The Staffing Edge Blog

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4 Innovative Solutions for Staffing Agencies in the 21st Century

Posted by Laura D’Andrea

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Jun 26, 2017 9:00:00 AM

4 Innovative Solutions for Staffing Agencies in the 21st Century---1.jpgThe digital age is upon us and staffing agencies must be prepared to embrace the technological era. Many people entering the workforce have spent their entire lives with computers and technology—it only makes sense that the job market would adopt this progression.

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Digital media is fundamentally changing the way we work. There are now more innovative solutions for problems within the working world than ever before.

Staffing agencies can use this innovation to benefit their business practices. Companies now can access easier, more efficient solutions for any problems they may encounter. Of these solutions, four of the most innovative options can help manage clients and candidates, supplement administrative and payroll tasks, allow for easier recruitment practices, and provide useful industry insight and statistics.

1. Client Relationship Management (CRM) Software       

When your client’s happy, you’re happy. Managing the relationship between your business and your can make all the difference to your business With all the digital software that is available for a variety of different industries, the staffing sector hasn’t been forgotten.

CRM software can help you track all interactions and communications with clients, candidates, and other contacts. Using a CRM system allows for all the information pertaining to one person to be stored in a conveniently accessible digital location. Everyone from your company will be able to access this information, making sure that your employees are all working on the same page.

This is most importantly an organizational tool which can help staffing agencies keep track of orders, people and company performance including staff productivity. Meetings, interviews, and all other activities are kept up-to-date, keeping your tasks and activities on the right track for success.

2. Back Office Solutions

You may be too busy, you may not know the Canadian standards and regulations, or you may have bad cash flow—whatever challenges you face in the staffing industry, a back office solutions provider could help. When you outsource your administrative and payroll tasks, your company is able to focus more on your core business, and less on business technicalities. If you’re looking for additional assistance for your staffing agency, why not trust a back office solutions provider and see the difference for yourself?  

3. LinkedIn Recruiter

Talent sourcing has never been easier for staffing agencies than it is with LinkedIn Recruiter. If your company isn’t currently using LinkedIn Recruiter, it’s time to start because this tool is a game changer. There are many reasons why we love LinkedIn Recruiter, one of which being the talent pipeline it generates.

Any person who has a profile on LinkedIn can be scanned for a variety of different qualifications. Say you’re looking for a Structural Engineer who works in Toronto with experience in commercial projects. By entering these criteria into the LinkedIn Recruiter search bar, LinkedIn will automatically populate all the people with profiles who fit this description. You can send the people you see qualified a direct message, and just like that you’ve got a potential candidate.

4. Indeed Insights

Indeed isn’t just for uploading resumes and applying to jobs, staffing agencies have the option to tap into the company’s industry research to get a better understanding of any specific job market. You’ll be able to explore information from competitors to expected pay. Using Indeed insights will help you stay ahead of the game, and on top of current industry standards.  

Their tips and insights can also provide you with eBooks, reports and webinars on some of the most important topics in today’s staffing industry. With information on the emerging interests of job seekers or getting to know your online audience, staffing agencies will find great value in all that Indeed has to offer.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

To What Extent Are Employers Liable for Independent Contractors?

Posted by Mai Dowdie

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Jun 23, 2017 9:00:00 AM

To What Extent Are Employers Liable for Independent Contractors---1.jpgWith 13.4 percent of the entire Canadian workforce being classified as temporary employees, it is evident that businesses understand the benefits of hiring independent contractors. If you’re curious as to how independent contractors can benefit your business, keep in mind that independent contractors can help you unlock a lucrative revenue stream.

If contract employees have piqued your interest, you’ll want to know how this will affect your business legally—are employers liable for independent contractors? It’s an important piece of information you’ll want to know if your business is hiring independent contracts. Staying informed on this topic could just save you from a lawsuit later down the line.

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What Is an Independent Contractor?

The first step to being informed if employers are liable for independent contractors is to know exactly what an independent contractor is. First and foremost, independent contractors are not employees.

An independent contractor is an individual who provides your business with goods or services under a contractual or verbal agreement.

How Do Independent Contractor Vary from Employees?

If your business uses the services of both independent contractors and employees, you’ll need to know the differences between the two. The Canadian Revenue Agency (CRA) has cracked down on employers using independent contractors, and have created a detailed publication which outlines the differences between independent contractors and employees.

There are four key points to determine the status of a worker:

  1. If someone has control of their work schedule—when and where work gets done, they are an independent contractor. This line sometimes gets blurred when companies try and control their independent contractors. To avoid any confusion, take a step back and allow your independent contractors to work at their own pace.
  2. Tool ownership. Contractors are required to supply all their own tools. If tools are being provided to your independent contractors, you’ll want to stop as this can classify them as employees. They will also be in charge of all maintenance required on their own tools.
  3. Profit/Loss. If there is a chance of loss or profit, this is an independent contractor.
  4. Someone who has multiple clients, and don’t focus all their professional efforts on one company is less likely to be integrated into the company and more likely to be an independent contractor.

Knowing the difference between these two types of workers is important. Since companies do not pay for benefits, EI, and other expenses for contract workers, misclassifying employees has become a serious problem. Misclassifying your employees is a violation of Canadian law and could land you in some seriously hot water.

Are Employers Liable for Independent Contractors?

If you have been asking yourself “are employers liable for independent contractors?” the answer is yes, yes they are. In some cases, employers are contractually liable for the actions of their independent contractors, even though contract workers are not full-time employees of the company. If employers subject their independent contractors to unsafe working conditions, they can be held criminally responsible for these actions.

The best way to prevent accidents that you can be held accountable for is to invest in training that will help protect contract workers. If you can prove that your company took all necessary precautions to prevent an accident, your defense will be stronger should a lawsuit ensue.

What to Do If You Need More Help

We understand that this can be an extremely challenging concept to understand, and rules and regulations are forever changing. If you still need assistance understanding the specifics when it comes to independent contractors, you should consider seeking the advice and expertise of a back office solutions provider. They can help you understand the current legalities surrounding independent contractors, and keep you informed as changes to Canadian policies continue to evolve.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

There’s No Excuse for Misclassifying Workers: Here’s How to Prevent It

Posted by Ray Gonder

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Jun 21, 2017 9:00:00 AM

There’s No Excuse for Misclassifying Workers Here’s How to Prevent It--.jpgIndependent contractors are great. They can help you fill necessary gaps in your company and bring a wealth of knowledge to your team. Another great aspect about independent contractors is that they don’t have to be paid benefits or insurance, as they are not official employees.

The only problem is, some companies misclassify their independent contractors to try and cheat the tax system. Whether an independent contractor is misclassified on purpose or by mistake, this has become a major concern in the Canadian staffing industry. The Canadian Revenue Agency (CRA) has recently cracked down on non-compliant companies both big and small. If found guilty, misclassifying workers could lead to serious penalties and a loss of reputation for your company.

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

So how do you prevent this from happening to your business? Make sure you know exactly how to prevent misclassifying workers so you and your company won’t be liable in the future.

Know the Law                   

There are many different pieces of Canadian legislation which relate to this topic, one of the most important being the Employment Standards Act. The Employment Standards Act dictates that employees are legally entitled to:

  1. limited working hours that include eating periods,
  2. overtime pay,
  3. minimum wage,
  4. vacation with pay,
  5. public holidays and public holiday pay,
  6. leaves of absence, and
  7. termination notice.

Employees who do not receive all of these benefits of the Employment Standards Act are eligible to file a claim for compensation. Misclassifying your employees and depriving them of these benefits can land you in a messy lawsuit.

Other important laws to abide by are Privacy Laws, insurance regulations, and your required payments to Canadian Pension Plan. Knowing these rules and regulations like the back of your hand will help you avoid any catastrophic worker misclassification problems you may run into in the future.

Implement a Worker Classification Program

The best way to make sure you’re classifying all your sub-contractors correctly is to implement a worker classification program.

What is a worker classification program? It’s a process that takes into account all independent contractors to determine what work is being completed, how the work is being completed, and how much they are being paid. A sub-contractor will have flexibility when it comes to using their own equipment and how they complete their hours. The tasks completed by an employee will have much more structure, and will help determine how an individual should be classified.   

A detailed analysis of all independent contractors should be done in order to ensure all classifications are truly and 100 percent accurate.

Because worker classification programs are so important and complex, to avoid misclassifying workers many companies outsource this task. All the information required to make informed classifications may be overwhelming to some employers, and it is just easier to trust their classification process to a back office service provider.

Back office service providers can help properly implement this program to guarantee compliance. It’s the best way to ensure your company has the most accurate classification of its subcontractors, to avoid any possible penalties that may accompany misclassification. 

Let Your Independent Contractors Work Independently

As previously mentioned, structure is one of the main components that determines whether an individual is an employee or an independent contractor. By relinquishing control and allowing your independent contractors to work independently, you’re creating a more definitive line between employee and independent contractor.

The focus with independent contractors should be the final product, not the process along the way. Let your independent contractors do their thing, and have your say when it comes down to the final product.

If you believe that your independent contractors may be in a grey area between independent contractor and employee, there is always the opportunity to revisit their contract to avoid misclassifying workers.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Worker Classification

How Staffing Agencies Can Benefit from the Right Software

Posted by Stacey Duggan

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Jun 19, 2017 9:00:00 AM

How Staffing Agencies Can Benefit from the Right Software---1.jpgWhether you’re starting a new staffing firm or have been in business for a while, software is an effective way to maximize your results. Software that isn’t right for your company can cause a negative impact on your company’s productivity. Have you ever heard yourself suggesting how you would fix your current software to better serve your company? If you haven’t found the right software yet for your company, you’ll want to find one soon to take advantage of the benefits staffing agencies can gain from using the right software.

Organization

Staying organized in the staffing industry is hard work. The right software can help manage your day to day activities, while also keeping your database organized in a systematic manner. When you have an organized system, you’ll spend less time completing each job task you acquire.

Application tracking systems allow you to manage all your candidates and job orders in an orderly fashion. You’ll never lose track of an applicant again when you invest in software that comes equipped with applicant tracking.

You’ll also be able to access your server anywhere at any time, meaning that you won’t have to be sitting at the office to complete your work. Work you do at home won’t have to be coordinated with work you do at the office. Future organization will be available 24/7 at your fingertips.

Better Client Relationship Management

Client relationship management is crucial to staffing agencies, as your entire business is built off forming relationships with clients and potential candidates. Finding software that keeps all your notes, client and candidate activity, and correspondence in one place is a great way to maximize your client relationship management. As a result, everyone in your company will have access to all information pertaining to a specific individual at all times. This will allow you to have more meaningful conversations with potential candidates, which can lead to better placements.

Increased Efficiency

Less time spent wasted on organization means that efficiency will correlatively increase. Useful software will equip everyone in your company with the tools to get their job done faster and more effectively.

As a staffing agency, this is one of the most important factors for your company, as this means more revenue generated for your company. When people are able to do their jobs without barriers or obstacles, this drastically improves efficiency in your company.

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

Send less time on the daily mundane tasks and focus more of your energy on your core business. Advanced software can help your business with resume screening, information integration, employee evaluations, candidate and job management, among many other beneficial tasks.

More Accurate Financial Reporting

When you use software to help you perform your accounting administrative duties, there is room for a significantly smaller margin of error. Human error is only natural when conducting manual accounting—why not let software do it for you and avoid payroll mistakes?

Financial reporting software can help you eliminate paper timesheets and track employee time more effectively.

Competitive Advantage

When you use the proper digital system, you gain a competitive advantage over other staffing agencies. Companies that use older, less effective software will take more time and company resources to complete similar tasks. This means you’ll be the favourable choice for clients by leading the crowd when it comes to managing your day-to-day operations.

A company that runs like a well-oiled machine is going to be more successful that a company that experiences multiple setbacks because of lousy internal software.

Less Expensive

When less time is spent on each job, this saves your company money. By getting rid of a paper trail, you’ll reduce costs on average day-to-day tasks. You’ll also be able to slash costs on things like store and consumables. While you might be weary of software upgrades at first, the upfront financial investment will pay for itself in no time.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

Here Are the Differences Between Canadian Staffing & American Staffing

Posted by Chelsea Henry

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Jun 16, 2017 9:00:00 AM

Here Are the Difference Between Canadian Staffing & American Staffing--.jpgAsk any Canadian and they’ll be quick to tell you all the ways they’re different from their American neighbours. Although our two countries are similar in many ways, each maintains a unique identity which is not to be mistaken for the other.

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This is especially relevant when it comes to the American and Canadian staffing industries.  While many staffing agencies don’t know the differences, the employment markets are not all the same. It’s crucial information that could severely impact your business further down the line. If you’re considering operating staffing services in both countries, it’s important to know the facts upfront.

The best way to stay up-to-date on the Canadian-American staffing industries is to look for information from a back office supplier who can keep you updated on the following:

Legislature                       

Legislature is forever evolving and it’s important to keep up with the changes is government policy. With the Canadian and American governments working as two individual units, the legalities surrounding one country’s staffing industry does not impact the other.

Canadian staffing agencies must abide by the Public Service Employment Act, which outlines all the necessary rules and regulations pertaining to employment in Canada.

Market Size

Over the past year, the global staffing market generated over $428 billion USD. The main players in the global staffing market are Japan, the United Kingdom, and the United States. Currently, Canada is not considered one of the global leaders in the staffing industry. However, that doesn’t mean that the staffing needs in Canada are not important. This just means that the revenue generated by the Canadian staffing industry does not measure up to the other three global leaders.

Although the American and Canadian staffing industries differ in their market size, each individual country has its own unemployment rate and job vacancy challenges to deal with.

Demand

When comparing the populations of Canada and America, 35.85 million and 321.4 million respectively, it’s obvious that the American staffing industry is likely to be much larger, based on population size alone. Of these populations, a significant number of people are unemployed—6.5 percent of Canadians and 4.7 percent of Americans. Yet, there are more than 5.8 million jobs available in the United States, and a job vacancy rate of 2.5 percent in Canada. So if there’s so many jobs available, why are people still unemployed?

Often companies can’t find the right employees to fill their vacancies, or they’re not using the proper techniques to attract a qualified candidate base. This is where staffing industries come into play. In both countries, there is demand for employees and unemployed individuals. While the market sizes differ, the United States currently has a lower unemployment rate with higher demand, whereas Canadas has less demand and a higher unemployment rate.

Industries

In both countries, commercial positions (including industrial and office-clerical and administration) represent the majority of all staffing efforts across the country. However, the demand for commercial workers in the United States was slightly higher than in Canada. In America, 65 percent of staffing positions were in the commercial sector, compared to 50 percent in the Canadian market. American demand for commercial workers is therefore drastically higher than the demand in Canada.

With only half of Canadian staffing needs being directed towards commercial workers, this means that the demand in other industries is higher in Canada than it is in the Unites States. As an example, IT staffing and engineering represent 39 percent of the Canadian staffing needs, compared to only 13 percent in the United States.

In addition, finance/accountants represent five percent of the Canadian staffing industry, and is not even a notable figure in the American industry. These statistics just go to show you that industry demand for staffing employees varies greatly between the two countries. 

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

5 Tips for Improving Your Staffing Agency

Posted by Anna Mastrandrea

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Jun 14, 2017 9:00:00 AM

5_Tips_for_Improving_Your_Staffing_Agency.jpegWhether you’re a large or small, old or new staffing agency, there is always room for improvement to your current processes. If you found a guaranteed way to bring in more revenue and make your business run smoother, you would of course want to implement it right away, right?

The problem is that often improvements can be costly, or there are too many options that you simply get overwhelmed. To make the process a little bit easier, we’ve complied the five best ways to improve your staffing agency.

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1. Update Your Website   

Is your website holding you back? If your online presence isn’t visually appealing and doesn’t instantly show people that you’re knowledgeable and an industry leader, you’re going to lose a ton of business.

If you don’t have a website, this is even more troubling. A website shows people that you are a legitimate and trustworthy company. Not only will your potential candidates be put off by your lack of an online presence, but this could hurt future business partnerships. 94 percent of B2B companies do their research online beforehand—if there’s no platform for them to do their research, you could be missing out on a lot of money.

 Aside from the actual aesthetics of your website, if your on-page content isn’t up to standards, your website won’t perform as well in search engines. Ensuring your website is written for people, with the proper keywords is essential for SEO. Updating your current content and investing time in blogging could help to increase the appeal of your website to search engines, and land you in the number one spot on Google.

2. Take Advantage of Social Media

Social media is a godsend for staffing firms looking to improve their online marketing presence. Whether you’re advertising on Facebook or creating a job posting on LinkedIn, social media allows you to reach a variety of potential candidates across the globe.

At this point in time, there is no excuse for staffing firms not to be using social media. Arguably the most useful social media tool for staffing agencies is LinkedIn Recruiter. By simply entering your search criteria you’re instantly generated hundreds of potential candidates that are only an Inmail away. LikedIn Recruiter could be saving your staffing agency an abundance of sourcing time—if you’re not already using it, now’s the time to start.

3. Use the Right Tools

Knowing the best tools for you to use in your day to day operations is half the battle. Some software has too many internal issues and some doesn’t provide you with all the features your staffing agency needs. If you’re having a hard time finding the right software for your staffing agency, here’s three important features to be on the lookout for:

  1. Applicant tracking system (ATS),
  2. Client relationship management (CRM), and
  3. Financial reporting.

Finding a system like Stafftrak that incorporates all three of these components is the best way to guarantee that your staffing agency uses only the best software.

4. Train Your Employees

Your employees should never stop learning! From day one to day 501, your employees should always learn something new on the job. Help them in their quest for professional knowledge by equipping them with the proper tools to succeed.

When your employees receive proper training, it will have a direct impact on your placement results. Not only will less time be spent fixing avoidable errors, their jobs will be completed in a more timely and effective manner.

5. Reward Results

When your staff feels valued and appreciated, it leads to greater employee engagement and better results. When your staff accomplishes something great, show individual recognition to keep motivating your employees to do the best work possible. Employee recognition is important for a variety of different reasons, most importantly for increasing individual productivity, which you will see reflected in future results directly.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Staffing Agency

5 Back Office Support Services Every Staffing Firm Needs

Posted by Shannon Dowdall

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Jun 9, 2017 9:00:00 AM

5-Back-Office-Support-Services-Every-Staffing-Firm-Needs.jpgBack office solutions providers offer support in a variety of areas for staffing firms—that’s the point of enlisting their help. Back office support goes a long way to helping you build a successful staffing firm

Below are five back office support services every staffing firm needs covered.

1. Financing

It’s no secret that cash flow is a constant challenge in a staffing agency, especially because of its loopy structure in this industry. Staff and employees are paid weekly, biweekly, etc., but clients may pay every month or two.Payroll financing gives you the cash flow you need to meet all of your payroll and expense obligations. 

Payroll financing is a must-have service. It bridges the pay gap by providing firms access to capital to grow the agency and ensure they meet pay periods. Financing also presents options to help with payroll processes, including creating general invoices for clients and running credit checks. 

Cash flow is a major cause for concern. This is a key service a back office should offer to help keep agencies afloat.

2. Cutting-Edge Technology

Many staffing firms certainly have adequate technology inhouse, but how long will it be good for? Software programs require training and constant updates. Stay competitive and ahead of the curve with back office support that includes the latest software to manage client orders, applicant status, and payroll tracking. 

You won’t have to worry about out-of-date applications or forgetting to update software. Back office services use top-of-the-line technology to give staffing agencies an edge among other firms.

3. Compliance

Compliance has a piece in every other service listed here. As one of the more complex areas every staffing firm has to deal with, it’s crucial for owners to get it right. Back office support services keep up with legislative revisions and new regulations, and ensure each standard is implemented and adhered to.

For firms that don’t retain in-house counsel, compliance is a necessary service offered byback office services. Human rights, employment standards, harassment, preventing workplace injuries: These are just a few issues agencies need to know how to deal with from a compliance perspective.

Noncompliance results in big risks, costs, and penalties. For client, candidate, and staffing agency protection, this is a service back office support should provide.

4. Payroll

A complex and time-consuming process, payroll takes up more responsibility than many initially think. As agencies grow, take on temporary and permanent workers, and have to divide between employees and independent contractors, payroll only gets more complicated.

Back office services providers can handle your payroll, giving your firm more time to focus on clients and candidates. The back office team is knowledgeable and able to face any changes so they can be quickly resolved. They’ll ensure pay is correctly calculated, the right taxes are deducted, expenses have been added, and employees are paid on time and in line with federal and provincial regulations.

5. HR Administration

The human resources umbrella covers a wide variety of matters, and staffing firms have to ensure everything is up to par with provincial and federal standards. From WHMIS testing to employee contracts, benefit administration and termination, these time-consuming activities can be covered by a back office team.

A back office solution ensures staffing firms meet all of these standards. Trusting HR responsibilities to a back office service provider means more time for core activities and expansion, and guarantees compliance with health and safety, employment standards, and related HR regulations.

For overall firm improvement and productivity, back office support should include HR, payroll, compliance, financing, and state-of-the-art software.

Competing with the BIG multi-national agencies?

Topics: Back Office Service Provider

5 Common Workforce Compliance Mistakes

Posted by Stacey Duggan

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Jun 7, 2017 9:00:00 AM

5-Common-Workforce-Compliance-Mistakes.jpgWorkforce compliance is a tough job. It requires research, regular updates, and an in-depth understanding to make sure it’s done right. It can be one of a company’s biggest burdens, but it is crucial to ensuring everything is in place as needed. 

Unfortunately, workforce compliance mistakes are all too easy to make. Here are five common mistakes many businesses are guilty of.

1. Misclassification

Employee misclassification is a big no-no, but unfortunately, it’s a situation all too common among staffing firms. You must know how to differentiate your independent contractor from your employee to properly administer the correct wages, tax deductions, EI insurance, holiday and vacation pay, and benefit plans, among other things. 

The laws and regulations surrounding classification are complex, so getting it right at the start keeps your business error-free moving forward. To assist, the government has developed a four-point test to clarify workers’ statuses. Factors include the level of control, tools provided, profit/risk, and job flexibility and schedule. 

If you’re still unsure about your hire, contact a local tax office or confirm with the Canada Revenue Agency.

2. Poor Recordkeeping

Bad recordkeeping practice is far too common of a mistake. Firms should always have an updated record to refer to and a tracking system in place forall work-related matters. If a customer or client comes back with an accusation or issue, that record will verify who’s in the wrong. 

For example, employees’ time sheets should be copied and stored in a safe place, as well as verified to ensure they include the right hours and the manager’s signature.In case of an argument or future dispute involving pay, having this copy indicates proof of submission. 

Any paperwork, whether tax forms or remittance reports, should be archived and sent on time, with copies filed and secured to ensure a paper trail. Documenting training procedures, timesheets, and other activities protects firms from disgruntled staff and government audits.Keeping well-maintained records is just good business.

3. Falling Behind on Legislation

Not keeping up with the legislation is a problem. Payroll, taxes, employment standards, health and safety, and the minor details in between are a huge burden and a never-ending job. Staying informed is especially difficult for firms lacking the personnel or resources inhouse to regularly oversee compliance.

Labour intensive and stressful, compliance can be a cause of headache for anyone involved. As regulations are amended and new ones created, they need to be implemented within the company as necessary to ensure firms continue to meet the correct government standards.

Keeping up with compliance is your firm’s responsibility, and improperly managing this aspect willcome back to haunt you.

4. Bad Training Practices

Inadequate employee training has serious consequences. All employees need to be trained before entering new worksites to avoid injuries or other mishaps. Matters relating to office culture, job skills, and other related points should be known beforehand so employees clearly understand the roles asked of them, what’s required, and how to work safely. Upon hiring, businesses should ensure that wherever employees go, there’s support as well as adequate resources to keepthem safe.

5. Not Getting Help

It can be tempting to get everything done yourself, overseeing each step and knowing you’ve handled it personally. Herein, however, may lie your mistake. With compliance always shifting and its involvement in every aspect of the job, overall success may require seeking third-party help to keep your firm in the clear.

Don’t be reluctant to ask for help. Letting experts handle workforce compliance means access to trained professionals dedicated to improving your firm’s processes for efficiency, accuracy, and protection against any challenges. Additional consultant services may be the best option for risk management and guaranteed workforce compliance.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

What Are the Best Ways to Recruit Top Talent?

Posted by Anna Mastrandrea

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Jun 5, 2017 9:00:00 AM

What-Are-the-Best-Ways-to-Recruit-Top-Talent.jpgThe tried-and-true methods for talent recruitment may be a little tried and tired. To recruit top talent, staffing firms need to take into account the changing landscape and methods available for reaching out and marketing to the best applicants. Using the right strategies to recruit top talent will help ensure staffing firm success

Keep reading to learn how to attract top talent to your staffing agency.

Social Networking

If you want to recruit top talent, you need to go where the job seekers are, and that means checking out various social media websites and other online platforms. Applicants can be found on so many different sites, making recruiting here crucial. Within, you’ll find yourself a very large pool of qualified candidates. 

Integrating social networking websites into daily recruiting give staffing firms an edge for attracting the best candidates out there. Use the best practices from LinkedIn to attract applicants, and enable a hiring focus on sites such as Facebook and Twitter to ensure your agency can locate top talent. Get to know candidates through social networking, and refine potential candidate searches by job, title, or interest. These filters give better results of active participants who are leaders in their fields. 

Don’t forget advertising on niche or alternative sites, such as Reddit or even an app such as Snapchat. Consider running ads on online forums or boards related to the industry where you’re searching for talent. While connecting you with a pretty familiar audience, you’ll also be more likely to find someone who’s not only qualified, but truly passionate about the position. This kind of alignment helps attract candidates and talent already interested in the company’s verticals, making recruiting top talent that much easier.

Think Outside the Box

When job seekers are constantly reading job postings, these descriptions can easily blend together and become hard to distinguish from one another. Stand out and attract top talent by implementing unique posting methods. Go beyond the written word to include videos, podcasts, and other dynamic features that are more eye-catching than the traditional post. 

Create and post videos that show a day in the life of an employee at the office, while showcasing the benefits and perks to attract top candidates. Include the video in the posting or on the careers page. This can pique job seekers’ curiosity. 

Podcasts are another alternative option for broadcasting openings and attracting talent. Jobs in Pods is one such example. It features employers, recruiters, and agencies discussing their companies and availabilities, provides insight into the business and office culture, and ends with information regarding submission of the job application.

Think Passive

Recruiting passive applicants shouldn’t be an after thought. Sometimes, top talent isn’t actively seeking work. They’re currently employed, may have thought about moving somewhere else, but haven’t found the right offer to make that move worthwhile.

Recruiting passive candidates requires a proactive approach towards sourcing and searching for new talent. To effectively recruit these elusive candidates, you need to highlight the pros of the position, so they’ll be tempted to their current jobsfor your company.

Passive candidates are often seen as better candidates because they already present the required skills and experience. When the current pool lacks qualified candidates, consider seeking out passive candidates who will meet those skills and descriptions. It requires more time and resources, but in the end, the hunt will be worth it. Your firm will be able to present prize-worthy candidates.

Exploring digital technology and alternative tools available is worthwhile for attracting top talent and successfully filling job orders. Improve the odds of finding the perfect candidate and recruit top talent with these techniques.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

How to Avoid Temp Staffing Payroll Mistakes

Posted by Chelsea Henry

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Jun 2, 2017 9:00:00 AM

How-to-Avoid-Temp-Staffing-Payroll-Mistakes.jpgPayroll can be complex and time consuming, but mistake scan result in serious consequences. Time sheets can be tricky to maintain and keep track of, while miscalculated taxes and pay miscalculations can be damaging to your business reputation. When hours and wages vary among staff, it’s important to keep organized and on top of payroll. 

Temp staffing payroll is different from permanent staffing, presenting different issues to deal with and the possibility of different mistakes made. Keep reading to learn how to avoid payroll mistakes for temp staffing.

Have Proper Financing

Staffing firms can invest in payroll financing specific to this sector. Payroll financing for temp staffing ensures adequate cash flow so you’re always able to pay your temporary employees. A lender finances your slow-paying invoices for immediate cash, giving you the funds to cover payroll expenses and other costs. 

Firms submit clients’ invoices with a copy of the time sheets. The financing company will advance a percentage of the invoice and deposit the funds to you. Once the client pays the invoice, the remaining amount is then deposited by the financer. 

With financing, you can always ensure your temp workers are paid without missing a pay period. This keeps employees happy and your business reputation sound. Payroll financing gives your firm the financial security of having the necessary capital to meet obligations, plus flexibility for your firm to grow.

Hire an In-House Pro

Another option to avoid payroll mistakes is to hire an in-house payroll clerk who is specifically dedicated to managing temp staffing payroll. Hiring on-hand staff means you’ll have a person with specific training and dedication to the position, along with immediate availability to expertise at your fingertips.

You won’t have to worry about you spending time on payroll or wonder if you’re calculating it properly. 

An in-house clerk comes with the knowledge and skill to ensure temp staff are paid correctly and on time. Having a payroll clerk on staff will give you the ability to quickly deal with any issues that arise or discrepancy in payroll. 

With a payroll clerk easy to reach, you take the workload off your plate to get back to your agency’s main duties. A payroll clerk handles the compliance issues and other related matters to ensure accuracy and reliability. Hiring a dedicated employee to handle this aspect saves you time, and relieves some in-house pressure of doing it yourself.

Outsource!

The final option is to remove this department entirely from an in-house capacity, and get more done by outsourcing to a back office provider.

Experts take care of the payroll process and administration, from ROEs and T4 forms to tax deductions and remittances. They’ll handle your temp staffing payroll tasks with expertise and ease, giving you a chance to relax and focus on recruiting and customer service.

A back office provider dedicated to the staffing industry fully understands the unique needs and challenges of your firm to deal with any issues associated with temp payroll staffing. Back office providers create a partnership of understanding and communication, making it easier to manage temp responsibilities. Cost effective, accurate, and efficient, these providers have the experience to guarantee your temp staffing payroll is error-free and in line with government standards.

You’ll always comply with the current payroll and tax regulations to avoid penalties from non compliance and mistakes, and you’ll save on time and the expense of employing in-house staff. Maintain astrong business reputation and avoid the government’s bad side by working with a back office provider to verify your temp staffing payroll meets all the right marks.

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Topics: Payroll

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