The Staffing Edge Blog

Focus on your core business. We’ll take care of the rest.

Temporary Help Workers: Time for a New Approach

Posted by Stacey Duggan

|

Oct 18, 2017 9:00:00 AM

Temporary Help Workers-Time for a New Approach.jpgThe Toronto Star recently did an expose on the practices of a temporary help agency and a company that hired temporary workers.

The Star raised important points regarding the role and treatment of workers.  It focused on temporary workers and described the working conditions for those workers. We don’t doubt or argue with their findings. In fact, The Star has performed a public service in bringing this issue to the surface. 

They are correct, there are organizations who find labour for companies that operate only on a cash basis without proper employment records, pay stubs, or without safety training and basic employment rights.

There are many more temporary help agencies who work legitimately to fulfill a very real need for clients who need additional workers to smooth out fluctuation product cycles or season shifts. Temporary work also provides workers with flexible lifestyle options, allowing them to achieve a better work-life balance. Many workers receive much needed work experience allowing them to move on to full-time work.

As temporary help agencies are focused on creating an environment that benefits both temporary workers as well as clients it is difficult to stand by and watch these activities give a negative image to the entire industry. Companies that provide temporary workers and pay only in cash are increasing in number every year—and they threaten to disrupt the entire industry. Companies using temporary help agencies currently have no clear way of knowing if the agency they are engaging is legal or not.

As we have an interest in the rules and regulations that affect temporary help agencies we have been very actively involved with the Canadian Government through the entire Bill 148 process, starting with meeting the Special Advisors to giving feedback on Bill 148.

Throughout the process, we proposed a different approach. An approach that would help strengthen protection for workers, bring companies who hire temp workers into the discussion, and one that would help the government weed out players that were trying to skirt the law.

We proposed and continue to support the creation a Self Regulatory Organization (SRO) to oversee the activities of temporary help agencies to ensure they meet all government standards. Simply put, the SRO would be responsible to certify that temporary help agencies are operating in compliance with government legislation. Like current self-regulatory organizations, they would have the ability to discipline agencies that do not comply.

Under this approach, clients would be required to hire temporary workers from temporary help agencies certified by the SRO, giving them confidence that they are not dealing with a fly-by-night operator who is trying the skirt the law.

Our proposed approach would not only protect the companies that use temporary help workers, but it would also protect the workers themselves by ensuring that they work for reputable firms. We believe it’s time for a new approach to tackle the issue of temporary workers in a way that benefits the workers and clients alike.

We know it can be done because we have been performing similar activities for temporary help agenciesfor over 20 years. All of our clients (THAs) go through a rigorous process to ensure that they are compliant with government rules and regulations.

The majority of temporary help agenciesthat we work with are small businesses that are unable to internally handle the complex rules and regulations required under the Employment Standards Act, the Labour Relations Act, and from WSIB. We ensure that temporary workers employed by temporary help agencies receive their proper pay stubs and records of employment. We also ensure that the proper mandatory payments for CPP, EHT, EI, WSIB, and PIT are made to the proper government authorities.

We perform safety inspections on client sites to ensure that proper safety training is given to employees and, that the work sites have the proper safety notices for workers. We do not allow cash payments to workers.

Bill 148 does make some changes for temporary workers, but it does not deal with the core issue: companies operating on a cash only basis will continue to exist and will continue to skirt the law. They don’t care about the law in the first place and are likely to continue ignoring the law even after Bill 148 is adopted. In fact, Bill 148 will spur more agencies to operate on a cash basis since the new legislation put more costs on legitimate employers, thereby increasing the profit incentive for illegal agencies, while providing no mechanism to stop the illegal activities.

However, if both sides are required to take some responsibility for temporary workers—the THAs and the companies that hire temp workers—then together we can ensure that temp workers are protected. The SRO would also give temporary workers the ability to know which agencies are approved and operating legitimately and those that are operating outside the law. It is a win for workers, companies, and the government.

It's time for a new approach to ensure fairness for temp workers and for companies.


Stacey Duggan is Chief Operating Officer of The Staffing Edge. The Staffing Edge is Canada’s largest back office solutions provider dedicated to the staffing industry.

Topics: Staffing Industry

7 Ways Staffing Agencies Build a Bad Reputation

Posted by Ray Gonder

|

Oct 16, 2017 9:00:00 AM

7 Ways Staffing Agencies Build a Bad Reputation---1.jpgWith competition being fierce in the 2017 recruiting industry, staffing agencies need to be diligent about maintaining an optimal reputation. Nowadays, anyone interested in your brand will be Googling your site and social media to see how your reputation precedes you.

Download

LinkedIn has named employer branding a critical recruiting trend. LinkedIn’s 2017 Global staffing trends report discovered that 82 percent of staffing leaders believe investing in branding is important. Curiously, however, only 10 percent of staffing agency budgets is devoted to proper online marketing.

Building your staffing agency’s reputation is an ongoing process. Here are seven ways staffing agencies build a bad reputation to illustrate that fact.

1. They Don’t Have an Effective Online Presence

Staffing agencies are sorely underrepresented when they don’t establish a website that’s search engine optimized. Having no website or social media starts your agency off on the wrong foot reputation-wise because it signals to those who might stumble upon your agency through your traditional marketing tactics (fliers, newspaper ads, etc.) that you’re: 

  1. Behind the times, which means you miss out on most skilled talent found online
  2. Lacking in resources, which gives clients the impression that you have next to no resources for recruiting processes or, worse, no candidates to make placements with

2. They Have an Online Presence but It Isn’t Mobile-Friendly

Having an online presence (website, blog, e-mail marketing) that’s unresponsive in design for mobile platforms makes your staffing agency appear backward. Not only does it hurt your site’s ranking on Google, it shows disregard for those potential clients and candidates who would access your site via their smartphones or tablets. 

Considering that millennials, who are avid mobile device users, are now the biggest generation in the Canadian workforce, you don’t want to lose out on such a large portion of the talent market.

3. They Don’t Keep Regular Communication

Staffing agencies often experience the pitfall of rarely checking in with their clients for feedback or neglecting to regularly contact skilled candidates who they’ve scouted online.

Irregular communication reflects poorly on your agency because it gives the impression you’re valuing quantity of placements over quality.

4. They Don’t Pay Their Temp or Contract Workers on Time

Sometimes you will work with clients who either are untrustworthy or simply don’t have a pay schedule that aligns with your agency. You must ensure your workers are paid regardless of the situation.

One of the major reasons payroll financing is crucial for temp staffing agencies is that it gives them the cash flow to pay their workers regardless of when their clients pay them. A bad rep is assured for those who leave payroll admin up to fate and leave their workers in the lurch.

5. They Aren’t Up-to-Date with Canadian Compliance

It’s risky to not keep up with Canadian compliance. For instance, as of January 2018, Ontario has proposed that if your employees are misclassified as independent contractors, you could be convicted of a crime. The government could also publicly disclose your conviction, which would be fairly damning to your reputation.

6. They Are Slow to Place Candidates

Clients who engage staffing professionals expect to be matched with skilled candidate relatively quickly. We live in a fast-paced business world, with digital transformation ensuring that some companies need talent right away. Avoid having the reputation of having a tortoise’s pacing. Slow and steady won’t win the race in the staffing industry.

7. They Don’t Have a Niche

Some agencies think there’s more success to be had when they keep their focus as broad as possible, when the opposite is true. Knowledgeable clients will avoid agencies that lack a niche because they won’t receive the expertise and experience they require in their fields.

Mind these seven pitfalls and you’ll be on your way to a solid employer brand as a staffing agency!

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

How Temp Staffing Can Help You Retain Clients

Posted by Corinne Camara

|

Oct 13, 2017 10:00:00 AM

How Temp Staffing Can Help You Retain Clients--.jpgThere are many myths about the staffing industry, but among one of the stranger ones is the notion that staffing agencies are already on their way out. Since there’s been a growth in the range of different technological innovations in recent years, like natural language processing and chatbots, there’s a general assumption that in the near future staffing agencies will experience larger and larger gaps between their peak sales seasons. This line of thought is labelled a myth for a reason.

Download

There’s simply too high a demand for temp staffing and skilled temp workers for computers to be able to accurately and efficiently place candidates on their own. There’s also the fact that the key to staffing success is building meaningful human relationships. According to a recent study by the American Staffing Association, 77 percent of job hunters in the past five years prefer human interaction during their searches.

All the above facts point towards a concept you should take advantage of as a new staffing agency owner: offering temp staffing to retain more clients. Unsure of how providing temp workers will help you prevent slow sales periods? Read on then.

Offers More Employee Flexibility

No matter if your staffing agency’s niche is information technology (IT), office and admin, or accounting and finance, there are many companies seeking more varied hiring solutions. Since the gig economy became the new normal, there has been more of a need for temp staffing than ever before.

Permanent positions are less flexible for your potential clients. During vacation seasons, there’s much less manpower if companies lack different types of employees.

Temp workers also offer companies greater flexibility regarding specific tasks or projects that will only last for specific blocks of time. By helping clients achieve employee flexibility throughout the year, your agency retains clients longer.

Capture Millennial and New Grad Talent Market

Flexible work doesn’t just benefit your clients though; it also benefits your candidates, particularly those who are part of a younger demographic. Millennials prefer flexible jobs because they can pick and choose how much they can supplement their income, as well as improve their work-life balance. When your staffing agency offers temp workers, you stand a higher chance of landing millennial and new grad talent. 

Clients (especially in IT) are on the lookout for technically savvy millennial and new grad candidates. Offering a steady stream of millennial and new grad talent to clients boosts retention. These specially trained candidates are part of the highly coveted passive candidate market. Clients will continue to return to your business to access this desirable market. 

Passive candidates are those candidates that, whether industry veterans or adept newcomers, are already employed and are not actively looking for positions. Many of these passive candidates are usually difficult to come by because many aren’t interested or even thinking about changing their positions. But there are passive candidates who would be interested in challenging themselves with new projects, seeking a different work culture, or perhaps wanting different benefits. It’s a difficult market for companies to reach, so your staffing firm can offer real value here.  

Solving the Ongoing Skills Shortage

Being able to offer more diverse types of candidates for your clients boosts your retention because at the end of the day Canada is still experiencing a skills shortage. The upside of the gig economy, as we discussed throughout this blog, is the ability to have flexible work solutions on both the hiring side and the candidate side. But the downside of the gig economy is that there’s no certainty for clients that they’ll have access to the talent they need year-round.

Your staffing agency can mitigate the problem of Canada’s ongoing skills shortage by providing temp workers. Since there’s no guarantee the shortage will let up anytime soon, you’ll likely have more long-term clients in your database, which will help you grow your business.  

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

How to Stand Apart from Competition in the Staffing Industry

Posted by Shannon Dowdall

|

Oct 11, 2017 9:00:00 AM

How to Stand Apart from Competition in the Staffing Industry--.jpg2017 has been the most competitive year yet for the staffing industry. And with the coming years not looking to let up on the skills shortage, your new staffing firm should steel itself in the hunt for skilled candidates. Staffing firms are using a formidable combo of digital transformation and focused employer branding that seems hard to match, especially when those firms have been established longer than yours.

Download

But the key to standing apart from your competition is much simpler than it appears. Have you thought about whether any of these competitors have robust back office solutions? Read on if you’re curious about how to make your up-and-coming staffing firm shine bright and compete with the big staffing firms.

Cover Your Back-End to Spur Front-End Success

While the bigger firms might have more resources and staffing industry experience, a lot of them don’t necessarily have an optimal back-end infrastructure. And by infrastructure, we mean systems that can streamline your paperwork and bookkeeping. If 2017 has proven anything as a constant in the staffing industry, it’s that due diligence for government compliance in Canada must always be met. 

In 2016 the Ontario Ministry of Labour has become even more vigilant about their workplace inspection blitzes, having convicted no less than 122 employers failing employment standards. These failures cost employers thousands of dollars in fines and potential imprisonment if the failure to comply is serious enough. 

Your new staffing firm can stand apart from competition by setting a high standard for compliance, regarding both payroll and business laws. Engaging a back office solutions provider that has experts on Canadian law will help you keep abreast of changes to employment standards, as they are announced. Not to mention your front-end staff will have less admin weighing down their day-to-day efficiency.

Automate and Optimize Your Everyday Operations

Although there needs to be a good balance in your staffing firm between an individualistic human touch and automated tasks, we can all agree there are some processes that only slow down your daily operations. Like data entry (including clerical errors that need correcting like double entries) or having shortcut list for available candidates. 

A back office provider can implement proprietary software, like Stafftrak, that can automate both applicant tracking and client relationship management and even handle financial reporting. There’s even features for tracking performance and productivity levels, so that you and your staff can consistently challenge yourselves to up your expertise. 

The faster your staff can find skilled candidates that your clients are looking for, the more placements you’ll be able to make. A lot of the time, what separates your new staffing firm from the more experienced ones is simply their ability to zero in on talent fast and connect them with clients even faster.

Increase Work Flexibility

The traditional office of a staffing firm is great when it’s running at maximum efficiency and without the burdens of back office admin spilling over into front-end duties. But have you considered that a key way to stand apart from other staffing agency’s might be in making your workplace more mobile?

Stafftrak can be accessed via mobile devices because it’s web-based. This three-in-one proprietary software is also exclusive to partners of back office provider The Staffing Edge, meaning your staffing firm stands apart in its unique work flexibility.

Our current generation is one of workers and candidates who are surfing the web via their mobile devices (whether smartphones or tablets). When you can give your staff the ability to work from anywhere, you give them the flexibility and access they need to progress with client placements at any time.

Remember that to improve your new firm’s standing in the staffing industry, it’s less about growing bigger and more about maximizing your time and resources. And back office solutions for your administration can cover both of those bases!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

How to Keep Employment Agency Profit Margins Strong

Posted by Stacey Duggan

|

Oct 9, 2017 9:00:00 AM

How to Keep Employment Agency Profit Margins Strong--.jpgNew employment agencies dealing with temp and contract workers face no shortage of challenges regarding profit margins. You need to meet your overhead costs (office rent and supplies, admin, compliance, etc.) and ensure that your team is securing target numbers for placements.

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

The better you are at keeping your employment agency profit margins strong, the better the chances you have when it’s time to compete with the big staffing firms. But it’s not as simple as becoming more frugal with your expenses and setting aside large amounts of your financing to account for concrete costs. Keeping profit margins generous depends on how well you can handle the more changeable costs, like statutory holiday pay or new business laws, too.

If you want to know key strategies for taking the unpredictable percentage of your overhead in stride, keep reading.

Be Proactive with Your Financing

Ideally you want your employment agency profit margins to stay wide enough that you can handle any unforeseen changes to your temp or contract workers’ employment conditions. If your workers are kept for overtime work or are scheduled to work during holidays, you need measures put in place if your client doesn’t want to share the financial burden. And what do you do in the instance that your client is late with payment, or reneges on the payment agreement altogether? 

Because of the above situations and more, we advise that you consider payroll financing solutions. Payroll financing solutions, like receivables insurance and preemptive credit checks on potential clients, enables you to be proactive about keeping your employment agency profit margins in check. 

If you’re still planning to start an agency that you shouldn’t start without payroll financing. The right provider of such solutions can also ensure your invoicing and compliance stays consistent. 

Make Vigilant Compliance Your Asset

If there’s anything Ontario’s announced changes to its employment standards act has taught us this past May, it’s that Canadian compliance is always evolving. But staying on top of updates to minimum wages, worker conditions, overtime and holiday rates, and more doesn’t have to shrink your profit margins. If your agency is vigilant about its compliance, compliance can help protect you from less trustworthy clients and hold current clients responsible for sharing costs. 

For instance, with a thorough services agreement implemented, your client is required to provide advance notice of any changes to your temps and contractors employment status. If the temps are to work overtime or statutory holidays, or are to be terminated early, they must be prepared to share the financial burden of these situations. And even if the client cannot provide advance notice, they will be required to sign off on extenuating circumstances, regardless. 

Keeping abreast of compliance changes can be a pain, but it pays off in a big way if you have payroll financing experts who can ensure that your due diligence is met.

Automate to Innovate

There’s been some misguided speculations in recent years that the recruitment industry is going to become completely automated, erasing the need for employment agencies altogether. While it’s true that digital transformation is rapidly changing how we recruit, it’s not changing who or what does the recruiting. Contrary to the idea that automation is going to cut out human recruiters, technology is in fact helping agencies maximize their budgets.

Think about all the time and resource-consuming activities keeping your recruiters from focusing on sourcing candidates: according to LinkedIn, 80 percent recruitment spending goes to “job ads, sourcing tools, and business development.”

Having proprietary software that can automate everyday tasks like data-entry, mining databases for the right candidates, and keeping up with current client relations benefits recruiter efficiency. And the greater your efficiency, the better your profits from placing talented candidates becomes.

With the three above strategies in mind, employment agency profit margins don’t have to be a constant headache.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Staffing Agency

5 Ways to Build Your Reputation in the Temp Staffing Industry

Posted by Laura D’Andrea

|

Oct 6, 2017 9:00:00 AM

5 Ways to Build Your Reputation in the Temp Staffing Industry--.jpgEven as a new staffing firm you’ve likely heard your share about how temp staffing is the employment solution of the future. Most likely you’re starting a staffing business because you’ve heard of the Canadian skilled workers shortage that’s been hitting several industries, among other reasons. But even when you have such an in-demand business, you have some steep competition to contend with in the temp staffing industry.

Download

To grow into a successful staffing firm, one of the most powerful strategies you can rely on is reputation building. Having a strong reputation not only attracts candidates and clients, it establishes sustainable growth and productivity that even big firms find hard to compete with.

With all the above in mind, read on for five ways to build your temp staffing industry reputation.

1. Develop a Niche

When you start out as a temp staffing firm, you might be convincing yourself that a “go hard or go home” strategy is optimal for attracting the most clients and candidates. But there’s several reasons your firm should focus on a niche instead of trying to provide for every Canadian industry suffering from the skills shortage. Not least of which is it’s hard to maintain a consistent level of customer service when you stretch your staff and resources thin. 

Especially when your firm is up and coming in the industry, you should choose an industry to become experts in and stick to it. In doing so your firm will become go-to specialists in its niche who know exactly how to deliver top talent time and again for clients.

2. Improve Your Online Marketing Game

If your staffing firm doesn’t have an online marketing strategy, there’s no better time than the present to develop one. Nowadays any business that lacks online marketing is seriously behind the eight ball, because nearly all potential candidates and clients are connected to the internet. You must put yourself on the Google map so your firm can hit a large client base and show them the expert services you have on offer. 

Your credibility will rise steadily if you’re able to employ an online marketing strategy that includes: a search engine optimized (SEO) website and blog, social media activity, and making your platforms mobile-responsive in design. You’ll be seen as forward-thinking, competitive, and convenient by clients when they research your brand and find you high amongst their search results.

3. Maintain Ongoing Compliance

Your growing reputation as a new staffing firm will crumble fast if you cannot keep up with Canada’s evolving business legislation. Your firm should be vigilant about bookkeeping for workplace safety, candidate wages, and proper worker classification, to name just a few.

In January 2018, Ontario is planning to up the penalties, both monetarily and legally, for employers who are noncompliant with their updates to the Employment Standards Act. If you’re a foreign business entity, keeping up on Canadian compliance is particularly important for building your reputation. Clients will respect your efforts to remain compliant, and candidates will respect you for paying them what their valuable talent is worth.

4. Protect Your Payroll Financing

Ensuring you can pay your placed candidates on-time, every time, boosts your firm’s reputation tenfold. But in the temp staffing industry keeping your payroll schedule consistent with all your clients can be a tall order. There are bound to be times where your client is late with a payment, meaning you have less resources to pay your candidates on time.

As well, your reputation is at stake if you connect with clients who default on their payments. Which is why you need to secure a back office solutions provider who can offer both receivables insurance and credit checks for prospective clients.

5. Digitally Transform Your Back Office

Administration needs to be streamlined and efficient to allow your salespeople the time and resources they need to focus on finding the best talent. Having software and Canadian experts who can help your new firm have its applicant/client information, compliance, and financing admin in order will cement in your reputation as a cutting edge brand.

We hope these five strategies promote the sustainable growth your new firm needs to make its reputation soar!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

5 Traits of a Great Back Office Solutions Provider

Posted by Anna Mastrandrea

|

Oct 4, 2017 9:00:00 AM

5 Traits of a Great Back Office Solutions Provider--.jpgAs a new staffing firm, you’re likely learning very fast that there’s limits to how much back office administration you can handle. From HR and compliance to payroll structures and government remittances, you’re practically drowning in paperwork. That’s why having a back office solutions provider is so necessary. Your core business efficiency (the key to growing your firm) is at stake, after all.

Download

That’s why you should take the time to find not just any back office solutions provider, but a great one. But what traits define a “great” provider? To the end of answering that question, we’ve gathered together five key elements that make for a provider that’s proficient at solving staffing firm-specific challenges.

1. Expert Knowledge of Canadian Business and Industry

The thing about running a staffing firm is that its success isn’t just dependent on the current job market. In truth, it’s dependent on the current job market in the context of the country you’re operating in. Running a staffing firm in Canada is divergent in many ways from operating one in the United States, or Europe for that matter. 

Especially if you’re a foreign company opening business in Canada for the first time, you have a lot of catch up to do regarding employment standards and labour laws. To keep your due diligence ongoing, you need a back office solutions provider that has expert knowledge of the constantly evolving Canadian business legislation and how it affects the staffing industry. Great providers should be able to advise you on changes in legislation as they occur.

2. Investment Protection

The Canadian staffing industry is on the rise, with the gig economy in full swing and many sectors needing a niche staffing firm to provide temporary and contract workers. But despite this opportune market for growing your firm, your great investment won’t be sustainable if you don’t have a way to protect it. 

A great provider should be able to offer your firm options for receivables insurance and running credit checks on clients before you enter into agreements with them. You’ll learn that in the staffing industry, your payroll schedule won’t always be the same as your clients. Not to mention some of your candidates might be less trustworthy than they first appear, leading to a need to provide theft insurance for clients.

3. Payroll Structure and HR Administration

Speaking of payroll schedules, your firm must have a provider that’s flexible with payroll structures. How your firm handles payroll will never remain an exact constant, which is why you need customizable invoices.

Great providers put their Canadian business expertise to use in conjunction with their knowledge of your firm and its individual payroll admin needs. A provider’s payroll solution should position them as an integral part of your customer service, handling direct deposits, pay stubs, T4s, and government remittances.

4. Compliance Expertise

Your staffing firm should be 100 percent compliant, all year long. To that end, you must ensure your records of employment (ROE), your taxes, and classification of your placements are correct. A great provider is proficient in Canadian employment standards, and will ensure that you are ready for inspection at all times.

5. All-in-One Technology

Lastly, a great provider should have an effective suite of technology to help facilitate all the above. The Staffing Edge has award-winning software, Stafftrak, that can handle applicant tracking, client relationship management, and financial reporting.

A great provider can help a new firm like yours compete with the big staffing firms. So be sure that you choose a provider that possesses all these traits.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Back Office Service Provider

3 Ways to Elevate Your Staffing Agency

Posted by Chelsea Henry

|

Oct 2, 2017 11:00:00 AM

3 Ways to Elevate Your Staffing Agency--.jpgSo, you’ve started a staffing agency, but despite what you’ve likely heard about Canada’s gig economy and the rising need of staffing services you aren’t seeing much growth yet. The reason for this is simple: competition is fierce in 2017 and is projected to grow in the following year. 

Download a Staffing CEO's Guide to Online Marketing

Opening a staffing firm these days is only the beginning. There are some firms that have been in the business for decades, and although you might have a key niche you’re catering to, you still need to elevate your status to gain a steady network of clients. And depending on your niche, say IT and computer technology for example, you’ll need to work hard to be able to compete with the big staffing firms. 

Need some tips to jumpstart your course to becoming a sought-after staffing agency? Check out three key strategies below for elevating your staffing agency.

1. Use Staffing Agency Software

There’s been a lot of talk this year about how much of the staffing industry has “gone digital.” Yes, not even the most people-driven industries can avoid digital transformation. If your staffing agency doesn’t begin to digitize its recruiting process, it will be falling behind on one of the most vital trends of the industry. 

There are significant advantages to using staffing agency software. Such software allows your agency to do things like employ algorithms for applicant pre-screening and rediscovery for its database. Not to mention how much easier it becomes to manage client relationships and ensure their needs have been met with your candidates in real time. Staffing agency software alleviates the burden of your back office administration, and optimizes how your staff completes their everyday tasks. 

Digitization might be tricky to deal with at times, but not if you have the right tools to implement it. An interconnected system that can roll all your essential admin duties into one—applicant tracking, client relationship management, and financial reporting—will streamline your agency.

2. Build Your Employer’s Online Brand

Your employer’s brand is another critical strategy for elevating your staffing agency, because it’s about how potential clients perceive you. Your reputation in the staffing industry will precede you, especially considering most of your clients will be researching your agency online before they decide to engage with you. 

Investing in your inbound/online marketing, which utilizes a combination of online tools like blogs, social media sites, and search engine optimization, is the key to an attractive brand. Most clients nowadays are tech savvy and want to have assurance that even as a new agency you know your staffing niche well. 

Using online marketing techniques lets your clients know that you’re forward-thinking, trustworthy, and respected amongst your peers. Social media sites like Twitter, LinkedIn, and Facebook can be leveraged to communicate with other staffing agencies, learn about the state of the industry, and disseminate your knowledge and experience of your agency’s niche.

3. Obtain a Back Office Solutions Provider

Elevating your staffing agency isn’t just about a flashy front end, it’s about how efficient your back end operations are, too. Day-to-day administration can take quite a toll on time and resources. You need to account for your payroll structures, government compliance (which is subject to ministry inspection blitzes year-round), remittances and general bookkeeping to name just a few.

That’s why you should obtain a proficient back office solutions provider. There are providers, like The Staffing Edge, who specialize in staffing agency administration. And what’s more, their experts can implement all-in-one staffing agency software that streamlines all your major tasks. Having a back office solutions provider is a real boon in today’s evolving business landscape, because they expand the capabilities of your customer service.

Implement these three tips and watch as your staffing agency’s brand starts to expand.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

Top 3 Priorities Of Every Staffing Agency

Posted by Ray Gonder

|

Sep 25, 2017 3:00:00 PM

Top 3 Priorities Of Every Staffing Agency.jpgWhile every staffing agency might differ in their chosen niche of expertise, there are some priorities that all agencies share. With just one look at how 2017 has shaped up so far, it’s easy to conclude that competition is only going to become fiercer next year. No matter how big or small the staffing agency in question.

Download

As an up-and-coming staffing agency, however, you need to be vigilant about ensuring your priorities are in check. After all, if you want your agency to rise quickly to become a contender at the industry’s forefront, you’ll have to make sure you’re maximizing your strategies for success. So, with that in mind, here’s the top three priorities that every staffing agency should share.

1. Employer Branding

Employer branding comes first on this list of priorities because it’s no longer just a strategy to grow your agency’s client database, it’s a strategy to ensure your customer service is top notch. Successful staffing agencies know there’s more advantages to choosing a niche for their business and sticking to it, because it allows them to hone their employer branding messaging to an art.

The job market paradigm has switched to one that is candidate-focused, with a lack of skilled workers still an ongoing problem in Canada. Those in the recruitment industry, due to the skills shortage and the gig economy must be able to telegraph that their agency is the best one to meet candidates’ needs. LinkedIn’s Global Recruiting Trends report for 2017 made a key finding that although most agencies are focusing their budgeting towards traditional tactics (like job board ads and keeping overhead costs down), 53 percent of them would invest in branding if money weren’t an obstacle.

2. Efficiency

LinkedIn’s 2017 report on the recruiting industry also identified the three defining trends of future recruitment processes. These trends are: candidate diversity (which entails more than just gender and ethnicity), being able to effectively assess for soft skills, and access to innovative tools for interviewing. What do all these trends have in common? Your staffing agency’s level of efficiency.

You should be making efficiency a top priority because it’s the lifeblood powering your employer branding. Whether you can land candidates with high potential, or match candidates with the right set of skills for a client fast, depends on your recruitment process’s efficiency.

The most noteworthy detail of efficiency in your agency should be how it has a trickle-down effect from your back office to your front office, and vice versa. If your agency is too bogged down by its back end operations, you’ll notice straightaway how your front end operations begin to slow down. Your administrative tasks, like government taxes and remittances, employment standards compliance, and payroll financing should never take precedence over the core of your business, which is recruitment. Which is why the last priority on our list is about—

3. Technology

To achieve maximum efficiency, your agency needs to implement technology that streamlines the most time-consuming processes of your daily operations. Things like keeping up to date with changes to Canadian compliance, bookkeeping, and data entry for candidate and client management shouldn’t be distractions from sourcing and placing candidates with your client base.

That’s why staffing agencies are optimizing their efficiency by utilizing proprietary software, like Stafftrak which is an all-in-one suite that takes care of applicant tracking, client management, and financial reporting. As a back office provider that has decades of experience implementing tech solutions and offering Canadian expertise in compliance matters, The Staffing Edge knows that increased efficiency means increased competitiveness.

These top three priorities are part of what you need to know about starting a successful staffing agency. Don’t underestimate the guidance these priorities can offer your agency’s game plan, whether for the present or for the fast approaching new year!

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

How Back Office Support Boosts Post-Summer Productivity

Posted by Mai Dowdie

|

Sep 22, 2017 9:00:00 AM

How Back Office Support Boosts Post-Summer Productivity.jpgStaffing agencies are in the thick of it during their post-summer slumps. Companies aren’t as in need of temp workers during this period because a lot of their permanent employees are back from vacation, many student candidates have returned to their full-time studies, and there aren’t too many projects on the horizon (yet) that require extra hands on deck.

But there’s no need to despair about your staffing agency’s post-summer productivity. There are still ways to keep to your employer brand attractive and growing during fall season. Take your back office administration for example—is it running as smoothly as you’d like it to be? Chances are, if you’re a relatively green staffing agency, it isn’t optimal.

Download

That’s why you need to work on obtaining back office support. If you’re curious about how exactly back office support can help your new temp agency compete with the big staffing firms, keep reading.

Reduce Your Compliance Headaches

To start off with, you might have noticed that one of the largest responsibilities your back office carries is the constant need to stay up-to-date with Canadian compliance. Business legislation, regulations, and employment standards are shifting and changing even right now as you read this. As of the end of last May, the Ontario has proposed updates to the old Employment Standards Act and the Labour Relations Act as well.

There are strict monetary and legal penalties for failing Canadian compliance, whether it’s regarding government remittances, classification of employees, or establishing a Canadian administrative entity with employer of record services. When you engage a back office support team, you can access expert advisement on compliance matters at any time.

Such a team can not only provide guidance, but act as an extension of your current customer services staff. You can rest easy knowing that the intricate paperwork involved in staying compliant is taken care of, making more time for your front-end to focus on generating more client leads for fall.

Tighten up Your Book Keeping

The summer season demands many payroll obligations, even for a new staffing agency that’s getting into the swing of the industry’s rhythm throughout the business year. During the summer, you might have noticed that with multiple clients there came multiple different pay schedules that you had to measure against your own.

When you have seamless back office support, you can easily ensure that your payroll structure accommodates both your candidates and your agency. Back office teams can customize your branded invoices, make sure they’re delivered on time, and inquire about the status quo of accounts. They can also offer receivables insurance for when your client defaults on a payment, and ensure your remittances and taxes are squared up.

With all your financing in order and even less paperwork to deal with, your post-summer productivity will soar. Your front-end should really be fixated on the core of your business: landing talented candidates and placing them successfully with new clients.

Access to Streamlined Staffing Agency Software

The more efficiently you can run your back office, even in a slow period like the beginning of fall, the better your agency’s reputation becomes. Your salespeople should be able to go about their daily tasks without worrying about possibly doing double-duty for administration.

One last way your back office support can maximize the efficiency of your administration is by implementing staffing agency software that’s designed specifically for the industry. Back office experts have developed software like Stafftrak, which rolls an applicant tracking system, a client relationship management system, and a financial reporting system all into one suite.

Maximizing your efficiency of everyday tasks also maximizes your budget, meaning your staffing agency becomes a contender, no matter how new or established. So, invest in your post-summer productivity.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Back Office

Keep me informed with the latest staffing industry news

Jeff Kells  Freedom Staffing Group  Competing with the BIG multinational agencies ? IF SO, This case study is a must-read
David Machils  Intercast Staffing  Thinking of Starting  a Staffing aGENCY ? IF SO, This case study is a must-read