The Staffing Edge Blog

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6 Tips to Improve Your Staffing Agency’s SEO

Posted by Anna Mastrandrea

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Aug 15, 2018 9:00:00 AM

6_Tips_to_Improve_Your_Staffing_Agency_s_SEOLike almost every business owner today, you know the importance of taking your business online. You need a website and a social media presence so clients and potential candidates can find you. If you’re not using LinkedIn or allowing people to search your website for jobs, does the business even really exist?

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Being visible and being easy to find are two driving goals for most businesses with their online presence. It’s no different for a staffing agency. One of the best ways to improve your site’s online visibility is to improve your search engine optimization.

How do you improve your staffing agency’s SEO?

There are many tips and tricks for improving your staffing agency’s SEO, including putting mobile first, moving from content product to content library, ensuring you have quality backlinks, and more.


1. Clarify Your Intent as a Staffing Agency

In the past, SEO was largely centered on choosing the right keywords. Things are changing, and today’s SEO best practice puts intent at the heart of content. What should users be looking for when they search for your staffing firm or your brand?

As search engines become smarter, keywords will become less important. Focusing on the purpose or reason for your content will help your SEO continue to shine even after this shift.


2. Focus on Mobile

Increasingly, people are using their smartphones, tablets, and other mobile devices to do more online. Whether they’re checking social media or shopping, they’re likely on mobile. A large portion of online searches are now performed on mobile as well.

This means your website will need to be optimized for mobile, and search engines will be placing more emphasis on mobile performance. Google, for example, has been using mobile-first indexing since 2016. As a result, SEO strategies are shifting to favour the mobile consumer.


3. Backlink to Quality Sites

This change comes out of the improving intelligence of search engines. Backlinking, or linking to other sites, used to be all about quantity. Most search engines quickly caught on to this strategy, and they now evaluate links for quality. Good SEO means you need to link your website visitors to quality content on authoritative sites.


4. Shifting from Making Content to Housing a Library

Another way SEO has changed recently has been in the way search engines evaluates content. It used to be that SEO depended greatly on how frequently you published new content and how recent your content was. Relevance was also important, but less so.

Search engines are shifting with their users, and users are increasingly looking for great libraries of content. They’re no longer interested in one topical piece, but whether or not you can provide them with great depth on any given subject. Once they’ve found your agency, they don’t necessarily want to go searching for another resource.

This still means you need to produce great content, but the overall focus should be shifting from quick production to quality production.


5. Add More Than Text

How often do you post infographics or videos? Today’s search engine user, whether they’re a client or a candidate, prefers to receive information in graphic form. You can make your staffing agency website and its content more appealing just by adding some high-quality graphics. Video and infographics are also popular, so don’t neglect them.


6. Improve Your Design

Think about what your staffing agency website looks like to someone visiting for the first time. What does it convey to them? How easy is it for them to navigate the site and find what they want?

This is also important to your SEO rankings, and one way to improve your SEO is to optimize the design of your website.

With all these tips in hand, you can easily improve your staffing agency’s online presence.


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

Managing Bookkeeping on Your Own? 4 Mistakes You May Be Making

Posted by Karen McMullen

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Aug 13, 2018 9:00:00 AM

Managing-Bookkeeping-on-Your-Own-4-Mistakes-You-May-Be-Making-compressorMany small business owners decide to handle their bookkeeping on their own. After all, how difficult can it be? You record the credits and debits and keep track of ins and outs.

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As most small business owners often discover, managing the books is often more complicated than they initially assume it’s going to be. While you may have the basics down pat, it might be more difficult than you initially thought. Here are some of the most common mistakes people make when they manage their books on their own.

1. Overlooking Tax Credits

This is perhaps one of the most common bookkeeping mistakes, and it’s one that can add up. Many staffing agency owners like yourself overlook tax credits they may be eligible to claim.

This is usually because the person doing the bookkeeping isn’t aware of the credit. It’s very difficult to claim a credit you don’t know exists. This could mean you end up paying more in taxes than you should or need to.

How can you make sure you’re taking advantage of all the tax credits you’re entitled to? One way would be to study up on the tax regime in the province you operate in. Another way is to hire a knowledgeable bookkeeper or third-party firm to assist you.

2. Not Leaving Enough Time

Running a staffing firm is no small task, and you probably find yourself wearing many different hats. Your to-do list is almost never empty, and many tasks get carried over day after day, week after week.

You’re often pressed for time, and bookkeeping is one thing that seems like it can easily be left for tomorrow. When you do sit down to look after the books, you find yourself in deep. Straightening everything out takes more time than you thought it would.

You end up missing deadlines because you just couldn’t get to the accounting in time or you thought it would take less time than it did.

3. Incorrectly Categorizing Expenses

You’re inputting your expenses, but you’re not putting them into the correct categories. This may not seem like a huge issue, but it could cause problems later down the line. How?

Incorrectly categorized expenses could mean you don’t meet the requirements for certain tax credits or that you do claim a credit you shouldn’t be eligible for. Another issue could be within your own budgeting, as you begin to incorrectly allocate expenses or try to pare back budget items.

Incorrectly categorized expenses may not seem like they could cause much trouble, but they could result in penalties from the CRA or even an audit. A bookkeeper could help you avoid these outcomes.

4. Mixing Business and Personal Spending

This is a problem many small business owners eventually run into. They use business funds for their personal spending, or try to justify personal purchases as a business expense. At first, this may not seem like a big deal. Unfortunately, it can cause big problems, especially if the CRA decides to audit your books.

Mixing business and pleasure isn’t a recommended course of action, and it’s certainly not a good plan for your finances. Keep everything on the straight and narrow by correctly separating business expenses and personal expenses. There are several ways to do this, including using a small business account. A bookkeeper can also help keep you on the right track.

There are many other errors staffing agency owners often make when they manage their bookkeeping themselves. Let the experts help you and avoid some of these mistakes.

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

Topics: Back Office Service Provider

Staffing Firms: 4 Tips to Get Your Clients to Pay Up

Posted by Ray Gonder

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Aug 8, 2018 9:00:00 AM

Staffing-Firms-4-Tips-to-Get-Your-Clients-to-Pay-Up-compressorThe market for staffing firms is incredibly competitive at the best of times. Right now, the situation in Canada has increased competition among staffing firms. With talent shortages and low unemployment, market competition has been heating up.

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One of the most common challenges facing staffing firms of all sizes is cash flow. Keeping the cash flowing can be quite difficult, especially if your clients keep putting off their bills. While every business has a client or two that presents a problem, staffing firms need the majority of their clients to pay up on time, each and every billing period.

If you’ve been having trouble getting your clients to pay their bills, try some of these tips. They should help you collect on your outstanding invoices.

1. Send Reminders

Do you remind your clients that their bills are due? Depending on the payment period, it may be easy for your clients to forget about invoice due dates. Many staffing firms charge clients with a 30-, 60-, or 90-day payment period. Most of your clients are busy, and the longer the period they have, the more likely it is they’ll forget when the bill is due.

The solution to this is quite simple. You need to send reminders. It’s so easy to send a reminder, yet many businesses don’t and instead rely on the client to remember. A gentle reminder is often all they need.

Today’s technology makes it easier than ever to remind your clients about their bills. You can text or email. Better yet, you can send out automated reminders. Your busy staff don’t need to remember to send out the reminders, and your clients remember to pay their bills.

2. Offer a Discount

This is another way to get your clients to pay their bills on time, every time. All you have to do is offer a small discount or rebate for clients who pay on time or even early.

Many people believe a “punishment” is the best way to get clients to pay on time, so they create late-payment policies. What if someone pays you early or on time? What if you “rewarded” the client for paying you sooner, rather than later?

Your clients will love this policy, and it will get many of them to pay sooner. If the payment period is 90 days, but you offer a discount if the bill is paid before 60 days, you’ll be pleasantly surprised to see many clients pay within 60 days.

Some staffing firm owners wonder if they can really afford to offer a discount. After all, you calculate your charges very carefully. Check the numbers over again, and you may find offering a small discount is better than chasing after late payments.

3. Enforce Your Late-Payment Policy

Most staffing firms create a late-payment policy. They’ll often charge clients interest on overdue payments. Or, at least, they’ll say they will. The terms of payment are usually listed on the invoice, and most include a clause about interest charges.

Have you ever charged interest on your late payments? If not, you could be sending the wrong message to your clients. For the policy to be truly effective, it needs to be enforced consistently.

4. Use Payroll Funding or Factoring

You can sell outstanding invoices to a back office services provider to keep your cash flowing. For a small fee, the provider will take on your outstanding invoices. They’ll give you cash in exchange, and they’ll pay the remainder of the invoice once they’ve collected from the client.

Allowing someone else to chase down late payments frees you up to focus on the tasks you truly need to focus on. With these tips, you can get your clients to pay up sooner.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

The Importance of Client Site Safety Inspections prior to Placing Temporary Employees

Posted by Mai Dowdie

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Aug 6, 2018 9:00:00 AM

The-Importance-of-Client-Site-Safety-Inspections-prior-to-Placing-Temporary-Employees--compressorWorkplace safety is a topic of concern for many people. Employees, their families and friends, and even the general public are concerned about safer places to work. Governments are also concerned with the subject. They create legislation governing workplace safety for many different industries. 

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Employers should also be concerned about workplace safety. After all, accidents and injuries may damage their reputation, increase their workers’ compensation obligations, or even end with a lawsuit. 

As a staffing agency owner, you too should be concerned about safety in the workplace. It’s why client site safety inspections should be a priority.

What Is a Client Site Safety Inspection?

A client site safety inspection is a safety inspection you or your officers carry out at a client site. Your personnel or an independent, neutral third party you hire will arrive at the client’s site and inspect it with an eye to safety

This should be done prior to placing any temporary workers on the site. It’s a good idea to conduct a safety inspection for every potential new client prior to working with them. You may also want to carry out follow-up inspections on a regular basis.

Why You Need to Do It

In many cases, the staffing agency acts as the formal employer for temporary workers. Your name will be noted down, and if anything should happen to a worker while they’re working on a client’s site, you could be held responsible. 

While it’s the client’s job to ensure the site meets all safety standards and regulations, you can’t assume all clients will ensure their sites are up to date with safety regulations.

It’s imperative you take steps to protect the people working with your agency. Performing a site inspection prior to placing temporary workers is of vital importance.

What Happens If You Don’t?

If you don’t investigate a client’s site prior to placing temporary workers, you may be unknowingly placing your people in unsafe conditions. Temporary workers often feel they don’t have the right to refuse unsafe work, so they may not report unsafe conditions on a client’s site.

This increases the risk of someone being injured on site. While it’s impossible to avoid all workplace accidents, due diligence must be done to ensure all necessary steps to prevent such accidents and injuries were taken.

As the staffing agency owner, you may think only the client would be held responsible. After all, it’s their site and they were the ones who failed to ensure compliance with workplace safety regulations.

It is up to you, however, to ensure the environments you send temporary workers are safe for those workers. You are also liable if an accident or injury occurs. Completing an inspection is important for you and your workers.

What If a Client’s Site Is Unsafe?

If you conduct a client site safety inspection and find it to be unsafe, you have a few options. You can provide to the client a list of things that need to be corrected and steps to be taken. Insist these changes be made before you place a temporary worker with this client.

If this is a new client, you may decline to work with them. This may be the right option if the client indicates an unwillingness to make the necessary changes.

Keeping your temporary workers safe and healthy is important to you. A client site safety inspection is one step toward this goal.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Compliance and Legislation

5 Ways to Support Staffing Firm Operational Sustainability

Posted by Chelsea Henry

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Aug 1, 2018 9:00:00 AM

5-Ways-to-Support-Staffing-Firm-Operational-Sustainability-compressorA focus on operational sustainability is important to maintain existing practices and grow the business. You need to commit your staffing firm’s resources to manage operational risk and improve profitability.

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Here are five tips that can help support staffing firm operational sustainability, which will translate into a successful future.

1. A Proper Training Program

You need to create a proper training program for your staff. This will ensure that the entire team works efficiently to achieve company goals. An effective training program limits the chances of mistakes. This will result in improved productivity. You should provide continuous opportunities to the staff to improve their skills. Also, you should have a proper system in place to monitor the effectiveness of the training program.

2. Embrace Technology

Technological developments in the 21st century have provided increased opportunities for businesses to achieve operational efficiency. You must embrace technology if you want to improve your staffing operations.

Choose the best software for staffing agencies to improve both your front and back office.

In addition, consider using social media to recruit staff for your clients. Sites such as Facebook and LinkedIn serve as a gold mine for recruiters. You should leverage digital platforms to stay ahead of the recruitment curve.

Also, you can use technology like electronic signatures for employment contracts. Digital signatures are much more convenient and save on paper-related costs. This will help cut down operational costs and improve the recruitment process.

3. Create an Employee-Friendly Culture

You need to create a strong, employee-friendly culture to maintain talented staff. A clear and transparent policy is important to preserve a positive company culture. Also, fair compensation plans that reward positive behaviours can boost employee morale. Creating an employee-friendly policy will help increase employee commitment and enhance job satisfaction.

4. Outsource Back Office Tasks

Consider outsourcing back-office tasks. Once your company starts growing, you won’t be able to do everything on your own. Outsourcing is more sustainable. Small and medium-sized staffing firms can especially benefit from outsourcing non-core tasks. This will help in improving internal efficiency. It will also result in increased cost savings.

By outsourcing tasks, you can let a professional take care of tedious and time-consuming processes relating to different internal activities, such as payroll and HR.

5. Invest in an Efficient Document Management System

A staffing firm has to deal with many documents. You should consider investing in a strong document management system to keep everything organized. Create a system whereby the documents are easily accessible. Consider using software as a service (SaaS) to store all your documents. SaaS platforms provide cloud document storage that helps save on costs and provides convenience in accessing the documents.

The operational needs of every staffing firm are different. You should evaluate your current needs and identify areas for improvement. With the right technology, proper training, and outsourcing of back-office tasks, your staffing firm will develop operational sustainability that will help your agency survive and thrive in the competitive landscape.

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

Topics: Staffing Agency

The Staffing Agency’s Quick Guide to Bill 176

Posted by Laura D’Andrea

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Jul 30, 2018 9:00:00 AM

The-Staffing-Agencys-Quick-Guide-to-Bill-176-compressorOntario and Alberta have opened the floodgates on employment legislation change in Canada. Other provinces are now seeking to follow their lead. On March 20, 2018, Quebec’s National Assembly introduced a new bill on employment legislation. Businesses need to prepare for some big changes, including new laws regarding wages, overtime, and leaves of absence. 

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Staffing agencies won’t be exempt from the requirements of Bill 176. In fact, the draft legislation includes some measures specifically addressing the operation of staffing agencies in the province. If you have operations in Quebec, here’s what you need to know about the proposed changes.

Requirements for Recruitment Agencies

Perhaps the clearest change for staffing agencies in Quebec is the requirement to obtain a licence to operate in the province. CNESST will act as the licensing body. Businesses are required to ensure their staffing agency partners have a valid licence. If a client business knowingly works with an unlicensed agency, they could face hefty fines. 

Similar to Ontario’s Bill 148, the Quebec bill also takes aim at wage scales for different classes of employees. Employees performing the same tasks will be entitled to equal pay, regardless of their employment status or the number of hours they work per week. This requirement extends to employees hired or paid through a recruitment agency. If the worker performs the same task as another employee at the workplace, the agency can’t pay them a lower rate. 

Bill 176 also seeks to change responsibility for wages, statutory holiday pay, overtime, and other paid leave. If the bill is passed, both client businesses and staffing agencies would become jointly liable for ensuring their payroll meets all requirements.

Benefits, Pensions, and Overtime

Another big change affecting businesses is new rules about differences in pension and employee benefits based on an employee’s hiring date. Benefit and pension plans enacted before the bill becomes law are exempt, but all new registrations to benefits plans and pensions will have to abide by this new rule. 

Another change you may want to look at is the right of employees to refuse work beyond their regular daily hours. In the past, employees could refuse to work more than four hours more. Up to four hours, they would be required to stay. Bill 176 seeks to lower the limit from four hours to two. 

Additionally, an employee may refuse to work overtime if their employer didn’t inform them of the additional hours at least five days in advance.

Leaves of Absence

The driving concern behind Bill 176 is what the provincial government calls “family-work balance.” This is one reason it provides so much in the way of overtime regulation. It also affects leaves of absence. If Bill 176 passes, employees will be entitled to three weeks of paid vacation after three years of continuous service as opposed to the current five years.

There are also changes to eligibility for leaves of absence. Employees will no longer need three months of continuous service to be granted leave in the event of an injury, accident, or other unforeseen events. If the employee has worked three months, their first two days of leave are paid.

Bill 176 also seeks to expand leave for those who need to provide care to family members, offering up to ten days of paid leave. The definition of “relative” has been broadened to include anyone for whom the employee acts as a caretaker. Employers will be allowed to request proof from the employee regarding their need for a leave of absence.

Bill 176 contains many changes with wide-reaching repercussions for businesses, including staffing agencies, in Quebec. You’ll want to keep a close eye on how the debates around the draft law develop. Be ready to make changes to your business practices in order to stay compliant with the law.

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

Topics: Compliance and Legislation

Why a Bank Loan May Not Be a Good Choice for Staffing Agencies

Posted by Laura D’Andrea

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Jul 25, 2018 9:00:00 AM

Why-a-Bank-Loan-May-Not-Be-a-Good-Choice-for-Staffing-Agencies-compressorStarting a staffing agency is a big undertaking. The market is competitive, and it’s only heating up with unemployment at its lowest in 40 years. You’ll face many challenges in your first year and beyond.

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One of the issues facing staffing agencies at almost every turn is funding. You need consistent funds to pay your full-time employees and your candidates. You’ll also need to pay the Internet bill, the electricity bill, and so on. Your income comes from the fees your clients pay, but they’re billed in 30-day, 60-day, and 90-day intervals. Some of your clients may not always pay on time either.

In this situation, what’s the best option you have for creating consistent cash flow to keep the lights on? You may think it’s a bank loan. Bank loans can offer tax breaks and other incentives, such as lower interest rates than credit cards. You might be surprised to learn this isn’t always the best choice for staffing agencies.

The Costs of Bank Loans

One reason a bank loan isn’t always the right choice for staffing agencies is due to the costs. Taking on a loan creates a new debt for your business, which you then have to repay. Bank loans carry interest, which increases the costs of having the debt. Interest rates and market fluctuations can increase the costs of repayment as well. 

Loans can also be time-consuming. You’ll need to fill out an application. You may even need to create a business plan and present it before you can even be considered for funding. It can sometimes take months before the loan will actually be approved.

Spending this time and effort on obtaining the loan is a cost in and of itself. Time is money, as the old saying goes, so the more time you spend trying to wrangle a loan from the bank, the more money you’re actually spending on the loan.

It Doesn’t Solve Cash Flow Issues

Many staffing agencies take out a bank loan assuming the one-time injection of cash will solve their funding issues. If the issue is cash flow, however, a one-time bank loan likely won’t solve the issue. Most firms find they run through the loan money quite quickly, and then they’re right back at square one. The only difference is now they have an additional debt to pay. 

You need a longer-term solution for your business. Cash flow issues don’t resolve overnight. Instead, think about solutions than can offer you ongoing access to capital, allowing you to bridge the gaps in income and keep the business afloat.

What Can You Do?

You can see why a bank loan isn’t always the best option for staffing agencies. Now you’re wondering what the right option for your business is. 

Payroll financing is often the recommended alternative to a bank loan or even a line of credit. This alternative doesn’t require interest payments. How does it work? Payroll financing involved financing your outstanding receivables to secure immediate working capital. 

In doing so, you’ll sell your outstanding invoices to another company. They’ll give you a portion of the value of the invoice, which generates cash flow for you. They’ll then collect the invoice from your client and pay you the balance. This is a great option if some of your clients have a habit of being late with payment.

What’s Right for You?

You have more options than you think. Explore options for financing staffing agencies and talk to the experts today.

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

Topics: Payroll

5 Reasons Candidates Aren’t Returning Your Calls

Posted by Shannon Dowdall

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Jul 23, 2018 9:00:00 AM

5-Reasons-Candidates-Aren’t-Returning-Your-Calls--compressorFinding qualified candidates to fill positions with your clients is a challenge, especially in this environment. Unemployment is the lowest it’s been in 40 years, and industries across the country are facing talent shortages.

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Staffing firms are also feeling the squeeze. Not only are you competing with your competition to find the best candidates, you’re also competing with other employers who are trying to hire the best and brightest. It can be frustrating when candidates stop returning your calls.

There are numerous reasons candidates may not be calling you back about job opportunities. One of the most common reasons is they’ve found full-time employment and haven’t let you know yet. Other reasons may not be as benign. Here are a few of them.

1. They’re Working with Your Competition

The staffing firm industry is competitive at the best of times. Low unemployment and a high work scarcity situation only make it more competitive. Many smaller staffing firms struggle to keep up with their larger competitors.

It’s quite possible some candidates aren’t returning your calls because they’re working with one of your competitors. Take a moment to evaluate what you offer to candidates that your competitors can’t or don’t offer. Think about how you can better serve candidates to keep them coming back.

2. They’re Not Interested in the Opportunity

Some candidates can be rather passive when it comes to turning down job opportunities. Rather than returning the call and saying, “I’m not interested,” they’ll express their disinterest by not returning the call.

If the candidate doesn’t return your calls on a regular basis, it could be time to check in and see if they still want to work with you. Ask them about the types of job opportunities they’d be interested in. If you still can’t get a hold of the candidate, it’s time to stop calling.

3. You Have the Wrong Number

It’s quite possible a candidate isn’t returning your calls because you have the wrong number. If this is the case, hopefully you get an early indication, such as the wrong name on the voicemail or something similar.

Candidates sometimes change their numbers, especially if they happen to be using a mobile phone. A sudden move or change of address can also result in a change in phone number. If you can, try contacting the candidate another way. An email or LinkedIn message may have a better chance of getting through, and you can then confirm the candidate’s contact information.

4. They’re Not Sure Who’s Calling

With so many scam calls going on, you can’t blame people for being a little suspicious. In the age of call display, many people let unrecognized numbers go to voicemail. If you need to leave a message, be sure to clearly identify who you are and why you’re calling. Keep the message as short as possible.

If you can, ask candidates to program your number into their phones. That way, it will never come up as an unknown number. They’ll know who’s calling and they’ll know to pick up.

5. Your Message Isn’t Compelling

“Give me a call back” isn’t always the best way to get candidates to call you back in this day and age. Many of them want a good reason to call you back. If you can, mention what kind of opportunity you have for them or which client is looking. Candidates are more likely to call back about job opportunities they’re interested in or companies they want to work for.

A compelling message is almost guaranteed to get most candidates to return the call.

If you can’t get a candidate on the line and they’re not returning your calls, it could be time to try another contact method as well. All in all, keep trying until a candidate tells you not to bother, especially if you’ve got the perfect opportunity.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Recruiting

6 Tips to More Strategically Source Candidates

Posted by Karen McMullen

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Jul 18, 2018 9:00:00 AM

6-Tips-to-More-Strategically-Source-Candidates-compressorBuilding a staffing agency is a challenge. Competition is stiffer than ever before. Canadian unemployment has hit a 40-year low, and many industries are experiencing talent shortages, which means qualified people are harder to find.

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How can you source more candidates for your agency to build the talent pipeline? You’ll want to be strategic about the methods you choose. Here are a few tried and true methods you can incorporate into your candidate sourcing strategy.

1. Focus on Diversity

Some industries draw on particular talent pools, and it’s easy for a staffing agency to fall into a similar pattern. If your clients demand the same kind of person to fill a role each and every time, you’ll likely look for candidate pools that meet the criteria. 

Begin to think outside the box and look to other candidate pools. There are likely communities of workers you haven’t been reaching yet. Are these workers and areas underserved? Chances are they could be. By focusing on diversity, you could open up a new source of qualified candidates for a number of different jobs. 

Diversity should be looked at as a strength. Some employers don’t see it that way, which may be why you’ve been hesitating to diversify your candidate pool. You’ll find more people and help your clients find more of the right people too when you diversify.

2. Be Active on Social Media

If your clients are looking for summer students, part-time workers, or recent university graduates, you’ll want to make sure you are where these workers are. Younger people make up the largest share of social media users. If you’re not using social media yet, you’re basically invisible to these job candidates. 

Social media also helps you promote your brand and increase awareness of the business. The next time someone is looking for a job, they may think of your agency over a competitor.

3. Think about Passive Candidates

Passive candidates are often more difficult to reach than those actively searching for a job. They don’t look at job sites and they don’t attend job fairs. How can you find them?

You can usually find them on social media networks or by calling or emailing them. Practice reaching out to potential candidates, especially those who are professional-level talent. If you offer the right job opportunity, they might surprise you.

4. Use the Right Tools

Technology has changed the way people look for jobs. It should also change the way you find candidates. Different tools can help you locate and source more qualified candidates faster. Tools such as email and browser extensions can help you gather additional contact information for potential candidates.

Other tools can also help you assess potential candidates with more ease. An applicant tracking system (ATS) is invaluable. Look for staffing agency software that combined multiple tools to offer a better solution for your firm.

5. Utilize Your Existing Candidates’ Networks

Did you know you might be able to expand your candidate pool simply by asking your existing candidates for referrals?

If your candidates are satisfied with their experience, they’re more likely to tell their family and friends. If you’re looking for more qualified candidates, a quick and easy way to recruit is to ask your current workers.

6. Focus on Reducing Turnover

One of the reasons you may feel pressure to source more candidates is because people keep leaving. Although there are many reasons someone may not return for another job with you, there are steps you can take to reduce this turnover. Like any other employer, you want to keep turnover to a minimum.

Reduce turnover by providing a better candidate experience. In turn, your candidates will be more likely to return. They may even tell a friend about you.

Using these tips, you can successfully source your candidates more strategically for better results.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Recruiting

4 Resources Your Staffing Agency Should Invest In

Posted by Mai Dowdie

|

Jul 16, 2018 9:00:00 AM

4-Resources-Your-Staffing-Agency-Should-Invest-In-compressorRunning a staffing agency is no walk in the park. In a crowded market, it can be difficult to stand out from your competitors. With Canadian unemployment at a 40-year low and talent shortages in many industries, clients are turning to your agency, but even you may be having difficulty sourcing candidates. 

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These challenges are nothing you can’t overcome, and part of the reason you’re in this industry is that you like to be challenged. Growing your business is a high priority, and you have plenty of ideas for how you can reach your goals. 

Some resources will help you continue to grow strategically. If you’re hoping to continue expanding your company, consider investing in these four resources.

1. A Back Office Solution

Every business comes with an administration side. While this is important for keeping the lights on and the business running, it may not be the part of the business that truly holds your interest. Administering payroll, doing the books, and other paperwork-based tasks are often time-consuming, sometimes tedious, and occasionally a bit dull. 

Why put your efforts here when you could be focusing on revenue-generating activities? A back office solution is the answer you’ve been looking for. Whether it’s implementing new software or partnering with a team of experts, a back office solution can free up your time and allow you to focus on the activities that truly need your attention. 

You’ll be able to focus on growing the business and reduce the cost of your back office operations in one fell swoop. It’s a surefire recipe for growth.

2. Online Marketing

You’re already aware of the importance of marketing for your staffing agency. Marketing has moved increasingly online in the last few years, however, and many businesses across many industries have struggled to keep up. Your agency may be one of them. 

Some business owners have hesitated to invest in online marketing because many of the tactics are experimental. Some haven’t yet been proven to work. Nonetheless, there are still many different online marketing tactics that do work, and you should be investing in them if you want to grow your business. 

Why is online marketing so important? Job searching has largely moved online. You’ll find both job seekers and potential clients online now. If you want to keep growing your business, you need to be where these people are.

3. Training and Development

How much training and development opportunity do you provide to your own staff? One of the top reasons for leaving a company is a perceived lack of opportunity. If your employees are bored or feel they’re going nowhere, they’re more likely to leave.

You rely on knowledgeable, well-trained staff to keep operations running smoothly, so reducing turnover is likely high on your priority list. Consider offering a training and development program for your employees.

Training is vital in an era of constant technological change. If you plan to upgrade your software or introduce new solutions into the back office, you’ll want to ensure you’re helping your employees stay up to date with their skills by providing training.

4. Recruiting Software and Solutions

Another resource staffing agencies should consider investing in is recruiting software and solutions designed especially for those in the industry. You might consider adopting an applicant tracking system (ATS) or another program designed for general use by hiring managers in other companies.

You should always ask yourself if these sorts of solutions truly meet your needs. Specialized software solutions for staffing agencies do exist, and they’ll likely suit your needs better.

These are some of the most important resources a staffing agency can invest in. Consider adopting some of them for your firm, and watch your potential for growth expand.

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

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