The Staffing Edge Blog

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

Anna Mastrandrea

Anna Mastrandrea is the team lead of the payroll department at The Staffing Edge. For over 10 years, Anna has been providing the highest level of customer service to our members. Anna is an important part of our back office operations, running payroll for all of our members assignment employees, ensuring all proper payroll deductions have been set up, billing clients, and processing record of employment and filings to Service Canada. Her goal is to make sure all of our members assignment employees are paid properly, and most importantly, on time. Anna’s passion for challenges, learning, and problem solving makes her a great asset for our members, as no one member’s situation is ever the same. When Anna is not on the job, she enjoys spending time with her family, indulging her love for great wines, and playing volleyball.

Recent Posts by Anna Mastrandrea

3 Ways Back Office Service Providers Increase Staffing Agencies’ Productivity

Posted by Anna Mastrandrea


Feb 14, 2018 9:00:00 AM

3_Ways_Back_Office_Service_Providers_Increase_Staffing_Agencies_Productivity.jpgWith the new year’s hiring season under way, staffing agencies need to kick-start their productivity. One of the best ways to optimize productivity levels is to tighten up your agency’s best practices. With every new year, you should be reviewing your best practices and replacing outdated strategies to ensure your recruiters can do their best work.

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One sure-fire way to improve several of your staffing agencies’ best practices that affect productivity is to secure a relationship with a back office service provider that specializes in helping agencies streamline their daily operations. Curious about how exactly such providers can accomplish this?

Check out below for three significant ways back office service providers increase your productivity by employing specialized expertise and technology in your agency.

1. Reducing Admin Busywork

Administration is arguably the most ungainly portion of staffing agencies’ responsibilities. All of the day-to-day drudgery such as payroll, compliance, and bookkeeping is integral to your operations. At the same time, all these admin tasks are a massive drain on your core business responsibilities like sourcing promising candidates and placing them with your clients quickly.

Considering that just sourcing candidates alone is one of the top challenges agencies are facing this year, you need to save and maximize your salespeople’s time. If your agency is growing fast, then it’s imperative you seek back office support. Otherwise, you’ll find your agency practically drowning in paperwork.

When you outsource your admin tasks to a service provider that employs admin experts and develops cutting-edge software to automate time-consuming processes, your productivity will begin to climb. One of your best practices for 2018 should be to minimize busywork.

2. Keeping Payroll and Financing in Check

Whether you’re a new agency or not, we can all agree that making sure payroll is processed on time and according to the right rates is important. A lot of time and effort will go to waste arguing with candidates if payroll is mishandled or withheld because there’s no financing infrastructure in place to ensure your agency and your talent are taken care of.

Back office service providers offer a range of tools to help you keep payroll accurate and on time, every time. A service provider will give you the ability to run credit checks on prospects, making certain you’re making the right decisions regarding clients. Providers also offer payroll financing, offering a bank account with receivables insurance that will help you pay all workers according to your schedule. All branded invoices, government remittances, and collections are handled by the provider as well.

The result is no more headaches and split focus about whether you’re balancing the books. Once you have your payroll and capital in order, you’ll be ready to unlock a lucrative revenue stream with contract staffing.

3. Optimizing Your Ongoing Compliance Measures

As of April 1, 2017, onward to March 31 of this year, the Ontario Ministry of Labour is conducting its annual round of workplace inspection blitzes. Such blitzes in recent years have been uncovering an increasing number of non-compliant bosses who have been failing employment standards and failing to pay their workers.

Many blitzes also catch newer staffing agencies by surprise as well, because Canadian provincial and federal legislation and regulations are constantly evolving. As of November, for example, the Fair Workplaces, Better Jobs Act has brought several updates to wages, standards, and laws.

Back office service providers are experts in Canadian compliance and will act as advisors who will keep you up to date on the latest changes to legislation and regulations. They also offer a guarantee that, in the rare chance that there are any misclassified independent contractors, they will assume financial responsibility for audits or penalties.

Your agency needs to focus on what it does best: sourcing and providing top talent. Outsource the tasks that weigh down your core business, and watch it grow with ease.

Competing with the BIG multi-national agencies?

Topics: Back Office Service Provider

Expanding into the Canadian Market? Here’s How to Get the Help You Need

Posted by Anna Mastrandrea


Jan 26, 2018 9:00:00 AM

Expanding_into_the_Canadian_Market_Heres_How_to_Get_the_Help_You_Need.jpgExpanding into the Canadian market is a very enticing notion for many American staffing firms. Based on the proximity and the relatively similar culture, it seems like a no-brainer for companies to tap into this lucrative market. If you’re looking to get in on the action, it could be a fruitful business venture for you and your agency.

There’s only one problem: How should you go about expanding? It’s not as simple as just picking up and setting up shop in Canada. You need to get in contact with the right people to make your expansion a success. Who are they? These are three people you might want to talk to if you’re considering expanding into the Canadian market.




Get in Touch with a Lawyer

If you’re considering expanding into the Canadian market, you need a lawyer to get your business up and running.

During the initial stages of business development, there will be many legal documents you’ll need help with. From commercial leasing to contract creation, your lawyer is there for you.

First, your lawyer will help you determine your business structure so you can file the proper forms to register as a business. Once that is set up, a lawyer will help you create all the legal contracts and agreements your business requires. Once your business is set up, you likely won’t require the services of a lawyer often. If you need any additional paperwork completed down the line or have any legal compliance questions, it is useful for agencies to have a Canadian lawyer on retainer.

Looking to Immigrate?

If you’re serious about expanding into the Canadian market and you’re ready to hit the ground running, you may want to pack your bags and settle in at your new location. Setting up shop can be difficult at the best of times. When you add the long distance of managing expansion from abroad or across the border, things get more difficult.

If you’re wanting to settle down in the True North for the time being, you’ll likely want to speak with an immigration expert. Applying for Visas can be tricky, so you want to make sure you’re applying for the right Visa and that you submit all of your necessary documents.

While immigration experts can help you personally before the move, think this through logically—are you prepared to be away from your business’ home front? What if you aren’t approved for a Visa? Thankfully, for those who realize disrupting their lives may not be the best idea for business, there are back office solution providers.

The Answer to All Your Problems: Back Office Solution Providers

With a back office solution provider, you don’t have to worry about all the administrative ins and outs of a new country. These providers can work on your behalf in Canada. This includes taking on tasks such as your payroll, benefits, record keeping, compliance, and taxes. All of your back office tasks are met and dealt with; it’s as easy as that.

What’s even better about a back office solutions provider is that they can help you navigate this new landscape better than anyone else. While lawyers can offer great legal compliance advice, their time is expensive and it can be hard to get an appointment to address all your compliance-related needs. You may also have to manage the work yourself after getting advice. You can get the same quality advice by trusting your compliance needs to a back office solutions provider. The provider is not only more cost-effective but will manage the workload and paperwork on your behalf.

Get Started Today

What are you waiting for? Contact a back office solutions provider to start expanding into the Canadian market and tap into a new lucrative revenue stream.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Back Office Service Provider

Think Adding Temp Staffing Is Too Hard? Think Again

Posted by Anna Mastrandrea


Dec 11, 2017 9:00:00 AM

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


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

Administration Doesn’t Have to Be a Headache

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

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

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

Worker Classification Is Simpler Than You Think

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

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

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

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

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

Workforce Flexibility Is Your Greatest Asset

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

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

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

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Contract Staffing Agency

5 Costs That Ruin Employment Agency Profit Margins

Posted by Anna Mastrandrea


Nov 13, 2017 9:00:00 AM


Running an employment agency, even in the age of a soaring gig economy and the ongoing skilled worker shortage, is tough. While you might have a niche that’s in demand and potentially lucrative, your employment agency’s success is dependent on whether you can keep your books balanced.


You could have the best talent on your roster, but you could still find that your profit margins are narrow. The reason for this is complex, but a lot of it comes down to improper back office administration and untrustworthy clients.

Curious about which costs can wreck your employment agency profit margins? Check out five of the worst issues below.

1. Disorganization

This might not seem like the worst offender on the surface, but disorganization (particularly regarding your accounting paperwork) can shrink your employment agency profit margins in several ways.

Let’s say your agency is new. Chances are you won’t be focusing on accounting as much because you’re preoccupied with sourcing talent and drumming up clients who want that talent. But once you start regularly placing candidates, you’ll most likely have misplaced an invoice or two, not to mention time cards. An inefficient financial reporting system can quickly hurt your profits due to late payments.

2. Non-Paying Clients

Non-paying clients coupled with a disorganized back office could spell disaster for your employment agency profit margins. Some clients are simply looking for free labour. Cash flow management for employment agencies is difficult. You must pay your temps on time, even if your clients haven’t paid you, which means non-paying clients can seriously set back your agency’s growth

Credit checking before you start a relationship with a client is vital to keeping your employment agency profit margins healthy.

3. Poorly Matched Pay Schedules

Unfortunately, there are going to be instances when your profit margins are down due to late payments from clients. Every business has its own individual pay schedule, and not all of them are going to be perfectly in sync with your agency’s schedule.

A typical payroll schedule for an employment agency is weekly or bi-weekly, but what if your client only pays every 60 or 90 days? That means you’ll be using your own funds to pay employees until your client finally pays you.

4. Compliance Woes

Canada has many employment laws and standards that staffing agency owners must meet. Keeping track of ever-evolving legislature and ensuring your agency is always compliant is a difficult task. Employee misclassification is a real—and costly—risk in the industry. You also have to comply with minimum wage, overtime laws, holiday pay standards, and so much more.

Add to the above missed tax returns and remittances (which will be inevitable if your back office is very disorganized), and your profit margins will rapidly shrink.

5. No Payroll Financing

Just as you trust your clients to pay on time, your temps trust your agency to pay on time, which is why payroll financing is vital to the financial health of your staffing agency.

Keep these five costs in mind when launching your agency, and you should have no trouble keeping your profit margins up!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

Top 5 Costs Eating into Staffing Agency Profit Margins

Posted by Anna Mastrandrea


Oct 30, 2017 9:00:00 AM

Top 5 Costs Eating into Staffing Agency Profit Margins--.jpgTemp staffing agencies may be on the rise but they can have a tough time keeping afloat financially.


For a new staffing agency to become more competitive and achieve sustainable growth, it must ensure its overhead isn’t exceeding its profit margins. The key to determining what costs are eating into your staffing agency profit margins is zeroing in on what aspects of your agency are the most inefficient.

With the above in mind, here are our top five costs that are eating into your staffing agency profit margins.

1. Non-Compliance

We know keeping on top of paperwork duties might be a pain, but it’s paramount for your staffing agency profit margins. If your agency is found to be noncompliant with Canadian business legislation and employment standards, your finances will take a downturn. 

You could face penalties and fines that can run into the thousands. 

If you aren’t on top of your compliance, it’s a sure bet your staffing agency profit margins are shrinking. Canadian business legislation is constantly changing, and you need to keep up to avoid costly fines.

2. Taxes and Government Remittances

This second cost is part of your compliance responsibilities, but it’s a matter that also entails how efficient your financial reporting system is. When it comes to paying taxes and government remittances on time, you literally can’t afford to be late. Staffing agencies that miss their remittance deadlines must deal with automatic penalties from the Canada Revenue Agency (CRA), rush to make payment arrangements, and appeal in court to contest fines. 

Of course, all the issues just mentioned cost your staffing agency precious time that could’ve been spent focusing on sourcing talent and securing placements for clients. One way agencies avoid this problem is by implementing proprietary software that has a built-in financial reporting system.

3. Non-Paying Clients

One of the key things you should know about starting a temp staffing agency is that your reputation is dependent on your ability to enter into valuable client relationships. If you’re too focused on the number of placements you make, you run the risk of connecting with clients who refuse to pay your agency (on time or at all).

You need to run credit checks on clients before you enter into a partnership with them. And your screening process should be thorough. Otherwise, you risk your profit margins and your employer brand in one fell swoop!

4. Overtime and Holidays

You need to know what the laws are for overtime and statutory holidays in your agency’s province. Every Canadian province has varying rules and standards in both cases. If you don’t follow them, you could find yourself dealing with extra costs if your temps have worked overtime or holidays during their placements.

5. Payroll Financing

Even if your clients are trustworthy, their business payroll schedule might be divergent from yours. Your candidates must be paid on time, regardless, or you risk losing their talent and dealing with complaints and a bad reputation. You could end up paying a lot of interest on lines of credits or other financing options from a bank, making it difficult to profit. That’s why staffing agencies seek services like receivables insurance to keep their payroll consistent.

Stay on top of these five potential costs, and your staffing agency will be able to keep its profit margins strong!

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.


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

Why Temp Staffing Is the Employment Solution of the Future

Posted by Anna Mastrandrea


Sep 18, 2017 9:00:00 AM

Why Temp Staffing Is the Employment Solution of the Future--.jpgIt’s only natural that your eyebrows should rise when an industry claims to have future-proof solutions. But in the instance of employment and the Canadian economy for the foreseeable future, the staffing industry isn’t amiss to claim that temp staffing solves a lot of our current employment issues.


Temp staffing is flexible and there’s plenty of it in our current decade with the rise of the gig economy. There’s been a lot of talk of how the way we approach work in our current economy and demographic makeup has shifted.

All this points towards the major points we have to present about why temp staffing is indeed the employment solution of the future.

Addressing the Ongoing Skills Shortage

Skills shortage—now that’s a term that Canadian candidates and recruiters are sick of hearing in recent years. The resentment is well earned, as the skills shortage is an issue that’s slated to be an ongoing problem.

The skills shortage is a self-perpetuating cycle of businesses lacking an increasing percentage of skilled candidates and the skills gap continuing to widen for new candidates. Provinces like Ontario are bleeding billions of dollars in GDP and tax revenues annually because of this problem.

Temp staffing agencies provide a solution by skillfully networking Canadian top talent that prefer or need contract work with businesses whose HR resources are stretched. Temp recruiters also know how to tap the hidden market of passive talent, to land businesses veteran candidates for their hiring needs!

Lowers Overhead Costs

Hiring more temps for specific projects, busy seasons, or to cover employees on leave lowers costs significantly for businesses. The reason for improved business budgets is due to letting recruiters at successful staffing agencies pool their expertise towards finding multiple candidates for a business’s specific field. Instead of stretching internal HR thin trying to find enough referred employees to fill vacancies, businesses have access to a pool of talent looking sometimes even for multiple contracts! 

The best staffing agencies give 100 percent with all their placements due to a combination of cutting edge proprietary tech for efficiency, knowing their temp niche inside and out, and outsourcing their back office duties to perfect their front end focus. Businesses will find moving forward that partnership with the right staffing agency means no more worries when extra manpower is needed.

Keeps Up with Evolving Demands

Perhaps the most impactful aspect of temp work being on the rise is that businesses look to agencies to help them keep up with their industry demands. For specific industries like IT and various trades, there’s a host of technological developments that have given rise to new trends and standards. And when businesses engage with agencies that know their niche they’ll be able to find employees with coveted skills fast.

Being responsive to industry demands is lucrative for both clients and recruiters offering skilled temporary staff. On the client side, a business will always be able to fulfil market demands as they emerge with candidates that want a steady stream of work in their field of expertise. On the recruitment side, those agencies that are dedicated to consistently filling specific job orders will attract a greater number of clients and candidates in need of matching.

Investing in temporary staff is a mutually beneficial endeavour for clients and recruiters. And for those who’ve been considering starting a staffing agency, there’s no better time to unlock a lucrative revenue stream with contract staffing. Temp staffing is as close to a future proof solution to employment in Canada as we can get, because it evolves along with the gig economy.

Starting a Staffing Agency

Topics: contract staffing

3 Key Traits of a Successful Temporary Staffing Agency

Posted by Anna Mastrandrea


Aug 16, 2017 9:00:00 AM

3 Key Traits of a Successful Temporary Staffing Agency--.jpgWith terms like ‘gig economy’ and ‘job churn’ circulating around the staffing industry in 2017, Canadian businesses are favouring temporary staffing over permanent employment. Canada’s ongoing skills shortage affects more than just the tech world, and it impacts both organizations that need expert talent and young jobseekers.


There’s no better time than the present to start a temporary staffing agency. This type of agency is on the rise, because it’s an efficient way for companies to gain employee flexibility fast. LinkedIn’s 2017 Global Staffing Trends Report states that more than half of the industry’s leaders expect their budgets to grow and 79 percent expect to place many more candidates in the coming year.

All this means that if you’re going to start a successful temporary staffing agency during one of the most competitive eras in recruitment history, you’ll need to have a clear idea of what defines a winning staffing agency. Check out below for three traits you should have if you want to run a successful temporary staffing agency.

1. Know Your Niche

While you might think it’s better to cast your net wide when it comes to a successful temporary staffing agency strategy, it’s quite the opposite. The most prosperous staffing agencies are, in fact, those that decide to specialize in a field and become leading experts on the candidates and clients available there.

Many advantages come along with choosing a niche for your staffing agency, not least of which is being able to zero in on a target audience for marketing. When you know what your niche is, it’s easier to stay consistent with your brand, business strategy and budgeting. Not to mention that by focusing on one field, you can offer more valuable customer service.

2. Adapt to New Technology

They don’t call our current time the "digital age" for nothing. Starting a temp staffing agency today means you must prepare yourself for how data driven the industry is. Big Data, analytics, and key performance indicators are just a few of the trends that help the staffing industry run efficiently.

If you’re going to start a temp staffing agency, you’ll have to roll with the punches of digital transformation and disruption. If not, you’ll find yourself quickly falling behind. Make sure that you employ software that has features like an applicant tracking system (ATS), which allows you the ability to keep tabs on all your candidates, and a customer relationship management (CRM) system.

The best temp staffing agencies can stay on top of everyone involved in their business at any given time. That includes their staff as well and continuously monitoring their performance rates. New technology is key to streamlining daily operations.

3. Outsource Administrative Tasks

Perhaps one of the greatest underestimations people make about starting a successful staffing agency is how much effort it takes to keep admin in check. Making sure back-office duties and paperwork don’t overflow onto the front end and diminish your agency’s time management is of paramount importance.

Especially if you’re a foreign business owner, you need to give due consideration to the time and resources you’ll need for admin tasks. You must account for compliance with Canadian employment standards and province-specific business legislation, payroll and insurance. The last thing you want to sink your new agency is lack of attention to bureaucratic matters.

The above is why successful staffing agencies outsource their administrative tasks. Just as having a niche your agency can become trusted experts in, there are businesses that specialize in administration and business law. Hiring such experts can take the burden off your core business tasks and ensure you can eventually compete with the big staffing agencies.

The bottom line is this: the more decisive your staffing agency is, the better its chance at becoming a successful temporary staffing agency.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

How to Find the Best All-in-One Software for Staffing Agencies

Posted by Anna Mastrandrea


Aug 4, 2017 12:00:00 PM

How to Find the Best All-in-One Software for Staffing Agencies-1.jpgStarting a staffing agency means you’ll soon find yourself with a healthy share of paperwork that always needs completing. Luckily, there’s software for staffing agencies that can lessen your workload and simplify your workplace.


What’s one of the biggest advantages of employing software for staffing agencies’ back office duties? Streamlined administration. The key to starting a successful staffing agency lies in balancing back-end and front-end efficiency. An all-in-one software solution can help you strike that balance and increase overall performance levels quickly.

How do you know you’ve found the right software for staffing agencies that addresses all your admin concerns? Read on to find out what you should be looking for in a back-end solution.

Does Your Solution Have an Effective Applicant Tracking System?

The core of your staffing business is its database of skilled candidates and clients who need those candidates placed in key roles at their companies. Since the gig economy makes up a significant portion of Canada’s economy at present, there are going to be many who engage with your staffing agency daily. Your staff needs a way to keep track of all the talent you place in order to guarantee satisfactory customer service for clients. That’s where an applicant tracking system (ATS) comes in.

But you can’t just have any old software solution for an ATS. An ineffective ATS can negatively impact your staffing agency if you aren’t careful. You need to look for software that allows for agile customization of profiles and offers a hot list function so that your staff can fill orders for candidate placements. Staffing agencies must optimize their time spent on placements in order to stay competitive in the staffing industry.

Does Your Solution Have a Customer Relationship Management (CRM) Platform?

A CRM platform is essential in software for staffing agencies. A CRM maximizes the productivity of your business’s daily operations. Automating tasks that bog down your staff’s recruiting strategies, like screening candidates and data entry, is considered by LinkedIn to be one of the best ways to maximize your staffing agency’s budget.

The right CRM platform should allow your staff to make and track notes, set reminders, create lists, and run credit checks on clients. CRM’s enable your staff’s performance levels to be exceptional. When your staff approaches new candidates and clients, they are more than ready to connect the best talent with the right placement.

Does Your Solution Have an Integrated Financial Reporting System?

This feature is a must for an all-in-one software solution for staffing agencies. Payroll can be a tricky matter to handle when you have many candidates who are passing through your system. You must ensure that however you handle your timesheets that there’s a way to account for pay structure, tax calculation, overtime, and stat holiday billing. If your software doesn’t have an integrated financial reporting system, it can lead to a lot more data entry for your staff. one excellent all-in-one software solution that possesses all the major features discussed in this blog. Stafftrak is a customizable system that can adapt to any changes in Canadian business laws as needed. It’s also a software that can be accessed by mobile devices, meaning your staff can make changes on the go as well as in the office.

Make sure your agency has maximum adaptability with a multipurpose solution.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

5 Tips for Improving Your Staffing Agency

Posted by Anna Mastrandrea


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.

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

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.

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Topics: Staffing Agency

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