The Staffing Edge Blog

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

Laura D’Andrea

Recent Posts by Laura D’Andrea

Why Staffing Companies Need Up-to-Date Technologies

Posted by Laura D’Andrea


Dec 25, 2017 9:00:00 AM

Why_Staffing_Companies_Need_Up_to_Date_Technologies.jpgTechnology can either make or break staffing companies. As the tech industry continues to progress, the staffing industry can reap the benefits of the latest and greatest new developments. Do you know what technology you need to become an industry leader? If not, you won’t want to miss out on these game-changing technologies in the staffing industry.


Client Relationship Management

One thing many staffing companies lack is exceptional customer service. A client relationship management system is one of the best ways you can personalize your relationships with both your clients and your applicants. By saving previous communications and profiles, your recruiters will be able to provide each client with the personalized service they deserve.

This will leave your employees feeling more equipped to deal with clients instead of feeling like they’ve been thrown into the deep end.

With this type of personalized service, you’re also more likely to create return clients and candidates, which yields a higher revenue for your company. It’s a win-win.

Applicant Tracking System

As a staffing agency, you want your turnaround time to be as quick and efficient as possible. An applicant tracking system will help you store contact information, resumes, and more about each applicant.

This way, when you’re searching for someone to fill a position, you have access to all the information you need right at your fingertips. This allows you to dedicate less time to searching and more time to placing candidates, reducing the time needed to fill each position.

In doing so, you’ll also be able to boost your company’s productivity. With an easily navigable database, you’ll create a pipeline for future placements, saving you even more time later down the line. Who doesn’t want that?

Get the Best of Both Worlds

Now that you understand why client relationship management and applicant tracking programs are essential for staffing companies, there’s an easy way to reap the benefits from both these programs without forking over handfuls of cash on two separate systems.

Instead, modern programs like Stafftrak allow you to combine these two platforms to give you the ultimate user experience. Don’t waste your time learning how to navigate multiple systems when you can benefit from only one user-friendly tool. It’s that easy.

Financial Reporting System

You’re already juggling clients, applicants, internal meetings, and many other tasks; the last thing you need is to be stressing over financial reporting as well. Companies that enlist out-of-date financial reporting (or none at all) have to worry about paying bills, creating invoices, processing payroll, and so much more. When you have a financial reporting system that takes care of all that for you, things are much easier.

Missing out on important financial obligations like taxes or payroll can have serious legal consequences. Making sure you have a system that can keep up with your needs and help you abide by all employment laws is essential.

Digital Marketing

There are many different online marketing platforms and technologies that can greatly improve the lives of recruiters. First and foremost, social media presence is an absolute necessity in today’s tech age. Your clients and candidates will be scoping you out on social media before partnering with you. This is your chance to make a great first impression and establish yourself as an industry leader.

Additionally, LinkedIn is essential for those looking to expand their candidate pool to find people with specific job experience or skills.

Digital advertisements are also a great way for you to get in front of the companies and candidates you want to attract. By choosing specific criteria for people you want your ads to appear in front of, you’re maximizing your reach while also targeting people who may benefit from your recruiting efforts. A marketing platform can help you do all of these things and more.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

How a MOL Blitz Can Affect Your Staffing Firm

Posted by Laura D’Andrea


Dec 1, 2017 9:00:00 AM

How a MOL Blitz Can Affect Your Staffing Firm--.jpg

The Ministry of Labour conducts workplace inspection blitzes throughout the year as part of the “Safe at Work Ontario” compliance strategy, which according to Workplace Safety & Prevention Services is, “designed to raise awareness and increase compliance with health and safety legislation.” What do these MOL blitzes mean for your staffing firm and how can you be prepared for when they visit you?



What Is a Ministry of Labour Blitz?

MOL blitzes focus on sector-specific hazards and concern a wide range of programs. From basic employment standards to health and safety requirements, MOL blitzes seek to protect workers’ rights under both the Occupational Health and Safety Act and the Employment Standards Act, and enhance employers' awareness of their responsibilities. The focus of MOL blitzes and initiatives are announced ahead of time, but individual workplaces are not identified in advance nor are they given notice.

Health and safety in the workplace is addressed by MOL blitzes and initiatives that aim to raise awareness of workplace hazards. This includes issues such as falls, slips, and trips and, notably, new and young workers. If your client has recently staffed summer students or season workers, they may be subject to an MOL blitz where inspectors will be looking for adequate training, orientation and supervision, and safety measures and procedures within the workplace.

MOL blitzes and initiatives also check that employers across the province are upholding employment standards. Inspections may occur regarding issues such as: minimum wage rates, work hours, overtime, holiday pay, and statutory holidays. As the number of people working rises, it is important to fairly and accurately compensate staff within the workplace for the work they do. As a staffing firm, it is paramount to make sure that the quality of employment of your clients and staff are protected.

What Does This Mean?

MOL blitzes target workplace hazards that can lead to high-cost injury claims that have severe ramifications for both the workplace and your staffing firm. Any claims that result from injuries that cause fatalities or long-term and/or chronic disabilities are passed along to employers in the form of higher WSIB assessments, insurance premiums, lost time, and lower productivity. Moreover, as a staffing firm, placing staff into a potentially unsafe work environment reflects badly on your clients and on your business.

What Can You Do?

As a successful staffing firm, you need to ensure that client’s workplaces are not only safe and properly documented, but that the temporary workers you manage know their rights, have the proper qualifications, and have signed the appropriate documentation. Workers must be aware of the duties of their position, so they don’t take on more than they are qualified for, and know that they have the right to refuse unsafe work.

Ignorance is not an excuse and being proactive and seeking help from the professionals is the best way to be ready for a MOL blitz. Identify the potential hazards in your client’s workplace yourself and establish a plan for how to approach any injury or illness. Having a well-documented health and safety program visibly in place is essential to safeguarding both your client and your staffing firm. Find out what exactly needs to be done to ensure compliance before the inspector arrives and considering performing a spontaneous audit on the workplace yourself.

If the workplace is targeted for a MOL blitz, work with the inspector and comply in correcting any deficiencies identified by the MOL inspector. Workplaces must allow the MOL inspector into the workplace and during the blitz campaign, inspectors have been instructed to take a zero-tolerance approach, meaning that if a workplace is found to be non-compliant, the MOL will prosecute in some way. This may extend to both your client’s workplace and your staffing business, too.

Make sure your staffing firm is prepared for the 2017-2018 Ministry of Labour blitzes.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

7 Traits You Need to Succeed in the Staffing Industry

Posted by Laura D’Andrea


Nov 20, 2017 9:00:00 AM

7 Traits You Need to Succeed in the Staffing Industry.jpgWhether you’re thinking about becoming a staffing industry professional or you already own a new staffing firm, it’s always a good idea to periodically run an inventory of your key traits.


As we’re sure you’re aware, it takes a lot to dedicate yourself to a career in the staffing industry. But what specific traits are most important to be successful? Check them out below.

1. Niche Expertise

This trait is critical to success in the staffing industry because it’s about focusing on a corner of the job market you know you can excel at. When you adopt a jack-of-all-trades mentality towards recruitment, you’re bound to spread your skills and resources too thin.

There are many advantages to choosing a niche to focus on as a recruiter or the owner of a staffing firm. Chief among them is being able to limit your competitors and hone your expertise to a fine point in your field. Having a niche offers much more value to your clients because you’ll know your corner of the job market inside and out.

2. Highly Organized

A keen recruiter or staffing firm owner possesses meticulous organizational skills. As hiring volume continues to increase in the staffing industry, the success of a firm (especially a new one) is determined by its efficiency. If you want to land the best candidates, you must be quick or another staffing firm will snatch them up first!

Efficiency must be optimized if you don’t want to drown in paperwork or lose candidates to the competition. That’s why staffing firms are using proprietary software like Stafftrak to automate their most time-consuming tasks, from applicant tracking and data entry to client relationship management and financial reporting. The less drudgery recruiters must deal with, the more time they have to focus on sourcing talent.

3. Excellent Communication

According to a study from 2016, 77 percent of job seekers still prefer human interaction during the hiring process.

A successful staffing professional should excel at communicating with people. Clients and candidates should view you as a knowledgeable and confident guide. Being able to connect on a personal level with those who engage your services makes it easier for you to zero in on their wants and needs.

4. Effective Time Management

This trait is tied in with being highly organized but is important enough that it should be highlighted on its own. The staffing industry is very much a “strike while the iron’s hot” kind of industry. Staffing professionals who are prone to procrastination will miss out on many candidates.

5. Vigilant about Compliance

Canadian business legislation is constantly changing, which is why a staffing professional should be committed to compliance. Updates to employment standards are constantly occurring; therefore, it’s imperative to keep up with changing legislature and make necessary changes to your staffing firm.

Compliance is considered one of the top 10 things you need to know when starting a temp staffing agency. Make sure you’re vigilant.

6. Know Your Weaknesses

As a successful staffing professional, you should know your weaknesses as well as your strengths. Being aware of your shortcomings ensures you always work to up your game and improve the quality of your work.

By understanding your weaknesses, you can ensure they don’t affect the success of your agency.

7. Committed to Customer Service

The ultimate goal of a staffing firm is customer satisfaction. You should be committed to constantly improving the client and candidate experience. If you make customer service one of the central goals of your firm, you’re bound to succeed.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

3 Reasons the Staffing Industry Is Thriving

Posted by Laura D’Andrea


Nov 8, 2017 9:00:00 AM

3 Reasons the Staffing Industry Is Thriving--.jpgAs 2017 draws to a close, it’s clear that the competition in the staffing industry isn’t dying down anytime soon. And according to LinkedIn’s Global Recruiting Trends Report, 79 percent of the staffing leader respondents expect the volume of candidates they place to continue increasing. If you’ve been on the fence about starting a staffing agency, now’s the best time to decide to go all in.


The staffing industry is thriving right now for several reasons, but many of them are interrelated to three overarching trends. Read on if you want a fuller picture of why there’s no better time to start a staffing firm and make a smart investment.

1. The Gig Economy

A combination of the recovery from the last recession, digital disruption, and an ongoing skills shortage has led to a paradigm shift in the job market. For both clients and candidates, the gig economy is considered the new status quo because it offers an ongoing solution to the triple threat just mentioned. To put it simply, the gig economy is about a job market driven by temp and contract work. 

For clients, temp and contract workers offer increased staffing flexibility, allowing for optimal staffing levels and reduced costs. A staffing firm can thrive by providing these much-needed temp or contract workers. 

Candidates benefit from participating in the gig economy by having access to multiple temp/contract job offerings. The gig economy enables candidates to supplement their income, break into an industry (especially if they are new grads), and achieve a better work-life balance. 

The gig economy is why there’s lively growth and competition in the staffing industry, and it’s also why temp staffing is the employment solution of the future.

2. Technological Innovation

As much as technology disrupts traditional business models, it also transforms daily operations for the better. Proprietary software has been developed specifically for the staffing industry, taking the most time-consuming matters into account. Things like customer relationship management (CRM), applicant tracking, and compliant financial reporting can be dealt with through one integrated software, like the Staffing Edge’s award-winning Stafftrak. 

With daily tasks optimized, the application and placement process is faster and less complicated. Recruiters can now focus whole-heartedly on sourcing talent and closing deals with clients without stressing about back office details. And with most progressive firms implementing such software, the staffing industry is seeing healthy competition and constant improvements.

3. Online Marketing

While this last point is related to technological innovation, it’s a phenomenon worth talking about in more detail because of its significant growth in recent years. Especially now that mobile technology is highly sophisticated, successful online marketing allows staffing firms to tap into an even larger base of potential candidates.

The tech-savvy millennial generation of talent is often on the go, and online marketing accounts for this with mobile responsive sites and application designs. One of Stafftrak’s major strengths in fact is that it’s web-based software, making it accessible by staffing firm agents anywhere and expanding the window of opportunity to source millennial talent.

Online marketing entails how you present yourself as a brand as well. Employer branding has now become just as important to the hiring process as candidate branding. If you have the correct mix of strong communication (via your website, its blog, and social media) and search engine optimization, your staffing firm is guaranteed high attraction rates.

Effective online marketing keeps the industry thriving because it improves staffing firm visibility and enables better talent attraction.

We hope you found the above facts about the industry’s growth insightful!

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

5 Ways to Build Your Reputation in the Temp Staffing Industry

Posted by Laura D’Andrea


Oct 6, 2017 9:00:00 AM

5 Ways to Build Your Reputation in the Temp Staffing Industry--.jpgEven as a new staffing firm you’ve likely heard your share about how temp staffing is the employment solution of the future. Most likely you’re starting a staffing business because you’ve heard of the Canadian skilled workers shortage that’s been hitting several industries, among other reasons. But even when you have such an in-demand business, you have some steep competition to contend with in the temp staffing industry.


To grow into a successful staffing firm, one of the most powerful strategies you can rely on is reputation building. Having a strong reputation not only attracts candidates and clients, it establishes sustainable growth and productivity that even big firms find hard to compete with.

With all the above in mind, read on for five ways to build your temp staffing industry reputation.

1. Develop a Niche

When you start out as a temp staffing firm, you might be convincing yourself that a “go hard or go home” strategy is optimal for attracting the most clients and candidates. But there’s several reasons your firm should focus on a niche instead of trying to provide for every Canadian industry suffering from the skills shortage. Not least of which is it’s hard to maintain a consistent level of customer service when you stretch your staff and resources thin. 

Especially when your firm is up and coming in the industry, you should choose an industry to become experts in and stick to it. In doing so your firm will become go-to specialists in its niche who know exactly how to deliver top talent time and again for clients.

2. Improve Your Online Marketing Game

If your staffing firm doesn’t have an online marketing strategy, there’s no better time than the present to develop one. Nowadays any business that lacks online marketing is seriously behind the eight ball, because nearly all potential candidates and clients are connected to the internet. You must put yourself on the Google map so your firm can hit a large client base and show them the expert services you have on offer. 

Your credibility will rise steadily if you’re able to employ an online marketing strategy that includes: a search engine optimized (SEO) website and blog, social media activity, and making your platforms mobile-responsive in design. You’ll be seen as forward-thinking, competitive, and convenient by clients when they research your brand and find you high amongst their search results.

3. Maintain Ongoing Compliance

Your growing reputation as a new staffing firm will crumble fast if you cannot keep up with Canada’s evolving business legislation. Your firm should be vigilant about bookkeeping for workplace safety, candidate wages, and proper worker classification, to name just a few.

In January 2018, Ontario is planning to up the penalties, both monetarily and legally, for employers who are noncompliant with their updates to the Employment Standards Act. If you’re a foreign business entity, keeping up on Canadian compliance is particularly important for building your reputation. Clients will respect your efforts to remain compliant, and candidates will respect you for paying them what their valuable talent is worth.

4. Protect Your Payroll Financing

Ensuring you can pay your placed candidates on-time, every time, boosts your firm’s reputation tenfold. But in the temp staffing industry keeping your payroll schedule consistent with all your clients can be a tall order. There are bound to be times where your client is late with a payment, meaning you have less resources to pay your candidates on time.

As well, your reputation is at stake if you connect with clients who default on their payments. Which is why you need to secure a back office solutions provider who can offer both receivables insurance and credit checks for prospective clients.

5. Digitally Transform Your Back Office

Administration needs to be streamlined and efficient to allow your salespeople the time and resources they need to focus on finding the best talent. Having software and Canadian experts who can help your new firm have its applicant/client information, compliance, and financing admin in order will cement in your reputation as a cutting edge brand.

We hope these five strategies promote the sustainable growth your new firm needs to make its reputation soar!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

How to Find the Right Back Office Solution for Your Business

Posted by Laura D’Andrea


Sep 13, 2017 9:00:00 AM

How to Find the Right Back Office Solution for Your Business--.jpgHere’s a question for all aspiring temp staffing agency owners: how much data do you think a staffing agency generates in one week? The short (and understated) answer is: a lot. The long answer is much more complicated and dependent on any number of factors, including what your staffing niche is, where you’re located, and whether you’re a Canadian branch or a foreign business.


Temp staffing agencies are in hot demand right now in Canada, as they are helping solve the ongoing skills shortage in various industries like IT and trades.

The above paints a pretty clear picture of how much applicant and client data you’ll be dealing with even daily. To avoid drowning in paperwork you’ll need robust back office solution to for your business, and we have a guide below for how you can choose the right one.  

Does Your Solution Have an Applicant Tracking System (ATS)?

When choosing a back office solution that will increase the speed and efficiency of processing applicant data, you must ensure that an ATS is an included feature. An ATS can organize all the pertinent information for each candidate that enters your staffing agency’s roster. Details like previous work experience, skills, preferred roles, and (eventually as they’re placed) performance metrics can be stored and made searchable by an ATS.

Without an ATS you can’t guarantee your candidates consistent customer service. To successfully place a competitive number of candidates you should give equal amounts of care and diligence to each of your candidates. Otherwise, rival temp staffing agencies will beat you to placing temps for your potential clients.

As well you’ll want an ATS that has a search function as well so that older candidates don’t get lost in the crush of new applications. Using algorithms to rediscover talent is a key way staffing agencies can maximize their budget.

Does Your Solution Have an Integrated Client Relationship Manager (CRM)?

Organization is key to success in the staffing industry and so you must juggle both the data generated from clients along with your candidates’ data. Features like making notes and lists on prospective and repeat clients, reminders and a credit check for potential clients are necessary for optimal productivity levels. An integrated CRM for your ATS possesses all these features and is a must if you want optimum productivity levels. 

Your recruiters and you, the owner, gain the ability with a CRM to measure your productivity. Due to CRM being integrated into your ATS, you only need to use one streamlined system. Key metrics that you should track for are: how fast you’re able to place candidates, how many, client retention per year, and rate of satisfaction. Your back office solution is not just about vetting for top talent for placements, but to vet for the best staff to handle those placements.

Does Your Solution Have a Financial Reporting System?

Finally, you must determine if your back office solution can handle your finances. What you want in a financial reporting system, ideally, is the capacity to collect timesheets for your staff and temps, data entry that takes care of your agency’s pay structure, taxes, and billing for things like overtime and vacation.

A proficient financial reporting system saves your staffing agency a ton of time that usually goes wasted on double the amount of data entry. You also need such a system to help you remain compliant with Canadian employment and labour laws, which are changing with every passing year.

If your solution answers all the questions discussed above, then it’s a winner. Starting a successful staffing agency goes much smoother when admin isn’t bogging you down.

Everything You Need to Know about Starting a Successful Staffing Firm 

Topics: Back Office Service Provider

Got a Temporary Workforce? Here are 3 Ways to Manage Your Payroll

Posted by Laura D’Andrea


Sep 4, 2017 9:00:00 AM

Got a Temporary Workforce- Here are 3 Ways to Manage Your Payroll.jpgWhen your staffing firm focuses on a temporary workforce, you need payroll solutions that will account for your business’ unique challenges. Since staffing firms operate with a database of candidates and clients that can and will fluctuate throughout the year, traditional banking solutions like lines of credit are not viable for the long term.


Despite the uncertain picture painted above, there are feasible options for temp staffing firm payroll. Below find three ways you can manage your payroll so that your cash keeps flowing.

1. Cash Flow Budgeting

Starting a successful staffing firm takes a lot of know how, and one of the most vital pieces of knowledge you can learn early on is about payroll financing. The trick is to be very meticulous about your bookkeeping and stay aware of your overhead. While the staffing industry is on the rise, it will take time for your firm to soar to the top of its competition.

At the start of running a staffing firm you can afford, and in fact should, try to remain on the frugal side of budgeting where applicable. As noted by LinkedIn’s Global Staffing Trends Report for 2017, 80 percent of a staffing firm’s typical budget is devoted towards tools that will help their brand grow faster. Things like job ads, sourcing software, and business development are important (but focused) expenses.

2. Factoring

This second option can be a step in the right direction when managing your payroll. Factoring is when an outside financing firm buys your temp placement invoices and takes a small but incremental percentage (anywhere from 2-6 percent). You can’t rely on strict budgeting forever to grow your new firm’s capital, and in the instances where the percentage is small factoring can help you maintain cash flow.

Staffing firms with a temporary workforce are reliant on the loyalty of the clients they provide a temporary workforce for, however. If we lived in a world where client payments were guaranteed to be punctual per every placement, then other traditional payroll solutions like factoring firms would be ideal.

But since factoring firms extend credit not to you, but to your clients to ensure their ability to pay, you are highly dependent on clients’ pay schedules. What’s more, your staffing firm’s weekly or bi-weekly payroll schedule might vary widely from your clients’ schedule.

3. Outsourcing Your Back Office Duties

You might be wondering if outsourcing your administration will solve your payroll issues. Well, look at what your back office costs. You have your staff and your temporary workforce to worry about, not to mention compliance with government remittances and associated fines when you overlook any employment standards. Your back office duties are also time consuming and distracting from the core of your business, which means your competitors that have more resources and experience get to the talent in your niche faster.

Outsourcing all these duties to a provider with expertise in administering temp staffing firms, takes care of all money-sucking aspects of your business in one fell swoop. Providers like The Staffing Edge have years of experience in handling a firm’s payroll for all workers. We know that pay structure and legislation are just as consequential as the cash flow itself. The Staffing Edge has even developed award-winning proprietary software that streamlines payroll and compliance with applicant and client management.

When you can both accelerate the process of payroll management and remain compliant with government standards, your staffing firm can compete with the big staffing firms. Payroll management is about being able to see the big picture of your overhead for the front and back end of your business, and finding a solution that balances financing between both.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Payroll

3 Staffing Industry Trends You Need to Know

Posted by Laura D’Andrea


Aug 30, 2017 9:00:00 AM

3 Staffing Industry Trends You Need to Know.jpg2017 has a big year for technology in the staffing industry. LinkedIn’s Global Recruiting Trends report for this year, for instance, has identified many fascinating statistics about tech-driven staffing industry trends. Chief among these stats was finding out 56 percent of staffing leaders and professionals expect hiring volume to skyrocket, while the size of recruiting teams at most staffing firms remains the same.


The reason for this is because staffing firms are putting more emphasis on using technology to leverage their existing state of affairs. Let’s take a look at what the foremost staffing industry trends illuminate about what makes a successful staffing firm, for 2017 and onward!

1. Automation is the Name of the Game

Perhaps the most significant of these 2017 staffing industry trends, although they’re all interconnected, is using automation software to both maximize staffing firm resources and improve placement rates. Automation is improving upon the traditional recruitment process in several ways, including: machine learning for screening of resumes, matching clients with rediscovered candidates buried in databases, and natural language processing to boost job description quality.

But is this just a passing trend? The truth is that automation is becoming a mainstay. By cutting back on the amount of time spent on clerical tasks and choosing resumes based on comparing past successful candidates with current applicants, automation is bringing more innovation and diversity to hiring.

Automation speeds up the daily operations of a staffing firm significantly. Don’t underestimate how this trend can be the dividing factor between early-bird firms who land elusive passive candidates and firms that can’t quite keep their hiring volume up.

2. Data...Data Everywhere

Utilizing metrics pulled from Big Data and generally all data accumulated by your staffing firm will increase moving forward. This trend is what automation builds off to neutralize human bias and bring more insight into how recruiters and candidates can perform better.

Data is quite possibly the lifeblood of a staffing firm, because it empowers recruiters and managers to get a glimpse at the big picture of the industry (and their individual firm fits into it). When you don’t have robust enough software to manage all the data your business generates, you’ll find yourself struggling to launch your staffing firm successfully.

Yet being able to organize your firm’s applicant tracking, client relationship management, and financial reporting data is critical to not just to starting a successful firm. Expert data management enables you to compete with the big staffing firms, which is what all-in-one software like Stafftrak offers.

3. Diversity Elevates Your Firm’s Brand

Automation and the data driving it empower your firm to hire and place more diverse candidates. The last of these three staffing industry trends, while still involving some digital processes like social media, has more to do with your firm’s brand. The 2017 recruitment industry has recognized the power of diverse hiring and how it improves attraction rates for both clients and candidates.

When you utilize the tools discussed in the above two trends in this blog to engage and hire broad range of candidates, you’re not only setting yourself apart from competitor brands. Making diversity a part of your brand also ensures you land unique candidates with strong skillsets.

Your staffing firm should keep track of these trends as they continue to develop through the end quarter of 2017 and beyond. These three trends build off one another to create a framework for running a successful staffing business. The future of the staffing industry is in harnessing data to innovate new staffing strategies and brands that aren’t afraid to “hire outside the box.”

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

Vacation Season is Over: Getting by without Seasonal Workers

Posted by Laura D’Andrea


Aug 21, 2017 9:00:00 AM

Vacation Season is Over Getting by without Seasonal Workers--.jpgOne of the year’s busiest work seasons for companies, summer vacation, is nearly over. By the end of September, many people will be returning to their regular school and full-time work schedules, and seasonal workers will be finishing their contracts with companies.

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

This is a boon for the companies that sought the temporary workers, since they have achieved their staffing needs during vacation season and no longer need the extra staff. However, it’s a different story for the temp staffing agencies that were placing seasonal workers.

Temp staffing agencies have changing needs throughout the different hiring periods of the year, just like the need of the companies they’re partnered with. And for newer staffing agencies, slower periods for placements are important times to shine since the industry is growing more competitive each year. Want to know how staffing agencies can get by without placing seasonal workers? Keep on reading.

Keep the Industry Conversation Going

This first strategy probably seems like a headscratcher to you, but it’s more straightforward than it seems. When you keep on top of the latest staffing industry trends, it’s easier for you to professionally brand your staffing agency so that you can keep the dialogue flowing between your candidates, clients, and other recruiting professionals.

Flexing your branding muscle can help you keep a pulse on what types of candidates are needed outside of vacation season, what industries are in desperate need of temp workers, and what other staffing agencies strategies are for slower hiring periods.

Strengthening your brand is also a way to maximize your staffing agency’s budget, according to LinkedIn. 82% of over 2,000 staffing leaders LinkedIn surveyed agreed that a strong brand attracts more business. After all, it communicates to your target audience that your staffing agency is an expert in its niche.

Don’t Fear Data

Some newer staffing agencies might be hesitant about investing in new technology because it means more expenses. New technology often doesn’t come cheap and you already have enough invisible costs stacking up with administrative duties when you start a staffing agency, after all. But embracing data and new technology could be just what you need to drum up a healthier number of new candidates and clients.

Using all-in-one software that can handle an applicant tracking system, a client relationship manager, and a financial reporting system can do miracles for optimizing performance levels.

When you can actively customize and track the progress of all your candidates and their placements, and have a solution to automate data-entry for important admin duties like payroll and taxes, you can better balance you back end and front end business aspects. You can be completely confident of compliance, which means you can focus on the core of your business and how well it improves daily.

Your Short-Term Goals are Equally as Important as Your Long-Term Ones

Remember not to overemphasize your long-term goals for your staffing agency. This last pointer is particularly aimed at newer agencies that want to ensure their big picture plans are in order. However admirable and productive big picture thinking can be for your business, too much of it can derail you from considering immediate concerns.

If you’re struggling in the aftermath of vacation season, take stock of your niche and whether it’s time to unlock a new revenue stream with contract workers in addition to your temp and seasonal workers. What projects do your clients have on deck that might need specialized candidates only you could provide them? Are any of your clients suffering from many absent employees on sick or maternal leave?

The strength of a new staffing agency is its ability to adapt to the current status quo of the job market. And luckily for you and your business, this is the age of gig economy. You’re the hub that facilitates a major percentage of employment in Canada nowadays. Your short-term goals are the best way to build up to your long-term goals.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

5 Signs You Should Outsource Administrative Work

Posted by Laura D’Andrea


Aug 11, 2017 9:00:00 AM

5 Signs You Should Outsource Administrative Work.jpgAdministrative work takes up a good chunk of energy from a business that needs speed and efficiency to grow. Staffing agencies in recent years have become even more competitive than they have been. And the competition isn’t going to let up anytime soon, since there’s a trend towards an ongoing gig economy to address an ongoing shortage of skilled workers.

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

But you might be skeptical as to whether you need extra help to handle administrative tasks. Starting a successful staffing firm means a lot of data wrangling, after all. But when your business is about managing and finding placements for people, the data might be more than your back office can handle. If you’re looking for five significant signs that you need to outsource administrative work so you can focus on your core business tasks, read on.

1. You’re Struggling with Canadian Business Legislation and Regulations

If you’re an American or foreign business expanding the branches of its staffing firm into Canada, you might find that it’s no small feat to keep all the legislative matters straight. From establishing an administrative presence, to accounting for what your jurisdiction of incorporation is, to remaining compliant with taxation and employment standards, there’s more than enough on your plate from the get go!

When you choose to outsource administrative work, you don’t have to deal with the headache of ever-changing legislation and regulations. An employer of record service can offer you the distinct advantages of having experts parse Canadian business law and keep you compliant.

2. There’s No Time to Source Candidates

Staffing firms are all vying for the same market of candidates, no matter if they’re passive or active. If your firm wastes too much time dithering about administrative tasks, other staffing firms are bound to leave you in the dust. To ensure that your business isn’t short-lived, you need to streamline your daily operations so that you can snatch up the best talent first.

A key challenge of growing your staffing firm is amassing a diverse pool of talent so that you can attract more companies. Even if your firm is dedicated towards specific industries, you won’t build a wide client base if you can’t offer candidates that are suited to different types of placements (i.e. temp/project, temp-to-permanent, permanent).

3. You Can’t Seem to Balance Overhead Costs with Revenue

This is a serious sign that your business is too bogged down by its administration. While this point is obvious, it’s worth stating that there are a lot of hidden costs that rack up when you’re a new staffing firm trying to stay competitive. Not only are you worrying about the proper management of your clients, you need to make sure you and your staff are taken care of, too.

If you find that the time and resources spent on the back end of your business, you definitely need to outsource administrative work.

4. Your Current Applicant Tracking System is Creating Extra Work

Does your applicant tracking system (ATS) have no search functions, little customization for client profiles, or no options for client relationship management (CRM)? If any of these qualities describes your current ATS, this is a problem you can’t leave unchecked for long. Although an ATS is supposed to make daily operations easier, it can sink your staffing firm if it’s too inefficient.

5. Too Much Paperwork

Let’s face it: staffing agencies require a lot of paperwork. Eliminating hours of ruminating over thousands of forms keeps your business from stagnating.

Proprietary software like The Staffing Edge’s Stafftrak can handle ATS, CRM and financial reporting. Stafftrak can also be accessed not just from office desktop computers, but mobile devices as well, making it easily accessible by your staff at anytime.

Outsource administrative work and your firm will no longer struggle to tame all the data it continuously generates.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Back Office Service Provider

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