The Staffing Edge Blog

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What Contract Staffing Firms Must Know about Statutory Holiday Pay

Posted by Chelsea Henry

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Dec 13, 2017 9:00:00 AM

What Contract Staffing Firms Must Know about Statutory Holiday Pay--.jpgContract staffing firms have it made right now, as workforce flexibility is desired by both clients and candidates. But before you can see steady growth as the go-to source for contract staffing, you must ensure payroll compliance is up to par. If you’re not careful, you could find your firm stuck in a pattern of “one step forward two steps back” with the CRA.

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A good example of what can trip up your compliance is statutory holiday pay. Independent contractors are governed according to a different set of rules than employees are when it comes to public holidays, and Canada has quite a few of them. And with different holidays recognized in different provinces, you’ll want to be sure you have the rules straight before you’re blindsided.

Check out our roundup of what contract staffing firms must know about statutory holiday pay.

Proper Classification Determines Holiday Pay

First off, you need to be aware of the fact that independent contractors, being self-employed, aren’t paid statutory holiday pay. An independent contractor can work holiday pay into their pricing for their contracts, but their clients don’t have to pay because they aren’t on their payroll. This situation can turn murky fast, however, if you’ve misclassified your independent contractor. 

Make sure you use CRA’s four-point test (control, ownership of tools, business risk, and integration of activities) to make sure you’re dealing with independent contractors, not employees. According to the CRA, independent contractors might still be considered employees even if they’ve agreed to contracts, submit invoices, and use their own tools. If you fail the four-point test, then the onus is on your firm to pay them any statutory holiday pay earned. 

Misclassification, whether willful or accidental, comes with legal consequences, in addition to liability to pay holiday wages. But what exactly would you have to pay your contractors if they did prove to be misclassified?

Qualifications for Typical Statutory Holiday Pay

For an employee, public holiday wages are based on their regular wages earned plus vacation pay, payable within four weeks before the workweek in which the public holiday occurred. This amount divided by 20 is the employee’s entitlement. An employee must meet certain qualifications to earn this entitlement, however. 

To qualify for stat pay, an employee must follow the “Last and First Rule.” The rule states an employee must complete their last shift scheduled before and after a public holiday. If the employee fails to do work one of these days or both, they don’t qualify for stat pay. 

Two notable exceptions to this rule include when an employer agreed to let an employee take the day off prior to the public holiday and when employees worked their scheduled shifts before and after a public holiday but were on vacation, leave, or laid off. In some cases, an employee will be entitled even if they fail to work the first or last day before the holiday but have a proven reason for the time off.

Avoid Compliance Woes with a Back Office Solutions Provider

What you need to keep in mind regarding all the above is that if your independent contractors are misclassified and you fail to pay their statutory holiday pay, that amounts to wage theft. Your contract staffing firm’s reputation is at stake. Your resources could inevitable dwindle due to any fines imposed by the Ministry of Labour or CRA.

Your contract staffing firm has major potential to unlock a lucrative revenue stream in Canada’s ongoing gig economy. Your potential growth may be stunted, however, if you fail to properly classify your workers. Consider engaging compliance experts who have decades of experience in keeping pace with Canadian business legislation. You’ll be saving your business’ reputation and ensuring your skilled contractors are served fairly!

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Payroll

Think Adding Temp Staffing Is Too Hard? Think Again

Posted by Anna Mastrandrea

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Dec 11, 2017 9:00:00 AM

Think Adding Temp Staffing Is Too Hard Think Again---1.jpgAt this point in 2017, it’s hard to remain unaware of how the gig economy has reshaped the job market. Not only is it a skilled candidate’s market out there, there are also many companies that are starting to prefer hiring temporary workers over permanent employees. Sounds like an equation ripe for a staffing firm’s growth, right? Yet there are many firms (perhaps yours is one them) that believe adding temp staffing is too difficult.

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We’re here today to help dispel any misconceptions you might have about offering temp staffing services. Now is the best time to add temp workers to your recruitment offerings. Read on to learn about just how viable, not to mention lucrative, temporary recruitment truly is for your staffing business!

Administration Doesn’t Have to Be a Headache

One of the most prominent sources of doubt staffing specialists harbour about temp staffing is the challenge it presents for administration. Since most placements for temp workers are short, you must deal with the ongoing administration of onboarding and offboarding new workers.  

But the thing about temp admin is that there’s specific proprietary software that’s built to streamline all of that. Automating admin tasks is one of the key strategies staffing firms have been implementing to stay competitive in 2017, as it maximizes their budgets and optimizes their efficiency.

Some firms even partner with the vendors of their proprietary software, giving them ready access to HR, payroll, and compliance experts as well as payroll financing.

Worker Classification Is Simpler Than You Think

It’s understandable that your staffing firm might be wary of offering temp workers. Temp workers can be potentially risky regarding classification, but only if you’re not aware of best practices for determining whether you’re dealing with independent contractors or employees.

The CRA has developed a four-point test for determining worker classification. These four factors are as follows:

  1. Control: If the schedule, workplace, and the manner of the work done is controlled by the payer, then you have an employee, not an independent contractor.
  2. Ownership: Independent contractors supply their own supplies and tools.
  3. Risk: Perhaps the most important factor, an employee is guaranteed to profit from their work, while independent contractors take the risk of losing out if their placement goes poorly.
  4. Integration: This last factor is more subjective to the opinion of your CRA auditor, but generally a worker is classified as an employee if their activities are integrated with their payer’s. An independent contractor is acting independently.

More details on how to determine the differences in worker classification are offered in CRA’s RC4110 document.

What’s more, you can outsource compliance to a back office solutions provider to solve this issue.

Workforce Flexibility Is Your Greatest Asset

You might be thinking that this era of precarious work is only offering more problems than it’s solving regarding sourcing skilled talent, but it’s actually the opposite case. Due to the workforce being made up largely of millennial candidates and the unpredictability of the market, both veteran and new grad candidates often prefer temp work to achieve a better work-life balance. Many of your clients and leads also prefer a flexible staffing solution as well.  

Temp staffing offers your clients appropriate manpower for their busy and slow seasons, and gives them a greater command of their budgets. You’ll find that if you don’t offer temp workers, you could start losing some of your long-term clients to firms with more diverse solutions.

Being capable of providing a solution that is in demand in the gig economy opens the doors for your staffing firm to grow rapidly. And with effective back office solutions available to handle the trickier aspects of temp staffing, there are virtually no barriers to adding these services to your firm’s offerings.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Contract Staffing Agency

What Staffing Agencies Should Know about Ministry of Labour Blitzes

Posted by Stacey Duggan

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Dec 8, 2017 9:00:00 AM

WhatStaffingAgenciesShouldKnowaboutMinistryofLabourBlitzes.jpgStaffing agencies, especially the newer ones on the block, can often run into trouble trying to keep up with changes in Canadian government policy. If you own a foreign staffing firm opening new branches in Canada, compliance can be much more difficult to navigate. Remaining compliant is vital if you want to avoid detrimental setbacks like heavy fines and prosecution.

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All staffing agencies should be prepared to be inspected by Canada’s ministry of labour for compliance. Every year, the ministry carries out what it calls “workplace inspection blitzes” to determine whether businesses in various industries are upholding their workers’ rights and safety. While businesses are given fair warning about the timeframe of a blitz, the recruitment industry relies on compliance.

Continue reading if you want to ensure your staffing agency is prepared for a blitz.

Thorough Investigations

Noncompliance affects the morale and safety of your workers, which in turn impacts the overall success and efficiency of your organization. A lack of efficiency in staffing agencies is particularly noteworthy because, as staff performance levels are reduced, it becomes more difficult to catch up with more established staffing agencies.

LinkedIn’s 2017 survey of 2,000 industry professionals has established that, while the budgets of recruitment businesses are going up, competition is becoming fiercer as well. Staying compliant allows firms to maximize their budgets as well making sure they do right by their workers.

The ministry’s blitzes are thorough and account for violations of both the Occupational Health and Safety Act (OHSA) and the Employment Standards Act (ESA). The last “zero tolerance” blitz enforced in Ontario in March 2017 targeted 103 workplaces and found that only 28 of them were fully compliant.

Common Crime and Punishment

The March 2017 blitz discovered that the most common cases of noncompliance were overworking employees, omitting public holiday and overtime pay, and poor recordkeeping. The ministry stated the recovery of $125,267 in unpaid entitlements. In addition, 42 employers were fined anywhere from $250 to $300.

Ontario’s ministry has reported that, since 2015, the number of executives who have been prosecuted has gone up by 40 percent. The ministry is seriously cracking down on bosses who don’t take employment standards and regulations to heart.

These findings by the ministry are illuminating to say the least. The staffing industry has long had troubles with recordkeeping, and newer firms often contend with mountains of paperwork before they can successfully launch. With compliance measures like blitzes and punishments for noncompliance becoming stricter each year, and with good reason, staffing agencies need to ensure they are compliant from the start.

Year-Round Inspection

Blitzes are meant to be proactive and crack down on noncompliance in high-risk sectors as well as sectors that have a history of noncompliance and employ vulnerable workers. Even though you are fair to all your candidates, they are considered vulnerable as temporary workers.

Blitzes aren’t meant to catch employers unaware; they are a necessary measure to protect workers’ rights and safety. Blitzes are also a good reminder of how easy it is for an industry like staffing to let its compliance slide due to lack of administrative diligence.

To ensure you’re staying on top of your back-end duties, regardless of whether it’s related to payroll, records of employment, or taxation, you should outsource your administrative duties. There are experts who can handle all the paperwork you need to keep compliant and even software that can streamline admin to the point of making your entire operation run much smoother.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

How the Ontario Government Is Cracking Down on Misclassifying Workers

Posted by Karen McMullen

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Dec 6, 2017 9:00:00 AM

HowtheOntarioGovernmentisCrackingDownonMisclassifyingWorkers-1.jpgAs of May 30th of this year, the Ontario government has announced its plan to put in place The Fair Workplace, Better Jobs Act, 2017. This act makes several amendments to the previous Employment Standards Act, 2000, including increases in minimum wages and different standards for scheduling, leaves of absence, and personal emergency leave.

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But among the many changes the government is planning to enforce as of January 1st, 2018, there’s one employment law new staffing firms must be aware of. The employee misclassification law. With the new Employment Standards Act (ESA), the Ontario government is cracking down on employers misclassifying workers as “independent contractors.”

If you want to avoid serious penalties due to the ESA 2017 related to misclassifying workers, read on to learn what this new law entails.

To Ensure Fair Treatment

The initial announcement of the new ESA by the Ontario government states that its intention for enforcing the employee misclassification law is to prevent employers from mistreating their employees. Studies have been conducted on the matter of classification. They have concluded that, in many cases, employers have purposely classified their employees as “independent contractors” so they were unprotected by the previous ESA.

Under the new ESA, the definition of an employee is as follows: “a person who receives training from a person who is an employer, if the skill in which the person is being trained is a skill used by the employer’s employees.”

The new ESA also prohibits the classification of “dependent contractor” to be conflated with the current broad definition of employee for similar reasons. Employers who do classify their workers as independent contractors are responsible for proving that they fit the definition of said term.

Penalties for Misclassifying Workers

The penalties for misclassification under the new act are steep and include prosecution, public disclosure of a conviction, and monetary penalties. While these penalties are certainly avoidable for established Canadian businesses and startups, they could be crippling to new foreign businesses.

For instance, let’s say you own a U.S. staffing firm business looking to expand into Canada. There are already more than a few obstacles you’ll face regarding how payroll is handled in Canada versus the U.S. Noncompliance is the fastest way to see your hard efforts go up in smoke, especially if it concerns the improper treatment of employees.

While your staffing firm is probably not out to mistreat its staff or candidates (who in many cases really do fit the definition of independent contractors), you still run the risk of noncompliance. This situation could happen if, for example, you don’t have proper paperwork or lack a sufficient client relationship management system to store up-to-date information on your staff, candidates, and clients on record.

Misclassification Doesn’t Have to Be an Issue

Even if it’s a simple clerical error because of different understandings of employee classification in different countries, you’ll want to avoid misclassifying workers at all costs. Another reason for the amendments to employee definitions in the new ESA is that the status quo of work in Canada has changed. Now more than ever, the Canadian economy is one that relies on “precarious work” or the “job churn.”

In a gig economy, those who are genuinely temp workers and independent contractors don’t often have access to benefits, vacation pay, or other considerations permanent employees have. The government of Ontario is cracking down on misclassifying workers so employers don’t exploit loopholes that existed in the previous ESA.

That doesn’t mean new staffing firms and temp agencies (especially foreign firms) should suffer due to the new amendments to the ESA if they aren’t aware of the changes being made. There are ways to start a successful staffing firm by outsourcing your administrative tasks to experts who know Canadian business laws thoroughly. Don’t take chances; your staffing firm deserves to shine!


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Worker Classification

How Are Employers Liable for Independent Contractors?

Posted by Chelsea Henry

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Dec 4, 2017 9:00:00 AM

HowAreEmployersLiableforIndependentContractors.jpgCanada’s current job market relies on independent contractors. Such work is even expanding to sectors that were thought to be accepting only of full-time employees, like the medical field. This is good news for new staffing firms looking to unlock a lucrative revenue stream with contract staffing.

If you are looking to place independent contractors, however, you’ll need to ensure you have a solid grasp of Canada’s employment standards. As of 2018, Ontario is planning to put stricter penalties in effect regarding misclassification of employees as independent contractors.

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With the above in mind, we’ve put together a short primer on how employers are liable for independent contractors. Read on for the most impactful notes to account for.

Willful Misclassification

Although there are instances where employees are misclassified as independent contractors, the 2018 employment standards seek to address employers who willfully misclassify employees. Some employers see benefits in willful misclassification, including (but not limited to) not having to provide benefits and employment insurance and contractors being responsible for their own tools and taxes.

Misclassification is against the law in Canada, whether accidental or willful, however. And with the proposed changes to Ontario’s employment and labour laws, those who cannot prove their independent contractors aren’t employees will be subject to prosecution, public disclosure if convicted, and steep fines.

Employee Vs. Independent Contractor

There’s no need to fret over misclassification if you’re clear on the differences between what constitutes an employee and an independent contractor. According to Ontario’s government, the key defining characteristics of an independent contractor are:

  • Near or full responsibility for their tools and equipment
  • Workers are responsible for their profit/loss as they are in business for themselves
  • Worker determines how and where the contract is completed
  • Worker has the ability to subcontract for part of the work
  • The business can terminate the contract with the workers but can’t discipline them

If the contractor-employee boundaries are crossed, you can be held liable for independent contractors regarding taxes (if unpaid), wrongful dismissal, benefits, and more.

To avoid disputes regarding independent contractors, your firm must be vigilant about compliance.

How Back Office Experts Prevent Legal Trouble

Another noteworthy detail of Ontario’s changes to its laws about misclassification is that companies are now advised against using dependent contractors as an intermediary category of workers. There have been legal disputes in the past regarding this grey area, with one couple suing for wrongful dismissal resulting in $125,000 paid out.

You know more than anyone as the head of a staffing firm how much it costs to run such a business. You must account for the costs of payroll, government remittances, and administration duties. Compliance is perhaps the most time consuming of admin duties, with the proposed changes to Ontario employment laws being just one example.

Outsourcing compliance to a back office solutions provider goes a long way towards helping you stay compliant with legislative changes. While you are liable for independent contractors and responsible for staying up to date on legislation, a back office solutions provider can advise you and update you the moment there’s a new change.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Worker Classification

How a MOL Blitz Can Affect Your Staffing Firm

Posted by Laura D’Andrea

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Dec 1, 2017 9:00:00 AM

How a MOL Blitz Can Affect Your Staffing Firm--.jpg

The Ministry of Labour conducts workplace inspection blitzes throughout the year as part of the “Safe at Work Ontario” compliance strategy, which according to Workplace Safety & Prevention Services is, “designed to raise awareness and increase compliance with health and safety legislation.” What do these MOL blitzes mean for your staffing firm and how can you be prepared for when they visit you?

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What Is a Ministry of Labour Blitz?

MOL blitzes focus on sector-specific hazards and concern a wide range of programs. From basic employment standards to health and safety requirements, MOL blitzes seek to protect workers’ rights under both the Occupational Health and Safety Act and the Employment Standards Act, and enhance employers' awareness of their responsibilities. The focus of MOL blitzes and initiatives are announced ahead of time, but individual workplaces are not identified in advance nor are they given notice.

Health and safety in the workplace is addressed by MOL blitzes and initiatives that aim to raise awareness of workplace hazards. This includes issues such as falls, slips, and trips and, notably, new and young workers. If your client has recently staffed summer students or season workers, they may be subject to an MOL blitz where inspectors will be looking for adequate training, orientation and supervision, and safety measures and procedures within the workplace.

MOL blitzes and initiatives also check that employers across the province are upholding employment standards. Inspections may occur regarding issues such as: minimum wage rates, work hours, overtime, holiday pay, and statutory holidays. As the number of people working rises, it is important to fairly and accurately compensate staff within the workplace for the work they do. As a staffing firm, it is paramount to make sure that the quality of employment of your clients and staff are protected.

What Does This Mean?

MOL blitzes target workplace hazards that can lead to high-cost injury claims that have severe ramifications for both the workplace and your staffing firm. Any claims that result from injuries that cause fatalities or long-term and/or chronic disabilities are passed along to employers in the form of higher WSIB assessments, insurance premiums, lost time, and lower productivity. Moreover, as a staffing firm, placing staff into a potentially unsafe work environment reflects badly on your clients and on your business.

What Can You Do?

As a successful staffing firm, you need to ensure that client’s workplaces are not only safe and properly documented, but that the temporary workers you manage know their rights, have the proper qualifications, and have signed the appropriate documentation. Workers must be aware of the duties of their position, so they don’t take on more than they are qualified for, and know that they have the right to refuse unsafe work.

Ignorance is not an excuse and being proactive and seeking help from the professionals is the best way to be ready for a MOL blitz. Identify the potential hazards in your client’s workplace yourself and establish a plan for how to approach any injury or illness. Having a well-documented health and safety program visibly in place is essential to safeguarding both your client and your staffing firm. Find out what exactly needs to be done to ensure compliance before the inspector arrives and considering performing a spontaneous audit on the workplace yourself.

If the workplace is targeted for a MOL blitz, work with the inspector and comply in correcting any deficiencies identified by the MOL inspector. Workplaces must allow the MOL inspector into the workplace and during the blitz campaign, inspectors have been instructed to take a zero-tolerance approach, meaning that if a workplace is found to be non-compliant, the MOL will prosecute in some way. This may extend to both your client’s workplace and your staffing business, too.

Make sure your staffing firm is prepared for the 2017-2018 Ministry of Labour blitzes.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

Staffing Agencies: Get Familiar with the 2017 MOL Blitz Schedule

Posted by Stacey Duggan

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Nov 29, 2017 9:00:00 AM

Staffing Agencies Get Familiar with the 2017 MOL Blitz Schedule--.jpg

The health and safety of employees should be the top priority for any Canadian employer. In 2015, 852 Canadians died while on the job due to workplace accidents. Workplace injuries are detrimental to the employees and they impact the company as a whole. In 2015, businesses lost over 232,629 hours of labour, due to injured employees requiring time off. Unsafe working conditions therefore are harmful to both the employee and their employer.

Download our free guide on everything you need to know about starting a  successful staffing firm.

To help ensure the safety of workers, the Canadian Ministry of Labour (MOL) has arranged for a variety of blitz inspections to occur between April 1, 2017, and March 31, 2018. These blitzes will take into account health and safety compliance in addition to employment standards. It’s important for companies and staffing agencies alike to get familiar with the 2017 blitz schedule and prepare for the possibility of inspection.

Who’s Being Inspected?    

To keep the element of surprise on their side, the MOL has not released which companies will be inspected. This will ensure businesses are not forging their working conditions for inspection, but instead stay up-to-regulations at all times.

Instead, the MOL has released a schedule of the various industries that will be under scrutiny, so that companies within those industries will have a general idea of when an inspection could occur.

The 2017-2018 blitzes will focus on companies and industries that are more likely to experience workplace injuries. This can include companies that:

  • have a history of previous violations;
  • employ new, young, and temporary foreign workers, and those in non-standard or precarious work;
  • are quickly expanding, hiring a growing number of employees.

What Is the MOL Looking For?

The objective of these inspections is to ultimately raise awareness for health and safety compliance among high-risk industries in Canada. In order to do so, the MOL is looking to ensure businesses are compliant with the Occupational Health and Safety Act (OHSA) and the Employment Standards Act (ESA).

The MOL wants to see that companies have taken direct initiative in aiding to prevent workplace injuries. They are looking for companies that have successfully implemented employee training programs and detailed policies and procedures relating to health and safety.

Additionally, the MOL is also looking to see improvements from companies that have had previous blitz discrepancies. They are looking to observe the changed conditions in the industry records of companies that have had previous issues, and ensure all hazards relating to the blitz are no longer present.

Aside from health and safety, the blitzes are also looking to ensure workplace employment standards compliance including:

  1. minimum wage;
  2. working hours;
  3. overtime compensation;
  4. holidays; and
  5. paid vacations.

How Can Companies Prepare?

These blitzes are not meant as a malicious attempt to destroy the reputation of any companies, but instead ensure health, safety, and wellbeing of all Canadian workers. They are not designed to punish compliant companies, which means that there are steps companies can take in order to pass their inspections with flying colours.

To pass their inspections, companies should:

  1. review the OHSA and ESA to ensure they are complying with all relevant rules and regulations;
  2. put in place a workplace safety program (if they haven’t already); and
  3. ensure all proper documentation is prepared in an orderly fashion.

Staffing agencies should be aware of the 2017-2018 MOL blitz schedule in order to stay on top of changes in health and safety regulations. This will allow for staffing agencies to properly advise their clients of any and all regulations they should be aware of, or changes that need to be made. Staffing agencies that require further information are encouraged to seek the services of a back office solutions provider who can provide them with all the necessary information they require to make informed business and client decisions in light of these inspections.

 Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

3 Best Practices of the Staffing Industry

Posted by Karen McMullen

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Nov 27, 2017 9:00:00 AM

3BestPracticesoftheStaffingIndustry.jpg

The staffing industry is thriving right now, what with the gig economy being the new normal and a wave of new grads now trained and ready to hit the market. There’s no mystery as to why many new staffing firms are appearing in Canada. But with so much competition for the same group of skilled candidates, you have to wonder how the top staffing firms successfully provide placements year-round.

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The truth of the matter is this: If your staffing firm follows a critical set of best practices, success is all but assured. Curious as to which best practices drive the staffing industry and its top firms? Read on for three best practices.

1. Automation

You might be feeling like you’ve had an earful about digital transformation at this point, but here’s the thing: Digital transformation is a process. A common misconception about digital transformation is that the phenomenon is a “one-and-done” deal, where you transform whatever aspects of your administration need it and then continue with business as usual. For the staffing industry especially, digital transformation is a process that must optimize both front- and back-end operations on a continuous basis.

When you automate time-consuming tasks like data entry for applicant and client profiles, that helps your recruiters become more efficient. However, it doesn’t account for how your back office might be affecting your firm’s performance levels. Automating your back office with software that can handle tasks like payroll, government remittances, and compliance is critical.

Holistic automation is a best practice of the staffing industry because it acknowledges how back- and front-end operations feed into one another. Automation maximizes your budget and your efficiency at the same time.

2. Perpetual Compliance

The second of the staffing industry’s best practices might sound farfetched to you. If you know a thing or two about how complex Canadian compliance can be, then you might even say it’s impossible to keep a new staffing firm wholly compliant.

You can achieve perpetual compliance if you outsource back office duties to specialists. Not making compliance a priority for your firm is very risky; you can be fined for late remittances, employee misclassification, and more.

By outsourcing to a back office solutions providers, you’ll partner with compliance experts who can ensure you’re always compliant. This expert help can go a long way to helping you succeed in the staffing industry.

3. Mobile and Social Recruiting

These days, most recruiting activities occur via mobile and social media networks. Remember that new wave of skilled new grads we mentioned above? Most of those candidates can be scouted on social media, whether it’s Twitter, LinkedIn, or Google+ to name just a few.

To capture the millennial market, your firm should ensure its online marketing strategy is top notch. Make sure your website and applicant portals are mobile-responsive in design and create accounts on popular social media sites. Recruiting in the internet age is about attracting candidates to you, not the other way around.

Keep on top of these three best practices to become one of the top firms in the staffing industry!


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

How to Hire Staffing Leaders in a Competitive Market

Posted by Ray Gonder

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Nov 24, 2017 9:00:00 AM

HowtoHireStaffingLeadersinaCompetitiveMarket.jpg

Your up-and-coming staffing firm needs to hire recruiters who capable of handling today’s competitive market. Those we can call staffing leaders are those who, in addition to being experts in recruitment, are innovators and big-picture thinkers.

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It can be a challenge to find and hire staffing leaders, especially as the owner of a small agency. Other, more established firms are on the lookout for such recruiters too. To hire the staffing leaders you need to succeed before your competitors do, use these tips.

Optimize Your Online Marketing

When it comes to hiring for leadership positions, you must be vigilant about your employer branding. How you present your firm’s knowledge and experience, as well as how your peers and clients perceive you online, goes a long way to attracting top candidates.

Make sure you have a good handle on your online marketing; it’s the best way to let top candidates know you’re a competitive firm. You should have profiles on social media platforms like LinkedIn, Twitter, Facebook, and Google+. Don’t discount what a website with proficient search engine optimization (SEO), mobile-responsive design, and a blog will do for your online marketing as well.

Candidates should be able to research your firm’s employer brand and learn about how passionate you are about your job market niche before they interview with you.

Focus on a Behavioural Interview Strategy

When you’re hiring for leadership positions in your firm, it’s important that you don’t get tunnel vision regarding candidates’ skills. Your firm needs leaders who are culturally fit for its work environment and recruitment team, which means you need to pay attention to both hard skills and soft skills.

Soft skills are trickier to gauge than hard skills because they are skills that must be proven in context. Candidates can say they’re “responsible” or “good at delegating tasks,” but you can’t always connect skills like these back to a degree. Behavioural interview tactics are a must in these instances. With these tactics, you can ask questions that help you determine a candidate’s values, adaptability, communication skills, and more.

There are popular behavioural questions you can ask to reveal a candidate’s soft skills. Be sure to ask situational questions, such as this one for example: “Tell me about a plan that went awry at work. What was your role and how did you influence the outcome?” Questions like these will prompt leadership-worthy candidates to demonstrate their prowess in communication, critical thinking, and problem solving.

Invest in Competitive Back Office Solutions

Staffing leaders want to work for the best firms. They want to spend their time building relationships with clients and candidates. They don’t want to spend all their time on data entry and menial tasks.  While it’s also a matter of maximizing your firm’s budget, investing in back office solutions also improves your ability to save time and improve efficiency in the front-end of your business. As a result, staffing leaders will be attracted to your company because you’ll offer them the opportunity to focus on client and candidate relationships rather than paperwork.

Staffing leaders want to work with firms that run a tight ship and are tackling daily operations in the same innovative way they would. Seeing that you’ve invested in back office solutions will leave a lasting impression.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

Eliminate Temp Agency Issues with These 3 Tips

Posted by Chelsea Henry

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Nov 22, 2017 9:00:00 AM

EliminateTempAgencyIssueswithThese5Tips.jpg

There’s no better time to be in the temp recruitment industry. The gig economy is booming in Canada, and for the millennial generation (the largest percentage of the current workforce) workplace flexibility is considered the norm. But there’s a catch, as you might’ve noticed—competition is fierce in the staffing industry and only the best agencies can compete with the big staffing firms.

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Streamlining your daily operations is vital if you want to maximize your resources and (by extension) expand your profit margins. Here are three tips that will help you eliminate temp agency issues.

1. Invest in Recruitment-Focused Software

We know you might find this first tip a tall order when you’re just starting out as a temp agency. However, keeping up with more established agencies (whether big or small) will be impossible without the right technology. Investing in proprietary software that’s focused on the day-to-day admin issues of your agency is about ensuring your recruiters can optimize their performance levels.

Without technology, your recruiters will miss out on talent because they won’t be able to engage with candidates fast enough due to red tape and inefficiencies in the recruiting process.

A good applicant tracking system, with client relationship management and payroll features, is vital to steadily improving your staff performance levels. Invest in recruitment software that streamlines your daily operations.

2. Engage Canadian Compliance Experts

This tip is useful for both foreign and Canadian agencies in the staffing industry. A tricky aspect of running a successful temp agency lies in being vigilant about compliance with Canadian business laws. Your agency’s profits can disappear if you’re uncompliant. Whether it’s due to a simple matter of overtime regulations or something more complex as employee misclassification, you could face not only thousands of dollars in monetary fines but prosecution as well.

Engaging compliance experts can save your agency in the long run. They’ll keep your agency compliant, so you can keep your profits.

3. Find Pre-Emptive Financing Options

We don’t need to overstate the importance of your agency’s financing. Having said that, we do think pre-emptive measures for financing have been understated to new agencies. Being competitive isn’t just about speed and efficiency, it’s also about protecting your investments.

Your clients will have varying payment schedules to yours—they may not pay you for your services in time for you to make payroll. Others may not pay at all. You need to be able to ensure these incidents don’t affect payroll.

A back office solutions provider can offer you payroll financing to help you avoid payroll issues. It will purchase your invoices and give you cash upfront so you can pay your workers on time, every time. When you don’t have to fret over whether you’ll be able to pay your workers on time, you can focus on your core business.

We hope you consider these three tips. They’ll eliminate a host of common obstacles that can make running a temp agency difficult.


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