your staffing agency. There may be other avenues open to you that can provide you with the resources you need to expand, such as payroll funding.


6. You Can’t Find Clients

Another challenge can be finding clients. Since the market is growing, there’s competition between many different staffing firms. Smaller agencies often struggle against larger, national firms.

The right combination of technology and people can help you find more clients and compete with larger firms.


7. You Need to Do Some Hiring

Do you have the people you need on staff? A growing staffing agency requires many helping hands. It could be time to hire a few more people to assist you.

These are all relatively common challenges to growing your staffing agency. Luckily, they’re all easily overcome.


running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Staffing Agency

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