The Staffing Edge Blog

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

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

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.


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.


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.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

7 Temp Staffing Myths and How to Dispel Them

Posted by Chelsea Henry


Jan 1, 2018 9:00:00 AM

7-Temp-Staffing-Myths-and-How-to-Dispel-Them---compressor.jpgOver the years, the temp staffing industry has developed a fairly unfavourable reputation, even as the market flourishes. With this unjust perception of the staffing market comes a variety of myths that paint the industry in a negative light, but they’re simply untrue.


If you want to boost your contract staffing agency, here are the myths you need to debunk to convince your clients of the benefits of temporary staff.

1. Temps Are Unqualified

In reality, temp workers are often more qualified than other candidates. Due to the nature of temp staffing, workers have significant experience in multiple workplaces performing a variety of different tasks. Their adaptability and acquired on-the-job skills make them some of the most qualified candidates in any given job search.

2. Temp Agencies Are a Last Resort

Some people believe temp staffing agencies only need to be contacted once their own personal recruitment pool has dried up. Of course, you know this isn’t true.

Working with a temp agency right from the start can save companies money and time. Staffing agencies like yours will already have a selection of candidates with a variety of different experience levels and skills to make the perfect addition to any company. Staffing agencies shouldn’t be the last resort; they should be the first number called at the start of any job search—temporary or otherwise.  

3. Temps Are Unreliable

Temp workers don’t fill temporary positions because they can’t get full-time jobs. Most people hired in temporary staffing positions do so because they enjoy the uniqueness of the positions, the opportunities for onsite learning, great pay, and flexibility.

Their desire to work in the temporary staffing industry has nothing to do with their character or characteristics, but they’re instead driven towards the perks and the benefits of temporary employment, which means they are excited to show up to work.

4. Temps Are Only a Suitable Option for Low-Level Positions

There are temporary staffing opportunities in all levels of the labour industry—you know this, but your clients might not. While there are temporary positions available for entry-level candidates, staffing agencies are always searching for candidates in mid- to senior-level positions as well.

If anything, the candidate pool becomes thinner as the qualifications for a position become more specific, as they would need to be for a senior-level position. In cases like this, your temp staffing agency may just be the best resource for clients to find experienced candidates.

5. Temp Staffing Agencies Are a Waste of Money

How many hours have your clients wasted trying to find suitable candidates for empty positions? The answer: too many. Staffing agencies help companies focus on their primary services, which bring in revenue.

When you think of all the other steps of the recruitment process including advertising, screening, interviewing, and more, temp staffing agencies end up saving companies a ton of valuable time—time that translates into money. So, when you think about it, the ROI spent on a staffing agency pays for itself in the long run when you factor in all the time that would be needed to conduct a proper recruitment process.

6. Temps Can’t Be Hired on Full Time

On the contrary, what better way is there to test out employees before hiring them full time? Hiring an employee as a temp first can ensure they have the necessary skills and are an appropriate match with the company culture.

Explain this to your clients: They wouldn’t buy a car without test driving it first; they should think of their temp workers as a test drive. The best part is if they’re not a perfect fit, it’s on to the next one without any repercussions.

7. Temps Are Impossible to Find in Specialized Industries

There are no industries that are off limits to temp workers. You know this—you might work in a specialized niche industry yourself. If there’s a job to be filled, a competent staffing agency will be able to fill it, no matter the industry. The previously established candidate pools that staffing agencies compile make searches in these niche markets much easier to navigate.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

What Contract Staffing Firms Must Know about Statutory Holiday Pay

Posted by Chelsea Henry


Dec 13, 2017 9:00:00 AM

What Contract Staffing Firms Must Know about Statutory Holiday Pay--.jpgContract staffing firms have it made right now, as workforce flexibility is desired by both clients and candidates. But before you can see steady growth as the go-to source for contract staffing, you must ensure payroll compliance is up to par. If you’re not careful, you could find your firm stuck in a pattern of “one step forward two steps back” with the CRA.


A good example of what can trip up your compliance is statutory holiday pay. Independent contractors are governed according to a different set of rules than employees are when it comes to public holidays, and Canada has quite a few of them. And with different holidays recognized in different provinces, you’ll want to be sure you have the rules straight before you’re blindsided.

Check out our roundup of what contract staffing firms must know about statutory holiday pay.

Proper Classification Determines Holiday Pay

First off, you need to be aware of the fact that independent contractors, being self-employed, aren’t paid statutory holiday pay. An independent contractor can work holiday pay into their pricing for their contracts, but their clients don’t have to pay because they aren’t on their payroll. This situation can turn murky fast, however, if you’ve misclassified your independent contractor. 

Make sure you use CRA’s four-point test (control, ownership of tools, business risk, and integration of activities) to make sure you’re dealing with independent contractors, not employees. According to the CRA, independent contractors might still be considered employees even if they’ve agreed to contracts, submit invoices, and use their own tools. If you fail the four-point test, then the onus is on your firm to pay them any statutory holiday pay earned. 

Misclassification, whether willful or accidental, comes with legal consequences, in addition to liability to pay holiday wages. But what exactly would you have to pay your contractors if they did prove to be misclassified?

Qualifications for Typical Statutory Holiday Pay

For an employee, public holiday wages are based on their regular wages earned plus vacation pay, payable within four weeks before the workweek in which the public holiday occurred. This amount divided by 20 is the employee’s entitlement. An employee must meet certain qualifications to earn this entitlement, however. 

To qualify for stat pay, an employee must follow the “Last and First Rule.” The rule states an employee must complete their last shift scheduled before and after a public holiday. If the employee fails to do work one of these days or both, they don’t qualify for stat pay. 

Two notable exceptions to this rule include when an employer agreed to let an employee take the day off prior to the public holiday and when employees worked their scheduled shifts before and after a public holiday but were on vacation, leave, or laid off. In some cases, an employee will be entitled even if they fail to work the first or last day before the holiday but have a proven reason for the time off.

Avoid Compliance Woes with a Back Office Solutions Provider

What you need to keep in mind regarding all the above is that if your independent contractors are misclassified and you fail to pay their statutory holiday pay, that amounts to wage theft. Your contract staffing firm’s reputation is at stake. Your resources could inevitable dwindle due to any fines imposed by the Ministry of Labour or CRA.

Your contract staffing firm has major potential to unlock a lucrative revenue stream in Canada’s ongoing gig economy. Your potential growth may be stunted, however, if you fail to properly classify your workers. Consider engaging compliance experts who have decades of experience in keeping pace with Canadian business legislation. You’ll be saving your business’ reputation and ensuring your skilled contractors are served fairly!

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Payroll

How Are Employers Liable for Independent Contractors?

Posted by Chelsea Henry


Dec 4, 2017 9:00:00 AM

HowAreEmployersLiableforIndependentContractors.jpgCanada’s current job market relies on independent contractors. Such work is even expanding to sectors that were thought to be accepting only of full-time employees, like the medical field. This is good news for new staffing firms looking to unlock a lucrative revenue stream with contract staffing.

If you are looking to place independent contractors, however, you’ll need to ensure you have a solid grasp of Canada’s employment standards. As of 2018, Ontario is planning to put stricter penalties in effect regarding misclassification of employees as independent contractors.


With the above in mind, we’ve put together a short primer on how employers are liable for independent contractors. Read on for the most impactful notes to account for.

Willful Misclassification

Although there are instances where employees are misclassified as independent contractors, the 2018 employment standards seek to address employers who willfully misclassify employees. Some employers see benefits in willful misclassification, including (but not limited to) not having to provide benefits and employment insurance and contractors being responsible for their own tools and taxes.

Misclassification is against the law in Canada, whether accidental or willful, however. And with the proposed changes to Ontario’s employment and labour laws, those who cannot prove their independent contractors aren’t employees will be subject to prosecution, public disclosure if convicted, and steep fines.

Employee Vs. Independent Contractor

There’s no need to fret over misclassification if you’re clear on the differences between what constitutes an employee and an independent contractor. According to Ontario’s government, the key defining characteristics of an independent contractor are:

  • Near or full responsibility for their tools and equipment
  • Workers are responsible for their profit/loss as they are in business for themselves
  • Worker determines how and where the contract is completed
  • Worker has the ability to subcontract for part of the work
  • The business can terminate the contract with the workers but can’t discipline them

If the contractor-employee boundaries are crossed, you can be held liable for independent contractors regarding taxes (if unpaid), wrongful dismissal, benefits, and more.

To avoid disputes regarding independent contractors, your firm must be vigilant about compliance.

How Back Office Experts Prevent Legal Trouble

Another noteworthy detail of Ontario’s changes to its laws about misclassification is that companies are now advised against using dependent contractors as an intermediary category of workers. There have been legal disputes in the past regarding this grey area, with one couple suing for wrongful dismissal resulting in $125,000 paid out.

You know more than anyone as the head of a staffing firm how much it costs to run such a business. You must account for the costs of payroll, government remittances, and administration duties. Compliance is perhaps the most time consuming of admin duties, with the proposed changes to Ontario employment laws being just one example.

Outsourcing compliance to a back office solutions provider goes a long way towards helping you stay compliant with legislative changes. While you are liable for independent contractors and responsible for staying up to date on legislation, a back office solutions provider can advise you and update you the moment there’s a new change.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Worker Classification

Eliminate Temp Agency Issues with These 3 Tips

Posted by Chelsea Henry


Nov 22, 2017 9:00:00 AM


There’s no better time to be in the temp recruitment industry. The gig economy is booming in Canada, and for the millennial generation (the largest percentage of the current workforce) workplace flexibility is considered the norm. But there’s a catch, as you might’ve noticed—competition is fierce in the staffing industry and only the best agencies can compete with the big staffing firms.


Streamlining your daily operations is vital if you want to maximize your resources and (by extension) expand your profit margins. Here are three tips that will help you eliminate temp agency issues.

1. Invest in Recruitment-Focused Software

We know you might find this first tip a tall order when you’re just starting out as a temp agency. However, keeping up with more established agencies (whether big or small) will be impossible without the right technology. Investing in proprietary software that’s focused on the day-to-day admin issues of your agency is about ensuring your recruiters can optimize their performance levels.

Without technology, your recruiters will miss out on talent because they won’t be able to engage with candidates fast enough due to red tape and inefficiencies in the recruiting process.

A good applicant tracking system, with client relationship management and payroll features, is vital to steadily improving your staff performance levels. Invest in recruitment software that streamlines your daily operations.

2. Engage Canadian Compliance Experts

This tip is useful for both foreign and Canadian agencies in the staffing industry. A tricky aspect of running a successful temp agency lies in being vigilant about compliance with Canadian business laws. Your agency’s profits can disappear if you’re uncompliant. Whether it’s due to a simple matter of overtime regulations or something more complex as employee misclassification, you could face not only thousands of dollars in monetary fines but prosecution as well.

Engaging compliance experts can save your agency in the long run. They’ll keep your agency compliant, so you can keep your profits.

3. Find Pre-Emptive Financing Options

We don’t need to overstate the importance of your agency’s financing. Having said that, we do think pre-emptive measures for financing have been understated to new agencies. Being competitive isn’t just about speed and efficiency, it’s also about protecting your investments.

Your clients will have varying payment schedules to yours—they may not pay you for your services in time for you to make payroll. Others may not pay at all. You need to be able to ensure these incidents don’t affect payroll.

A back office solutions provider can offer you payroll financing to help you avoid payroll issues. It will purchase your invoices and give you cash upfront so you can pay your workers on time, every time. When you don’t have to fret over whether you’ll be able to pay your workers on time, you can focus on your core business.

We hope you consider these three tips. They’ll eliminate a host of common obstacles that can make running a temp agency difficult.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

Fall Is Here: Is Your Staffing Agency Ready to Hire New Grads?

Posted by Chelsea Henry


Oct 25, 2017 9:00:00 AM

Fall Is Here Is Your Staffing Agency Ready to Hire New Grads--.jpgWe all love our rags to riches stories in the recruiting industry, but have you ever considered how strange it is that we don’t apply the insights we garner from these stories into our hiring practices? For instance, Jobvite’s 2016 Recruiter Nation Report revealed that 67 percent of the 1,600 recruiting and HR professionals surveyed still hire for previous job experience. Coming in at a close second to that statistic, however, was cultural fit.

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

Chances are high that your staffing agency, especially if new, is one that prefers to hire for experience. That’s understandable considering there might be a higher probability that candidates with previous experience in the niche you’re hiring for can hit the ground running. Hiring only experienced candidates, however, can limit your staffing agency’s capacity to offer uniquely adaptable new talent.

With fall convocation having come and gone, there’s a wealth of new talent in the form of new grads you could be tapping into! Read on for why hiring passionate millennials could be your key to offering one-of-a-kind candidates to your clients.

Top-Tier Degrees Don’t Always Mean Experience

The trouble with focusing on just the traditional checklist of criteria for promising candidates (previous experience at esteemed companies, relevant academic credentials, matching keywords, etc.) is that it excludes a diverse range of candidates. Many new grads these days, by default of being young millennials, won’t have years of experience at many companies, let alone companies with storied reputations. 

There are many new grads who, by nature of having to apply their technical skills in a concentrated way for the past four or five academic years, possess valuable practical experience. They’ve also had to apply these technical skills in creative ways, meaning new grads come fully equipped with expert problem-solving skills as well. 

When you deem new grads too risky for your staffing agency, you could also end up in the position of hiring candidates who do have many years of experience but who are sorely unprepared for today’s workforce, which emphasizes reinvention and adaptability. That’s why cultural fit was rated so highly by those surveyed by Jobvite.

New Grads Improve an Organization’s Thought Diversity

Hiring new grads is also a good way for you to bring a fresh perspective to your staffing agency and its clients. In recent years, thought diversity has become an important aspect of hiring because it’s this type of diversity that fuels innovation. New grads have an advantage in having less previous experience in this regard because their opinions aren’t clouded by values instilled in them by several organizations. 

Coupling thought diversity together with their practical problem solving, new grads can illuminate inventive solutions for their employers. They also share unconventional insights that, while shaking up the status quo, can reinvent an organization’s processes in ways that can boost productivity and success. 

Your staffing agency can and will benefit from increasing its data-driven recruitment to hire more diversely.

Attract and Capture the Millennial Market

Your agency has a lot to gain by boosting its efforts in online marketing, which improves your brand’s attractiveness, by extension. Millennial jobseekers are tech savvy, but they are also mobile jobseekers, meaning your website should be designed to be responsive to smartphone and tablet screen layouts. And we’d be remiss if we didn’t advise you to be active on social media platforms, where many millennials are displaying their expertise and communicating with fellow millennial professionals.

Employing industry-specific recruiting software, which has an applicant tracking system, also marks your agency as a successful one in a new grad candidate’s eyes. Not only can you locate millennial candidates more quickly, but you’ll be able to efficiently hire for their skills, not just previous experience.

We hope you take stock of what new grads can offer your agency and its clients, and consider how the right tools can help you tap into this workforce this fall.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Staffing Agency

3 Ways to Elevate Your Staffing Agency

Posted by Chelsea Henry


Oct 2, 2017 11:00:00 AM

3 Ways to Elevate Your Staffing Agency--.jpgSo, you’ve started a staffing agency, but despite what you’ve likely heard about Canada’s gig economy and the rising need of staffing services you aren’t seeing much growth yet. The reason for this is simple: competition is fierce in 2017 and is projected to grow in the following year. 

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Opening a staffing firm these days is only the beginning. There are some firms that have been in the business for decades, and although you might have a key niche you’re catering to, you still need to elevate your status to gain a steady network of clients. And depending on your niche, say IT and computer technology for example, you’ll need to work hard to be able to compete with the big staffing firms. 

Need some tips to jumpstart your course to becoming a sought-after staffing agency? Check out three key strategies below for elevating your staffing agency.

1. Use Staffing Agency Software

There’s been a lot of talk this year about how much of the staffing industry has “gone digital.” Yes, not even the most people-driven industries can avoid digital transformation. If your staffing agency doesn’t begin to digitize its recruiting process, it will be falling behind on one of the most vital trends of the industry. 

There are significant advantages to using staffing agency software. Such software allows your agency to do things like employ algorithms for applicant pre-screening and rediscovery for its database. Not to mention how much easier it becomes to manage client relationships and ensure their needs have been met with your candidates in real time. Staffing agency software alleviates the burden of your back office administration, and optimizes how your staff completes their everyday tasks. 

Digitization might be tricky to deal with at times, but not if you have the right tools to implement it. An interconnected system that can roll all your essential admin duties into one—applicant tracking, client relationship management, and financial reporting—will streamline your agency.

2. Build Your Employer’s Online Brand

Your employer’s brand is another critical strategy for elevating your staffing agency, because it’s about how potential clients perceive you. Your reputation in the staffing industry will precede you, especially considering most of your clients will be researching your agency online before they decide to engage with you. 

Investing in your inbound/online marketing, which utilizes a combination of online tools like blogs, social media sites, and search engine optimization, is the key to an attractive brand. Most clients nowadays are tech savvy and want to have assurance that even as a new agency you know your staffing niche well. 

Using online marketing techniques lets your clients know that you’re forward-thinking, trustworthy, and respected amongst your peers. Social media sites like Twitter, LinkedIn, and Facebook can be leveraged to communicate with other staffing agencies, learn about the state of the industry, and disseminate your knowledge and experience of your agency’s niche.

3. Obtain a Back Office Solutions Provider

Elevating your staffing agency isn’t just about a flashy front end, it’s about how efficient your back end operations are, too. Day-to-day administration can take quite a toll on time and resources. You need to account for your payroll structures, government compliance (which is subject to ministry inspection blitzes year-round), remittances and general bookkeeping to name just a few.

That’s why you should obtain a proficient back office solutions provider. There are providers, like The Staffing Edge, who specialize in staffing agency administration. And what’s more, their experts can implement all-in-one staffing agency software that streamlines all your major tasks. Having a back office solutions provider is a real boon in today’s evolving business landscape, because they expand the capabilities of your customer service.

Implement these three tips and watch as your staffing agency’s brand starts to expand.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

The Typical Day of a Successful Temporary Staffing Agency Owner

Posted by Chelsea Henry


Sep 15, 2017 9:00:00 AM

The Typical Day of a Successful Temporary Staffing Agency Owner--.jpgA lot of people might assume in the current Canadian gig economy that a staffing agency, once successfully launched, runs itself. As years go by more and more daily processes of staffing agencies are automated, after all, and one might think there’s not much to do but profit as an agency owner. We’re here to put those kinds of misconceptions to rest.


This blog’s dedicated towards staffing industry hopefuls who have plans to become a successful temporary staffing agency owner, and those already on their way. If you’re curious about what it takes to run a staffing agency and what challenges you’ll need to meet head on, then keep reading.

Keeping Customer Service Competitive

Any given morning for a successful temporary staffing agency owner involves ensuring customer service is excellent. Your clients and candidates expect only the best from you because of your consistent track record.

The staffing industry is all about improving the ways people network to find jobs and people to fill those jobs. To provide great customer service, you must have a team of recruiters who are passionate about networking and filling job orders to the letter for clients.

Having access to versatile proprietary software for applicant tracking and client relationship management (CRM) as an owner gives you and your staff the tools you need to always exceed client expectations. Such software can streamline daily tasks and even track your company and staff’s performance levels, so you know where improvements can be made.

Running an Optimal Back Office

Speaking of performance levels, a successful temporary staffing agency never neglects its administration responsibilities. Every day the owner of a staffing agency must check in with its back office to see that payroll, HR, and compliance with Canadian business laws are in order. While your front office is the core of your recruitment business, if you don’t take care of back office solutions, your efficacy (a key attractor for clients and candidates) suffers. 

Having great proprietary software with a financial reporting system that catches clerical errors is one thing. But if you truly want to optimize the back end of your staffing agency, you’ll have outsourced your compliance and legal matters to experts with decades of experience. Admin experts will help wrangle the mountains of paperwork your agency generates with ease, allowing your front-end staff to focus on their recruiting specialties. 

A successful owner knows that they should be 100 percent compliant with things like employment standards and health and safety measures year-round. Especially since Canada’s employment standards and business laws are always evolving.

Implementing Bleeding Edge of Industry News

To maximize your staffing agency’s budget and talent you need to not only keep current with industry news, but implement practices from that news. Reading global reports on the key metrics (like client retention per year and number of candidates placed) and technology to improve your employer brand isn’t enough. A successful staffing industry owner learns of these key metrics and then proceeds to update their proprietary software with them.

One typical day in the life of a temporary staffing agency owner is all about properly managing your staff, ensuring that your admin is taken care of, and employing bleeding edge strategies for productivity. That means you must be present always to offer your advice staff, help vet candidates who enter your applicant tracking system, and keep up relations with your admin experts.

Your vigilance will be rewarded with an amazing attraction rate for clients and a constantly growing database of candidates, with both parties having complete faith in your employer brand. If all the above sounds doable to you as a newcomer to the industry, don’t be surprised if someday you find yourself competing with the big staffing agencies on a national level!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

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