The Staffing Edge Blog

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Chelsea Henry

Chelsea Henry is the team leader of risk management at The Staffing Edge. Chelsea’s passion for working closely with others in a challenging but rewarding environment is what makes her an important asset to our members. Chelsea has over 10 years of customer service experience—five years specifically dealing with risk management in the staffing industry—and is JHSC certified. Through research, Chelsea helps keep members up to date on current legislation involving employer’s rights, and deals with their day-to-day challenges with labour laws. Outside of work, she enjoys spending time with her family, DIY projects, and photography.

Recent Posts by Chelsea Henry

The Importance of a Great Candidate Experience

Posted by Chelsea Henry


Jun 4, 2018 9:00:00 AM

The-Importance-of-a-Great-Candidate-Experience-compressorYour staffing agency’s overall success can be impacted by the effectiveness of your candidate experience. When you take a look at some of the latest statistics about how a poor candidate experience affects your business progress, everything is put in perspective. A particularly significant statistic, for instance, is that 58 percent of candidates would not apply to a hiring organization again in the future if they’ve had a prior negative experience with them. 

Download a Staffing CEO's Guide to Online Marketing

Since a staffing agency’s candidates are its lifeblood, you cannot afford to make a bad first impression with them. Despite the fact that sourcing candidates is the primary responsibility of your recruiters, it takes your whole team’s efforts to ensure every part of the candidate experience is a great one. 

If you want to know more about why building a great candidate experience is important, keep reading.

The Candidate Experience Is Integral to Your Brand

How you treat your candidates throughout the hiring process determines how well those candidates perceive your staffing agency. 

One recent survey stated that out of the 826 candidates asked, 72 percent of them who found their candidate experience lacking shared their experience online or with someone directly. These days, there are many sites like LinkedIn, Glassdoor, and PayScale where candidates can go to rate your staffing agency. 

Your agency’s brand is key to your hiring strategy because most candidates (and clients) are attracted to organizations that have values that align with their own. So, in addition to implementing an effective online marketing strategy, you should seek to optimize your candidate experience as well.

Areas for Improvement

Chief among candidates’ concerns during the recruitment process are the length of the hiring process and communication. That 72 percent of dissatisfied candidates cited above? One of the main reasons for their dissatisfaction stemmed from spending hours on the application process, only to get lost in the shuffle of hundreds of applications submitted. The other driving factor for their negative responses to the candidate experience was never receiving any notice regarding whether their applications were reviewed. 

Your staffing agency must review how well it’s managing its applicant data. Agencies these days are often dealing with an exponential amount of data on candidates, current and long-time clients, compliance, payroll, etc. If you find that your recruiters are spending less time on their core responsibilities because of double-duty to wrangle paperwork, something needs to change and fast. 

In other words, when you can save more time per week on admin tasks, your agency’s front-end staff will have a much better chance to engage with promising candidates in an efficient and authentic way.

Achieving a Rewarding Experience

When you take the time to streamline and improve the overall quality of your candidate experience, you’ll notice a significant increase in candidate engagement with your brand. According to some curated statistics by Monster, 62 percent of candidates would apply to the organization again and increase their relationship with the organization’s products and networks if they had a great candidate experience. As well, 78 percent of those happy candidates would refer others to the organization.

Clearly, there’s much to be gained by ensuring your candidate experience is exceptional. Having niche market expertise that’s second to none and a trustworthy client base isn’t worth a whole lot to your staffing agency if you cannot source enough candidates with your current candidate experience. Your business only continues to grow if you can improve your brand and generate an engaged and satisfied talent pipeline.

So, take the time to ensure you have a great candidate experience.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

5 Marketing Best Practices for the Staffing Industry

Posted by Chelsea Henry


May 28, 2018 9:00:00 AM

5_Marketing_Best_Practices_for_the_Staffing_IndustryThe staffing industry has never been more competitive. Consequentially, your firm needs to ensure it has a robust marketing strategy to keep its talent pipeline strong and its client base growing. You may know the general steps to marketing your firm, such as focusing on a targeted niche and sharing your expertise, but do you know what the most effective best practices are in the staffing industry?

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To help you get on the right track, we’ve gathered five of the staffing industry’s most significant best practices below for you to consider.

1. Differentiate Your Brand

This should go without saying in today’s competitive staffing industry, but your firm needs to stand out. Whether you’ve chosen a niche for your business or not, you should take time to figure out all the unique selling points of your brand. Granted, knowing your niche helps you pinpoint these strengths more easily, but you should have a concrete idea of how your firm’s geographic location, its hiring process, its candidates, and their skills set your firm apart.

After all, you’re probably not going to be the only firm working in your niche. You must determine your key brand differentiators to effectively attract clients who know they can’t receive the same service from another firm. Differentiating your brand essentially means knowing your niche from the inside out and showcasing your firm’s confidence in its expertise by doing so.

2. Use Online Marketing Techniques

The digital age has transformed the job search process. Most of your candidates and clients measure the strength of your staffing firm’s brand by how up to date your online marketing strategies are. If your firm doesn’t already have a website, build one a.s.a.p. Your niche market is full of savvy online researchers who know how to discern a forward-thinking business from an old-fashioned one, and they won’t engage with brands they can’t relate to. 

Your staffing firm should also publish a blog with relevant content and have several social media profiles on sites like LinkedIn, Facebook, and Twitter to help share this content widely. These digital marketing tools help you communicate your firm’s expertise and available services and connect directly with potential candidates and clients.

3. Make Client Retention a Priority

Marketing to get new business is important, but let’s not forget about client retention. Some staffing firms make the mistake of fixating on growing their client base. While you should certainly always be looking to improve your business’ bottom line, you’d be remiss to neglect your current clients in favour of constantly seeking out new ones. Your long-standing clients are vital to your staffing firm, so make sure you show them your appreciation and improve your relationship management.

Reach out to them on a regular basis with news, trends, and changes in the industry. Connect with clients on a personal level and let them know they’re not just a number to you. Marketing automation can help with these tasks. Happy clients mean genuine and productive partnerships, not to mention repeat business.

4. Improve Your Talent Pipeline

Make sure that your firm continuously improves its talent pipeline. Having great talent to offer clients is good, but ensuring you always have great talent on deck to consistently fill work orders on time is even better. Having a talent pipeline is also sometimes considered a part of relationship management, as it’s a marketing best practice that emphasizes building long-term relationships with talent who will be available for future placements.

To improve your talent pipeline, improve your candidate experience and build and share your employer brand online. Over time, you’ll start to be known for your excellent candidate experience, and more talent will flock to your agency.

5. Track Your Firm’s Progress

Lastly, having quantifiable statistics regarding your marketing plan’s effectiveness is always a good idea. Keep track of your website, blog, advertising, and social media analytics to ensure you’re basing your marketing decisions on real data, not emotions. This will help you improve your marketing over time to see even greater results.

These five best practices will help you build your ideal marketing strategy.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

How Back Office Solutions Help Staffing Agency Startups

Posted by Chelsea Henry


May 18, 2018 9:00:00 AM

How-Back-Office-Solutions-Help-Staffing-Agency-Startups-compressorSurviving the first couple years in business is challenging. There are many reasons why 50 percent of startups fail during the first two years, including starting a business that wasn’t relevant to the customer base, lack of competitor research, and mismanaged cash flow. Perhaps the most critical reason that startups fail, however, is the lack of infrastructure to sustain a fast-growing business. 

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

The rise of the Canadian gig economy has accelerated growth for staffing agency startups. If you’ve chosen a high-potential niche to cater to, your agency will find its networks of candidates and clients rapidly expanding. And the more your roster grows, the more back office administration you’ll have to contend with. 

Staffing agencies can easily drown in paperwork if they’re not careful, which is why you need a dedicated back office solutions provider. Industry-specific providers help staffing agency startups integrate a robust infrastructure that enables them to succeed.

Relieve Your Front Office of Admin Double-Duty

When you don’t have an effective solution for balancing back office paperwork and front office recruitment and business development, your staffing agency startup will experience a sharp decline in productivity. The less time you have for your core duties like online marketing for your agency’s brand and sourcing talent for your clients, the more likely it is your agency won’t last beyond the two-year mark. 

Back office solutions providers can offer relief to your front-office staff. This relief comes in the form of specialized technology. 

Providers like The Staffing Edge (TSE) have developed award-winning software that can handle applicant tracking, client relationship management, and financial reporting all in one system. Automating your back office is key to your success because the startups that can offer consistent high-quality service are the ones that have the most staying power.

Keep Your Cash Flowing in the Right Direction

More so than other startups, a staffing agency struggles with payroll liabilities early on. Despite the high potential for profit, with many clients lined up to engage your agency for their hiring solutions, your cash flow is often upside-down. 

Since you’re the one paying your workers, but dependent on clients’ payments to give you the resources to do so, you need to ensure you have insurance for unexpectedly long gaps between paid invoices, not to mention instances when your client defaults on payments.   

Back office providers offer payroll financing and outsourcing options, including: 

  • Comprehensive insurance that can account for pay schedule inconsistencies, damages, and payment defaults
  • Credit checks for prospective clients
  • Account status inquiries
  • Custom payroll processing 

Your startup must become proficient at cash management if you want to harness your full potential. 

Stay Compliant

If you want to start a successful agency, you must make compliance a priority. Your agency’s reputation and legitimacy depend on remaining compliant.

Back office solutions providers like TSE are Canadian compliance experts and they can act as your advisors in matters of proper wages, health and safety regulations, remittances, worker classification and more. Your startup will thrive if it can prove to all parties involved that you value running a compliant agency that has the infrastructure to handle Canada’s booming gig economy and ever-changing legislation.

All the above solutions discussed together make a formidable strategy for launching a successful startup in the staffing industry.


Topics: Back Office Service Provider

Did You Know You Can Outsource Your Staffing Firm’s Back Office?

Posted by Chelsea Henry


Apr 16, 2018 9:00:00 AM

Did_You_Know_You_Can_Outsource_Your_Staffing_Firms_Back_Office.jpgWhen you’re starting a staffing firm, it’s easy to fall behind on your back office responsibilities. If there’s one thing staffing firms are good at doing right out the gate, it’s amassing paperwork and getting tangled up in compliance standards. You might be feeling overwhelmed at the prospect of having to juggle your back office with your front office.

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

You might be thinking you’re on your own when it comes to harmonizing your back office services. You can outsource your staffing firm’s administrative tasks to a back office solutions provider. Curious about how a partnership with a back office solutions provider works and what they can offer?


Comprehensive Packages

Back office solutions providers make their business all about helping your firm excel at its core business duties. Staffing firms, especially small to medium-sized ones, tend to focus on the front office because they need to hit the ground running. The gig economy is shaping up to be a model of work that’s globally adopted, which means that while staffing firms are in demand, they’re also in competition.

When you outsource your back office to a provider, they can offer you packages that cover everything from Canadian business law expertise and payroll financing to compliance and HR. Providers want to help you streamline your back office so you and your recruiters aren’t burning out from multitasking front office tasks with admin duties.

While it’s admirable to want to manage both your front and back offices yourself, for a small to medium business like a staffing firm, that’s a tall order to fill. Mistakes in this industry are costly, with compliances fines easily running into the thousands if you’re not careful.


Dedicated to Industry-Specific Service

You don’t have to rely on a general back office solutions provider. In fact, you shouldn’t. An industry-specific provider like The Staffing Edge (TSE) offers solutions that address issues that are unique to staffing firms.

For instance, staffing firms deal with a lot of data. Keeping track of all applicants and clients isn’t easy when you have limited staff and a constantly growing roster of candidates and clients. A provider like TSE will not only have experts you can rely on to complete your back office tasks but who can also give your firm access to proprietary software that rolls applicant tracking, client relationship management, and financial reporting all into one system.

Other custom solutions they offer to staffing firms include receivables insurance and invoicing. Providers can also run pre-emptive credit checks on prospective clients and send account inquiries on your behalf.


Act as an Extension of Your Team

Outsourcing your back office also means integrating a provider’s staff into your customer service team. A provider’s experts will bring all their years of staffing firm compliance, payroll, and HR admin to the table, providing up-to-date advice and training you to implement their solutions optimally.

TSE’s award-winning proprietary software mentioned above is always updating to include functions for proper scheduling, payroll administration, billing, and compliance. For example, in recent months, there were functions added to help properly track personal emergency leave.

Outsource your back office to reduce your firm’s growing pains. Partnering with a dedicated provider allows you to maximize your resources and focus on your firm’s strength in recruitment. You might even find that you’ll be able to compete with the big staffing firms.



Topics: Back Office Service Provider

Thinking about Outsourcing Your Staffing Agency’s Accounting and Payroll?

Posted by Chelsea Henry


Apr 11, 2018 9:00:00 AM

Thinking_about_Outsourcing_Your_Staffing_Agencys_Accounting_and_Payroll.jpgHas your staffing agency’s growth been stagnating? Often, the primary cause of impeded growth is mismanaged or neglected accounting and payroll. Administrative tasks can be time consuming and they directly affect how well your front office performs. So, naturally, you’re probably thinking about the best way to outsource your accounting and payroll.

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

Shopping for the ideal payroll admin solution is tricky because it’s not just about automation. To ensure you have a comprehensive solution that accounts for all the ins and outs of paying Canadian workers, you need access to experts in compliance as well.

Read on if you want tips on how to determine the best solution for outsourcing your accounting and payroll.

Is Your Provider Capable of Handling High-Volume Payroll?

Especially if you’re dealing with temporary placements, your staffing agency is bound to deal with a high-volume payroll. The competitive gig economy and the ongoing skills shortage have ensured that the staffing industry will be booming for a while. That statistic is great news for your front office, but not-so-great news for your back office.

When you outsource your accounting and payroll, make sure you have a provider that’s experienced in handling a high volume. You need a provider that will be capable of following a consistent pay schedule for all your workers within a system that can account for all their individual invoices. Otherwise, you’ll risk miscalculating rates of pay or missing payments.

Can Your Provider Offer Payroll Financing?

Your agency has most likely had at least one or two experiences with untrustworthy clients or a strained cash flow. This is often due to lacking reliable payroll financing during instances of mismatched pay schedules or a client defaulting on payments. Consider securing financing for your agency; otherwise, you risk your upside-down cash flow sucking your resources dry.

The two most important options you should look for in a provider offering payroll financing are:

  1. Receivables insurance: This option allows for your staffing agency to pay your workers on time by drawing from a short-term funding bank account set up by your provider. Being able to ensure payments boosts the trust and productivity of your workers, while accounting for late payments made by your clients.
  1. Credit Checks: Before you enter into any contracts with clients, you should have the ability to run a credit check on them. You have a right to protect your investment. If your prospective clients show a history of bad credit, it’s usually a warning sign that they aren’t diligent about paying their partners on time or at all.

Does Your Provider Have an Integrated System for Payroll?

Lastly, an ideal outsourcing solution will give you access to software that helps streamline the payroll process from start to finish. Legislative changes are constant. A proficient software system is one that can account for new standards for situations like personal emergency leave.

Your payroll system should also be one that’s integrated. What that means is your payroll system should also have the ability to handle other important admin tasks like applicant tracking and client relationship management.

Outsourcing your payroll admin to the right provider gives you the ability to expand fast and compete with the big staffing firms.Take the time to make the right choice.



Topics: Back Office Service Provider

How to Set Your Firm apart from Other Staffing Agencies

Posted by Chelsea Henry


Apr 2, 2018 9:00:00 AM

How-to-Set-Your-Firm-apart-from-Other-Staffing-Agencies---compressor.jpgBesides refining your best practices for sales and recruitment, your staffing firm needs a unique selling proposition (USP) to differentiate itself from the hundreds of other businesses like it out there. While you might believe that sounds like a task for more established staffing agencies that are operating on a national level, the truth is it’s a wise strategy for any firm to use, no matter how small. 

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

Put yourself in the shoes of your customers (in this case both clients and candidates) and determine what kind of experience would motivate you to engage with your firm the most. Soon, you’ll find several aspects of business you can improve upon to make your staffing brand stronger. 

Since today’s gig economy is very competitive, your firm needs to emphasize why it’s the best choice for clients and candidates. With the right USP, your business’ attraction rate will soar because you’ll be able to offer excellent services that many other staffing agencies can’t.

Make Your Niche Your Focal Point

Many staffing firms make the mistake of reaching wide regarding their target markets. They assume that the more clients they can cater to, the better their services will be. But this is a dangerous misconception to hold about the staffing industry. 

The broader your target market is, the fewer resources you’ll have to effectively address the skills shortages your clients have. You’ll also find that you’re inundated with the paperwork and compliance issues associated with all the different industries you try to capture. Your firm will likely become much less capable of assessing candidates’ cultural fit for any industry. 

The first step to making your firm stand apart from other staffing agencies is to choose a manageable niche. Do in-depth market research for your niche and dedicate your firm towards knowing what clients and candidates in that niche want. There are many advantages to choosing a niche, not least of which is cutting down drastically on the competition.

Place Quickly, Pay on Time

Many candidates and clients won’t work with a firm that doesn’t have a handle on its payroll and day-to-day HR administration. Outsourcing these aspects of your firm can elevate your brand above other agencies in the business because it’s a common customer pain point. 

There are many potential candidates out there who would consider your firm as an employment solution straightaway if they had a guarantee they’d be paid on time. Plenty of candidates are looking to gain a supplementary income when they apply to staffing agencies and are making ends meet with short-term employment. 

On a related note, clients will often move on to another staffing agency if they find that your firm’s placement process takes too much time. Your firm’s brand is greatly improved by having access to software and expertise that can help you cut and distribute cheques to candidates on time, as well as technology to help you place candidates in record time with their paperwork in order.

Engage with Back Office Experts

Some agencies don’t consider engaging with back office experts because they are under the impression they have less control over their businesses with such partners. This impression is mistaken; back office experts simply make it their business to help you streamline your daily operations.

Running a firm can often feel like a juggling act of front and back office responsibilities. To excel at your core tasks, you need to have proficient back office infrastructure so that you’ve done your due diligence regarding Canadian compliance and payroll and HR admin.

Back office experts like The Staffing Edge can take care of all the behind-the-scenes work, so your firm is free to focus on providing the best customer service. Partnering with back office experts helps you differentiate your business and compete on the national scale.

Competing with the BIG multi-national agencies?

Topics: Staffing Agency

7 Traits to Look for When Hiring Recruiters for Your Staffing Firm

Posted by Chelsea Henry


Mar 19, 2018 9:00:00 AM

7_Traits_to_Look_for_When_Hiring_Recruiters_for_Your_Staffing_Firm.jpgWhen the core of your business is recruitment, you simply can’t afford to be too cautious when you’re hiring new recruiters. Your staffing firm’s success rests on the shoulders of these recruiters. You need to make sure you’re making the right hires.

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

One way you can boost your chances of landing the right professional for the recruiter role is to take a good look at how their key traits stack up. Recruiters need to be well-rounded candidates with a good mix of hard and soft skills. Below, find our top seven traits for identifying star recruiters-in-the-making for your staffing firm.

1. Proficient Listening Skills

This trait is very important for a potential recruiter to possess. They need to listen effectively to both candidates and clients to determine which candidates would be a better fit for any given role.

Pay attention to how well your candidates are able to listen to you during the interview. If they are able to listen as well as they can talk a good game about what makes them the right person for the recruiter position, they will be able to consistently place your candidates according to their strengths and goals.

2. Effective Communication

Recruiters communicate virtually all day, every day, both in writing and orally. Having the ability to write and speak in clear and tactful terms will ensure your clients and candidates are kept well-informed during the recruiting process and maintain healthy relations with your staffing firm.

3. Target-Driven

Since recruitment is perhaps the most competitive it’s ever been, with thanks to the gig economy becoming a norm, your recruiters need to be able to meet your staffing firm’s on-target earnings (OTE). A recruiter must be cool under consistent pressure to meet the demands of working in a booming business, which brings us to our next key trait—

4. Confidence

Being a recruiter is all about trusting your ability to connect with candidates’ and clients’ wants and needs. That takes a lot of confidence.

During your interview with potential hires, make sure you ask questions to determine if they have confidence both in themselves and their skills.

5. Diverse Marketing Skills

Recruitment involves many sales tactics, both in-person and online. Since a majority of today’s Canadian workforce are millennials, who are typically avid cellphone and social media users, recruiters need to be skilled both in operating in face-to-face situations and online.

6. Multitasking

Recruiters these days must handle many tasks throughout the day in addition to connecting with clients and candidates. They must write job descriptions, screen hundreds of resumes, and update many client relationship profiles.

Potential hires can’t be hesitant about possessing this trait as it can affect the speed of your daily operations. Time is of the essence in the recruitment field, and if recruiters can’t multitask well, you could lose sales to your competition.

7. Time Management Skills

Tying in with multitasking, recruiters need to be confident in their time management skills. They must be organized, meticulous about when and how tasks get done, and be able to shave off seconds from their previous schedules’ records to boot.

While there are back office services that are helping recruiters streamline their daily admin duties, hiring recruiters who value time management is significant in maximizing the productivity of your firm.

Screen for these seven traits to hire the right recruiters and compete with big staffing firms!

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Firm

3 Ways Back Office Solutions Will Power Your Company’s Growth

Posted by Chelsea Henry


Feb 7, 2018 9:00:00 AM

3-Ways-Back-Office-Solutions-Will-Power-Your-Company’s-Growth---compressor.jpgIf you’re a keen entrepreneur, business growth is no doubt on your agenda. Whether new or old, your business has the potential to unlock exciting new revenue streams and promote growth—you just need the right plan. A detailed strategy will allow you to approach the growth strategically and compete with the big dogs in the staffing industry

If you’re not sure where to start planning for your company’s growth, the first step should always be to utilize the services of a back office solutions provider. Here’s why.

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

1. More Time to Focus on More Important Tasks

Recruitment is demanding and stressful. Not only are you focusing on recruiting clients and candidates, but you’re also juggling compliance, training, payroll, contract administration, and so much more. That doesn’t leave you with much time to focus on your core business. Luckily, there are back office solutions that can help alleviate your administrative tasks and let you focus on what you actually entered the staffing industry to do—recruit. 

Not only are you juggling a million different tasks, but you’re expected to complete those tasks in record timing. Now, more than ever, clients are expecting qualified candidates to be produced almost instantaneously. With more time to focus on recruiting, you’ll be able to dedicate the majority of your efforts to talent hunting, allowing you to meet faster turnaround time expectations. Maximized efficiency keeps your clients happy and increases your chances of gaining a return client—outsourcing is a win-win.

2. Greater Organization

If you don’t have an updated applicant tracking system, sifting through candidates can be a timely and tedious process. High-quality back office solutions providers will provide you with access to propriety software, which will make tracking and searching your applicant pool significantly easier.

In addition, you will also have access to a client relationship management system will help you organize and keep track of your communications. Nothing is worse than asking your client the same question over and over again because you haven’t properly stored the information. With a client relationship management system, you can keep track of all your client communications and information. This will allow you to come off as professional in every correspondence you have, improving your client relationship and paving the way for future business transactions.

3. Expansion

Expansion is a natural part of business. If you’re looking to grow your staffing agency and enter the Canadian market, the best plan of attack is to start with a back office solutions provider.

Setting up shop in a new country can be extremely difficult. The first step is to establish an administrative presence, then apply to the government for a business number. The paperwork is lengthy and confusing to understand. If you’re not already familiar with the process, it can be an absolute nightmare.

Once you’ve established your company, you then have to worry about Canadian taxes, payroll legislation, and simply navigating the Canadian landscape. It’s a lot to manage, and if you’re already busy with getting a new company off the ground, managing these additional tasks can be exhausting.

When you access back office solutions services, you’re not only gaining the compliance expertise of individuals who have been in the industry for years, but you’re also helping to properly establish your company in a positive light. Canadians are a rare breed—do you know how to appeal to the average consumer? If you haven’t already dedicated hours to mastering the current economic landscape, your business could wind up being a flop. Always do your research, which starts with finding a back office solutions provider.

Competing with the BIG multi-national agencies?

Topics: Back Office Service Provider

What Temporary Staffing Firms Should Outsource

Posted by Chelsea Henry


Jan 29, 2018 9:00:00 AM

What_Temporary_Staffing_Firms_Should_Outsource.jpgOne of the biggest mistakes a temporary staffing firm can make is not outsourcing tasks unrelated to their core business. As a recruiter, your primary focus should be on recruiting, not on worrying about administrative duties. With only so many hours in the day, free up some spare time by outsourcing the following tasks.

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

Worker Classification

Every worker is different. Do you know if the temporary worker you’re placing is an employee or an independent contractor? If you don’t know the difference between the two, you could wind up in serious legal trouble with a hefty fine or even jail time.

The scope of work, when and where the work needs to be completed, and what tools the individual has to provide can all impact the classification of a worker.

What’s the big deal? The big deal is that companies aren’t required to pay taxes, EI, or CPP for independent contractors. As such, some companies will try to cheat the system by classifying their employees as independent contractors to avoid paying these fees. It’s illegal, and the Ontario government is cracking down on businesses that don’t abide by the law.

Don’t risk misclassifying your workers. Outsource your worker classification to ensure compliance and avoid the fines.


The legal landscape in Canada is forever evolving. Every day, new policies are enacted that could impact your business. If you’re focused on temporary staffing, it’s unlikely you have much time to dedicate to staying on top of new Canadian legislation. If you accidentally break the law because you weren’t up to date on your legal knowledge, you’ll still face the consequences.

Instead, you can outsource your compliance to the experts. You can continue to focus on your core business, temporary staffing, while they inform you of what you need to be doing to comply with Canadian law both old and new. It’s that easy!


When paying your temporary employees and independent contractors, do you know how much money should be deducted? From government remittances to employee deductions, payroll can be a trick field to maneuver if you don’t know what you’re doing.

When you outsource your payroll to a back office solutions provider, you guarantee that your payroll is done right and on time, every time. Additionally, you never have to worry about T4s or ROEs again, as long as you continue to use their services.

From the initial onboarding process to automatic deposits and paystubs, outsourcing your payroll to a back office solutions provider ensures your payroll is flawlessly managed from start to finish, without you having to lift a finger.

Payroll Financing

Are you having trouble with some of your clients missing payments? Does this leave your company bank account in limbo, unsure whether you’re going to have enough money to pay your employees on payday? It’s inexcusable to not pay your employees on time, which is why outsourcing your payroll financing is a great way to ensure your employees are guaranteed a paycheque on payday.

When you get payroll financing, employees and independent contractors are paid from the back office solutions provider’s bank account, not yours. This allows you enough time to get your money in order in time to pay your back office solutions provider’s invoice.

You will also be covered if your clients default on payment. With payroll financing, your temporary staffing firm will be insured by your back office solutions provider, which will follow up with collections.

A back office solutions provider will also run credit checks on your potential clients and set up your new contracts. Invoices and follow-up requests are also sent from the back office solutions provider with your consistent branding.

Competing with the BIG multi-national agencies?

Topics: Back Office Service Provider

What Is the Future of Temp Staffing?

Posted by Chelsea Henry


Jan 10, 2018 9:00:00 AM

What_Is_the_Future_of_Temp_Staffing.jpgOften, the future is approached with hesitation and fear, especially in the staffing industry. The unknown ways the market may shift can leave both businesses and staffing agencies vulnerable if not prepared.

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

Keeping ahead of the trends can be the difference between a successful agency and a failing agency in five years’ time. Below, we predict how the contract staffing industry is expected to change in the foreseeable future. How will these changes impact your business?

Continued Growth

The temp staffing industry in Ontario has maintained continuous growth over the past few years. In 2018, it is expected to continue to grow by three percent. The majority of businesses still consider profitability to be their main priority, so the prospect of saving 30 percent when hiring temp workers over employees is extremely tempting. Because they require no employment insurance, CPP, benefits, or vacation time, independent contractors are significantly more appealing for companies looking to stretch their dollar.

An increase in the demand for temp staff will require staffing agencies to continue to develop their candidate pools to accommodate this increased need.

Perception Shift

The temp staffing industry often gets a bad rap. Whether it’s that temp staffing firms take a cut of temps’ pay cheques or all temps are unskilled, we’ve heard it all. We, however, know this simply isn’t true, and it’s time for the rest of the world to know it as well.

With the continued growth of the staffing industry, more people are becoming aware of the benefits of temporary recruiting and how it can benefit both Canadian workers and businesses.

Increasing Opportunities for Qualified Candidates

As the baby boomer generation reaches the age of retirement, there will be a significant gap in the workforce. Many empty positions will need to be filled. While technology is making more and more positions redundant, there are many jobs that can never be replaced by technology, leaving great opportunities wide open for qualified candidates.

This means staffing agencies will need to potentially alter their hiring processes to appeal more to the millennial demographic, compared to the previous hiring practices of the older generations, in order to attract top-quality candidates.

Focused Industries

In the future, it is predicted that we will see a decrease of temp staffing positions in the private sector and service industry, and an increase in the governmental, healthcare, education, and construction industries. This is where temporary staffing agencies’ niche markets may be affected and could prompt the restructuring of your agency if you’re focused on an industry that is facing decreasing demand.

Continued Importance of On-Demand Placements

In today’s technological age, we want everything instantly. With just the touch of a few buttons, you can order food, catch a taxi, or pay a bill instantly. The same need is transcending the staffing industry.

When companies want to hire employees, they want them now. This means that future temporary staffing positions will need to be filled quickly—the sooner the better. As such, staffing agencies need to find a way to maximize their efficiency and speed up their hiring processes now in order to stay up to speed with the requests of their clients.

Flexibility, Flexibility, Flexibility

It’s so important, we had to say it three times. With all the other changes coming to the temp staffing industry, your agency needs to be extremely flexible to accommodate any and all situations.

A client wants a qualified candidate by the end of the month? Flexibility.

You’re introduced to a new industry you’ve never recruited in before? Flexibility.

It’s all about flexibility. This means expanding out of your comfort zone and trying new procedures in order to meet clients’ needs.

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