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

How to Sell Your Staffing Agency

Posted by Anna Mastrandrea

|

Jan 28, 2019 9:00:00 AM

How_to_Sell_Your_Staffing_AgencyYou’ve spent years building up your staffing agency. Year after year, you’ve been building the value of your agency.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

Now you’re planning to retire or you’re ready to make your next foray in business. Maybe this was always part of the plan, or perhaps the move has been prompted by changing life circumstances. Maybe it just seems like a good time to get out and try your hand at something new.

So how do you cash in on the business you’ve built? Selling your agency might sound like a difficult task, but it’s easier than you think.


Calculate Your Staffing Agency’s Value

The first thing to do if you’re planning to sell your staffing firm is to value the business. This is similar to any other business, so you shouldn’t have too much trouble finding a formula or someone to assist you with the valuation.

You’ll need to know the business’s gross and net revenue, as well as the value of assets, such as your website or your office building if you own it. You’ll also need to factor in liabilities and debts, as well as overheads.

Next, you might want to factor in the growth of the business as well, especially in an industry like staffing. The industry has been growing steadily over the past few years, so there’s the promise of increasing returns for any potential buyer.

It is better to have a third party evaluate your business before a sale. This can help you hit the market with a realistic price attached. It also helps to be able to back up your numbers from a neutral third party. Buyers may otherwise feel your numbers are inflated or try to offer you a low price compared to your agency’s value.


Start the Search for a Buyer

When you’re planning to sell your business, you want to be sure you’ve found the right buyer. This isn’t always the person or group that will pay top dollar.

Look for buyers who have staffing industry knowledge, as well as those who are interested in keeping the business running. Buyers without knowledge might not be good for the business. Other buyers may have plans to maximize their value and then cash out, leaving the business in shambles.

If there are several interested buyers, you can usually command a higher price. You can also ask for incentive-based increases. Since the buying process can take time, this structured agreement locks the buyer into a higher price if you hit certain performance goals during the process.


Check the Legal Fine Print

You’ll want to engage a lawyer when you decide to sell your staffing agency. Agreements can be tricky to negotiate. You want to be sure you’re selling the business for fair market value. You also want to be sure the agreement doesn’t allow the buyer to skip out at the last minute.

If you have partners or shareholders, you’ll also need to be sure the sales agreement doesn’t impact them or any agreements you have with them in a negative way.


Plan Ahead

A last-minute sale is sometimes unavoidable. You may receive life-altering news and need to sell the business quickly.

For the most part, however, selling your staffing agency should be a long-term plan. If you want to sell your agency, you should be planning to do so in three to five years from the time you start planning.

This gives you a chance to build the value of the business so you can get an optimal price. Take steps like diversifying your client base and motivating your internal team to deliver results. When the time comes, you can command a higher price for a well-run and growing staffing agency.


running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Staffing Agency

Independent Recruiters: Is It Time to Offer Fixed Contract Services?

Posted by Anna Mastrandrea

|

Oct 1, 2018 9:00:00 AM

Independent_Recruiters_Is_It_Time_to_Offer_Fixed_Contract_ServicesAs an independent recruiter, you’ve no doubt been watching the growth of the gig economy and the increase in demand for flexible labour with great interest.

Download "Unlock a Lucrative Revenue  Stream With Contract Staffing" Whitepaper

It seems more and more employers are turning to outsourced solutions and increasing their reliance on recruiters when it comes to hiring. For independent recruiters, however, the picture hasn’t been as rosy. As employers increasingly employ recruiters to help them manage the recruitment and hiring processes, they’ve been turning less to independent recruiters and more to large agencies.

These large agencies tend to specialize in fixed contract services, while independent recruiters have traditionally offered permanent staffing services.

With the shift in the market, an independent recruiter like yourself is no doubt asking if it’s time to offer fixed contract services.


Why Should Independent Recruiters Offer Fixed Contract Services?

The first question you have is likely why you should consider offering fixed contract services in the first place. This would put you in direct competition with the large agencies.

There’s little doubt the demand for the services offered by an independent recruiter has diminished in recent years. In turn, many recruiters have been looking for new avenues and services to offer their clients and continue growing their businesses.

Since this shift away from permanent staffing is largely attributed to the demand for more temporary workers, a recruiter could retain their current customers and even attract new ones if they began offering fixed contract services as well.


Going Toe to Toe with Large Agencies

One of the reasons an independent recruiter may opt not to offer fixed contract services is because this puts them in direct competition with large agencies. Since the agencies specialize in this area, you may think it’s wiser to concentrate on your own area of expertise.

Many of your existing clients would like to continue working with you versus one of the large agencies. They may find your personalized service ensures better outcomes, or they may prefer the close relationship they have with you. They may even trust you more.

If you don’t offer fixed contract services, however, and they need flexible staffing solutions, they’ll be forced to turn elsewhere. By offering these services, you can give your clients more reason to stick with you.

You may not be able to truly take on the large agencies in a head-to-head battle, but many clients would opt for the advantages of working with independent recruiters.


It’s Easy to Offer Fixed Contract Services

Another thing that holds independent recruiters back from offering fixed contract services is the issue of administration.

With permanent staffing, you’re rarely responsible for payroll and other HR paperwork. The hiring client takes on all of that responsibility when they agree to bring the employee aboard in a permanent position.

With fixed contract services, things are vastly different. The recruiter is expected to adopt the administrative role. That means you’re responsible for payroll, health and safety, compliance, and other HR tasks related to the employee.

For independent recruiters, this can be a serious commitment. It may overtax your administrative resources. Luckily, it doesn’t have to be this way. In fact, it can be easy to offer fixed contract services.


Partner with a Back-Office Solutions Provider

If you want to offer fixed contract services to your clients but feel it may not be possible due to the administrative responsibility, consider teaming up with a back-end office solution provider. They can help you with the administrative side of things.

This, in turn, will allow you to focus your efforts on tasks such as recruitment, marketing, and more.

If you want to keep growing your business, it’s probably time to consider offering fixed contract solutions.


Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Independent Recruiters

5 Expenses Your Staffing Agency Can’t Claim as a Business Expense

Posted by Anna Mastrandrea

|

Sep 24, 2018 9:00:00 AM

5_Expenses_Your_Staffing_Agency_Can_t_Claim_as_a_Business_ExpenseAs a business owner, you probably know a good deal about business expenses. After all, almost everything you purchase for your staffing agency is considered a business expense of one kind or another. Of course, only some of those expenses are actually tax deductible.

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

While you may hear business owners eagerly claiming they can “write that off,” there are many things you may not be able to claim on your taxes.

“What business expenses can I claim?” is a common enough question from staffing agency owners.

The CRA says businesses can deduct certain costs that are reasonable for a particular type of business, so long as they’re incurred for the purposes of earning an income. A staffing agency, for example, could claim the expense of applicant tracking software, since it’s an important tool that allows them to earn income.

What can’t you claim as a business expense? The list may surprise you.


1. You Can’t Claim Snacks for the Staffing Agency Office

Unless you’re a rickshaw driver or bicycle delivery person, the CRA doesn’t consider snacks to be a legitimate business expense. There are a few other exceptions to the rule, such as when you’re travelling for business or you meet at a coffee shop to discuss business with a client or partner.

If you’ve been keeping the office pantry stocked with coffee, tea, and pastries in hopes of deducting the expense on your taxes, you won’t be able to. The same goes for grabbing coffee and donuts for the office meeting. Conferences and more formal meetings may be considered exceptions to the rule.


2. You Can’t Always Claim the Entire Expense

What happens if you purchase a vehicle and use it partially for the staffing agency and partially as a personal vehicle?

You can only write off a portion of the costs, so long as they pertain to the business. If you drive the vehicle for the agency 50 percent of the time, then you can claim 50 percent of the expenses associated with the vehicle. The other 50 percent is considered personal use and is therefore non-deductible.

This may not be as much of a concern for larger agencies, but it is something to keep in mind whenever you make a purchase that will function jointly for personal and professional usage.


3. Life Insurance Is Non-Deductible

You may have heard that you can deduct employee benefits from your tax bill. While this is somewhat true, there are exceptions to the rules. In most cases, you’ll only be able to claim a portion of what you pay unless you’re using something like a health reimbursement arrangement.

Life insurance, however, is always non-deductible, even when it’s included as part of the employee benefits package.


4. You Can’t Claim Grants or Rebates

Suppose you needed to upgrade your IT systems at the agency. As a small supplier, you applied to a government program for assistance with this upgrade. You were given a small grant or a tax rebate.

Those amounts must be deducted from the purchase amount, even if it’s a legitimate business expense. Essentially, this prevents businesses from claiming the same expense twice. If you’ve received financial assistance, you’ve already been paid for it once.


5. You Can’t Claim Owner Salary

If you’re the owner of the staffing agency and you draw from the business or pay yourself a salary, it may surprise you to know this is considered non-deductible by the CRA. While you can write off salaries for most other employees, your own is not considered a business expense in the same way.

The CRA maintains a comprehensive list of tax-deductible business expenses, which you should familiarize yourself with. If you’re still not sure, talk to the experts and get some good advice on what you can and cannot claim for your staffing agency. Whether you’re just starting a staffing firm or have been in business for a while, it pays to know what you can claim.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Compliance and Legislation

6 Tips to Improve Your Staffing Agency’s SEO

Posted by Anna Mastrandrea

|

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?

Download a Staffing CEO's Guide to Online Marketing

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

How Important Is Payroll Financing in the Contract Staffing Industry?

Posted by Anna Mastrandrea

|

May 4, 2018 9:00:00 AM

How_Important_Is_Payroll_Financing_in_the_Contract_Staffing_IndustryEntering the contract staffing industry can be a lucrative venture, so long as you have the infrastructure to sustain your business. With an ever-increasing number of Canadian professionals looking to achieve more flexible work in the gig economy, a competitive firm has its pick of a high volume of skilled contractors to offer. Yet, with a high volume of contractors comes a greater demand for biweekly and sometimes even weekly payroll.

Download "How TSE’s Back Office Support Helped a Staffing Agency Expand  Nationally" Case Study

You’re probably already well aware that clients’ pay schedules won’t always line up with yours perfectly. In fact, in most instances, your clients will have pay schedules that run from 45 to 90 days. While you could wait to pay your contractors until you receive payments from your clients, such a practice will prevent you from landing and retaining the best contractors.

So, how important is payroll financing in the contract staffing industry? The answer is that it’s imperative. Read on if you want to know exactly why you should secure financing that can handle the rigours of Canadian contracting.


Traditional Solutions Are Inflexible

While you might think you have the options of opening a line of credit with your local bank or engaging a factoring firm, these solutions are costly. These solutions actually put your staffing firm at more risk because neither of them can account for the fast-paced growth of the contract staffing industry.

Lines of credit, for instance, can solve the problem of steady cash flow initially. But the amount you’re cleared for by the bank is limited and won’t be easy to negotiate if your firm sees sudden growth. Lines of credit also don’t afford you much room to work with if your firm experiences a slow productivity season. Although interest rate might be lower than your standard credit card, the costs of a line of credit will compound over time.

Factoring firms, which can advance most of your invoice amounts and focus on your clients’ creditworthiness instead of your business’, only sound like a more stable option than lines of credit. In truth, factoring firms often charge anywhere as high as 6 percent of your invoice amounts and require you to share in your receivables risk. These service fees, coupled with no insurance should your clients prove untrustworthy, don’t meet the needs of your contract staffing agency.


Payroll Financing Means Stable Pay Scheduling

When you have access to payroll financing that’s designed for a staffing firm, you have the means to pay your contractors on a consistent schedule. Back office service providers like The Staffing Edge have years of experience in financing solutions for the Canadian contracting industry.

You’ll receive payroll insurance that’s flexible to your firm’s needs and the ability to customize your pay schedule. You’ll always have the money you need to pay your contractors, with low interest fees. This offers greater stability.


Credit Checks Prevent Untrustworthy Partnerships

Lastly, payroll financing is able to account for potential untrustworthy clients who might default or pay late often. Providers can also offer pre-emptive credit checks on prospective clients. Whether it’s due to fluctuations in the market, productivity slowdowns, or just plain bad luck, there are going to be times where clients might be worse off than they project to your firm. You need an option like credit checks to give you vital insights into their credit history.

With financing obstacles out of the way, your firm can unlock a lucrative revenue stream with contract staffing. That’s why securing your payroll financing is of paramount importance.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Payroll

5 Surefire Ways Your Firm Will Benefit from Back Office Support

Posted by Anna Mastrandrea

|

Apr 6, 2018 9:00:00 AM

5_Sure_fire_Ways_Your_Firm_Will_Bene_fit_from_Back_Office_Support.jpgWhile it would be great if you could rely solely on your core business to pull your staffing firm through to success, you may not operate effectively without back office support. Think of your back office support as the infrastructure that upholds the main structure of your daily operations. You can’t have one without the other.

Download "How a Complete Back-End Solution Helped a Staffing Agency Get  Started" Case Study

There are ways to tell if you need help with your back office support, but, primarily, if your staffing firm is relatively new on the block, you should consider securing a partnership with a back office provider. Such providers can greatly improve your HR, payroll, and compliance processes.

Want to know how that success is defined? Read on for five surefire ways your firm will benefit from back office providers.


1. Your Daily Schedule Is Freed Up

When you have back office support, all those nagging admin tasks like bookkeeping and payroll are no longer bogging down your schedule. Suddenly, you could have several extra hours freed up. You’ll be able to better plan staff meetings and onboard new salespeople in a less hurried manner, and your recruiters will be able to concentrate on what they do best.

You’ll have more time to hit the ground running before other firms do and capture the best talent for your niche market, as well, which brings us to our next benefit.


2. Your Productivity Soars

Last year, a LinkedIn report noted that having access to technology that automated the more mindless tasks of the day helped recruiters get more creative with their talent sourcing. Back office providers offer experts who act as an extension of your business and offer all-in-one software specifically designed to maximize your productivity.

The Staffing Edge, for instance, offers exclusive access to Stafftrak, which is an award-winning software system that integrates applicant tracking, client relationship management, and financial reporting. The more streamlined your admin tasks become, the more your recruiters can focus on refining their hiring strategies.


3. Flexible Financing

Especially when your staffing firm is still new, you want to protect your investment as much as possible. New firms often struggle to grow their businesses because they’re at the mercy of whether their clients have matching pay schedules or can be relied on for punctual payments.

Back office providers afford you the benefit of flexible financing options, including receivables insurance, so you can always pay your workers on time. Access to working capital gives you more room to grow your resources and avoid bankruptcy.


4. Sustainable Canadian Compliance

Canada’s business laws are evolving all the time. Take Bill 148, for example. There have been amendments made to vacation pay, stat holiday pay, personal emergency leave, and minimum wages in Ontario, to name just a few.

Compliance mistakes, whether they regard employment standards or proper tax remittances, are costly. In some instances, you may be both heavily fined and prosecuted. Often, your transgressions will also be made public, and we’re certain you know how that will affect potential candidates and clients’ perception of your firm’s brand.

Back office providers are qualified experts in Canadian business law and will make sure your firm’s due diligence is always met. They know all about T4s, Records of Employment, and all the health and safety standards for various boards.


5. Your Firm’s Growth Accelerates

Needless to say, if you don’t have to worry about your HR, payroll, and compliance admin, you’re set to see your firm expand. Having a robust infrastructure bolsters your core business operations, allowing you to run a competitive and successful staffing firm—one that can even take on multi-national firms!

Consider these five major benefits if you’re considering partnering with a back office provider.


Competing with the BIG multi-national agencies?

Topics: Back Office Service Provider

Want to Start Growing Your Staffing Agency? Here’s What You Need to Do

Posted by Anna Mastrandrea

|

Mar 7, 2018 9:00:00 AM

Want_to_Start_Growing_Your_Staffing_Agency_Here_s_What_You_Need_to_Do.jpgSo, you’re relatively new to the staffing industry, but you’ve seen enough of the game to decide that you want to start growing your staffing agency. You’re pretty confident that you can grow enough to compete with the big staffing firms on a national level as well. One question though: Do you have the infrastructure to handle such a feat?

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Aiming big for staffing agency growth is a great start, as you’ll want to focus on steadily improving your day-to-day productivity. You might have noticed, however, that your staffing agency’s growth has stagnated somewhat after the first couple of years in the business. This pattern is normal, so don’t panic!

The truth is if you want to play in the big leagues, growing your staffing agency needs to become much more strategic. Check out below for some foolproof ways to achieve a state of continuous growth for your agency.


Know Your Strengths

One of the biggest boosters for growing your staffing agency is to take stock of your strengths and note where your weaknesses lie. This first tip might seem obvious, but, often in this industry, we tend to focus so much on the growth that we forget to evaluate what it is about our practices that enables growth.

For instance, your staffing agency probably has no problem with sales and recruiting right? Or at least, we’d hope you don’t. Have you taken stock of what prohibits your recruiters from reaching new heights with their on-target earnings, though? Maybe your online marketing needs a little work or you lack a streamlined applicant tracking system. Your payroll processing and compliance responsibilities might be weighing down your core duties.

Capitalize on your strengths by reducing your weaknesses. Otherwise, you could be limiting your ability to grow.


Refine a Niche

Your staffing agency will be spreading its resources thin if it tries to accommodate a broad range of markets. There are many advantages of focusing on a niche, and one of the chief ones is improved growth. When you know your niche inside and out, you’ll be able to guarantee high-quality staffing on a consistent basis.

Consistency is key to ratcheting up your productivity levels. If this sounds like an extension of our first tip, that’s because it is in a way. Your staffing agency’s success is reliant on how well you can anticipate and meet the unique needs of your niche market. When your clients can bank on your abilities to accurately recruit and place star candidates in their field, your brand’s reputation alone will start to attract new clients.


Partner with a Back Office Services Provider

This last point ties everything together. If you’ve done some meaningful introspection on what makes your business tick and have chosen to hone in on your niche market’s wants and needs, then partnering with a back office services provider gives you the infrastructure to excel.

Such providers are experts in payroll processing, HR, and compliance administration. They even have technology that’s geared towards businesses like yours that require a streamlined platform for applicant tracking, client relationship management, and financial reporting. They’ll act as your day-to-day advisers regarding any changes to your niche market and updates to government policies.

With regards to that last point, nothing can frustrate your plans for growing your staffing agency more than changes to employment standards. Partnering with a back office services provider can keep your business compliant on an ongoing basis, allowing you to focus on what will accelerate your growth like nothing else: reducing costs and distractions from your core sales and recruiting duties.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

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.

Download a Staffing CEO's Guide to Online Marketing

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.

 

Download "10 Things You Need to Know When Starting a Temp Staffing Agency"

 

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

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Dec 11, 2017 9:00:00 AM

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

Download "10 Things You Need to Know When Starting a Temp Staffing Agency"

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

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