The Staffing Edge Blog

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

Laura D’Andrea

Recent Posts

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

4 Innovative Solutions for Staffing Agencies in the 21st Century

Posted by Laura D’Andrea


Jun 26, 2017 9:00:00 AM

4 Innovative Solutions for Staffing Agencies in the 21st Century---1.jpgThe digital age is upon us and staffing agencies must be prepared to embrace the technological era. Many people entering the workforce have spent their entire lives with computers and technology—it only makes sense that the job market would adopt this progression.

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

Digital media is fundamentally changing the way we work. There are now more innovative solutions for problems within the working world than ever before.

Staffing agencies can use this innovation to benefit their business practices. Companies now can access easier, more efficient solutions for any problems they may encounter. Of these solutions, four of the most innovative options can help manage clients and candidates, supplement administrative and payroll tasks, allow for easier recruitment practices, and provide useful industry insight and statistics.

1. Client Relationship Management (CRM) Software       

When your client’s happy, you’re happy. Managing the relationship between your business and your can make all the difference to your business With all the digital software that is available for a variety of different industries, the staffing sector hasn’t been forgotten.

CRM software can help you track all interactions and communications with clients, candidates, and other contacts. Using a CRM system allows for all the information pertaining to one person to be stored in a conveniently accessible digital location. Everyone from your company will be able to access this information, making sure that your employees are all working on the same page.

This is most importantly an organizational tool which can help staffing agencies keep track of orders, people and company performance including staff productivity. Meetings, interviews, and all other activities are kept up-to-date, keeping your tasks and activities on the right track for success.

2. Back Office Solutions

You may be too busy, you may not know the Canadian standards and regulations, or you may have bad cash flow—whatever challenges you face in the staffing industry, a back office solutions provider could help. When you outsource your administrative and payroll tasks, your company is able to focus more on your core business, and less on business technicalities. If you’re looking for additional assistance for your staffing agency, why not trust a back office solutions provider and see the difference for yourself?  

3. LinkedIn Recruiter

Talent sourcing has never been easier for staffing agencies than it is with LinkedIn Recruiter. If your company isn’t currently using LinkedIn Recruiter, it’s time to start because this tool is a game changer. There are many reasons why we love LinkedIn Recruiter, one of which being the talent pipeline it generates.

Any person who has a profile on LinkedIn can be scanned for a variety of different qualifications. Say you’re looking for a Structural Engineer who works in Toronto with experience in commercial projects. By entering these criteria into the LinkedIn Recruiter search bar, LinkedIn will automatically populate all the people with profiles who fit this description. You can send the people you see qualified a direct message, and just like that you’ve got a potential candidate.

4. Indeed Insights

Indeed isn’t just for uploading resumes and applying to jobs, staffing agencies have the option to tap into the company’s industry research to get a better understanding of any specific job market. You’ll be able to explore information from competitors to expected pay. Using Indeed insights will help you stay ahead of the game, and on top of current industry standards.  

Their tips and insights can also provide you with eBooks, reports and webinars on some of the most important topics in today’s staffing industry. With information on the emerging interests of job seekers or getting to know your online audience, staffing agencies will find great value in all that Indeed has to offer.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

How to Find the Best Software for Staffing Agencies

Posted by Laura D’Andrea


May 31, 2017 9:00:00 AM

How-to-Find-the-Best-Software-for-Staffing-Agencies.jpgThere’s a number of different software options available for staffing agencies, but how do you know which one to invest in? Some initial research is required. Take a step back to look at your firm and determine the specific duties that software needs to fill. 

The best software keeps firms organized and running smoothly. Ideally, it should keep track of both clients and candidates, manage profiles, and schedule interviews—at a minimum. The right software fits both the firm’s business and cultural needs for seamless integration among the other applications in place. Knowing the different types of technologies available on the market will help you secure the best software for staffing agencies.


The applicant tracking system, commonly abbreviated to ATS, is an applicant repository software that manages the application process and workflow. A candidate-based module, it sources, lists, and records all information regarding the applicant part of the client-candidate equation. It’s a useful alternative for firms that already have a CRM and back office solution in place, and don’t require full integration between software. 

ATS is used to streamline candidate management and fulfil recruitment needs. Features include the ability to post vacancies on job sites or other job boards; screen resumes; generate interview requests;and filter through candidates by keyword. 

The option is available to enter information on job seekers, write notes on individual profiles, track placements, and use applicant information for reporting. An ATS provides a central location and database for recruitment efforts to monitor candidates through all stages. Essentially, this system tracksthe entire hiring process.


Customer relationship management, or CRM, software, keeps track of contacts and the companies they’re associated with. Use this software to keep tabs on current connections, opportunities, and clients. CRM software goes the extra distance by providing visibility of your funnel, highlighting ROI, providing management reports, and more. 

CRM software tracks, records, and manages the business relationship of client interactions, meetings, and marketing activity. This type of software presents advanced features in an integrated system to combine multiple aspects of the job, helping increase a firm’s efficiency.

Additional Options

Some software for staffing agencies combines the functions of ATS and CRM software by integrating the candidate and client management process. Recruitment CRMs are an example. Presenting an all-in-one solution, they beginat the recruitment stage and go all the way through to invoice processing. Going beyond a standard CRM system, recruitment CRMs create a fully integrated and compliant system using both ATS and CRM technology.

Also available are front and middle office solutions, which may handle only temporary or permanent staffing relations, or a combination of both. Back office software is another option, which is used to handle processing, invoicing, and administrative tasks.

Weigh the pros and cons of different software programs available to choose the best option for your agency. Generally, look for software that includes reporting and analytics tools, is compatible on different platforms (think mobile recruiting), and effectively handles back office and administrative duties.

To find the best software for staffing agencies, determine what is and isn’t essential, taking into account “must-have” features and firm growth, to ensure it can continue to meet all of your firm’s needs in the future.

Investing in the right software can improve your firm’s efficiency and productivity, reduce costs, and improve your competitive edge, so you can better compete against national firms and independent agencies alike.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

How Minimum Wage Increases Will Affect Eastern Canadian Provinces

Posted by Laura D’Andrea


May 5, 2017 9:00:00 AM

How-Minimum-Wage-Increases-Will-Affect-Eastern-Canadian-Provinces.jpgThe increase to minimum wage in the Eastern Canadian provinces affects employers, staffing firms, and employees. Here’s how.

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

What’s Happening

While the definition is often worded differently, minimum wage holds the same meaning across provinces: It is the lowest set wage a worker can be paid under current legislation. 

Previously slated to come into effect in January 2017, the minimum wage increased earlier this month. The reason for the delay was to decrease the pressure on business owners and assist businesses recovering from the holiday wind-down. 

Workers will see the minimum wage raise an extra $0.15 to $0.35 an hour, depending on the province. Employees previously paid the old rate will shift up to the new rate if they’re already employed, and new employees will be paid at the new rate. 

For workers in Nova Scotia, this $0.15 increaseapplies to both the minimum wage and the “inexperienced rate. ”Employees are paid the inexperienced rate if they’ve worked for the employer for less than three months and if they have less than three months of total experience with the work they’ve been hired to do.

The Effects

Minimum wage increases based on the social and economic effects of minimum wage: the cost of living, the provincial economy, and a reasonable return on investment for businesses. Provinces raise the minimum wage on their own accord. Nova Scotia, for example, adjusts its rates based on the previous year’s national Consumer Price Index. 

Minimum wage increases are reviewed yearly by the government and employee standards boards to recommend how much wages should increase based on input from the public and stakeholders, and based on consideration of economic factors in the region. The increase helps put more money into the economy and the lives of employees earning this rate. It also helps bridge the poverty gap for many who survive on this pay. 

It’s been argued that minimum wage increasesresult in economic costs when labour becomes more expensive. Wage structure is compressed, causing a ripple effect up the employee chain as senior employees’ wages are affected. 

Business owners will need to implement a gradual plan to ease the process and phase in the new wages to ensure compliance with government standards

Some provinces kept this gradual plan in mind, as seen in both Newfoundland and Prince Edward Island. Increasing the minimum wage by $0.50 total, Newfoundland adjusted its rate $0.25 this past April 1 and will increase it again by $0.25 in October.

A Step in the Right Direction

A step in the right direction? This seems to be the majority opinion. Currently, Eastern Canadian provinces have some of the lowest minimum wage rates in the country. The problem remains that even with an increase, new rates still aren’t enough to be considered “livable wages.” Many comments have been made that this isn’t enough to live decently in east coast cities. Increases are meant to help cover the cost of living in the towns and cities out here, but the east coast still falls behind the rest of the country. 

This wage is continuously monitored, and it’s something business owners should pay attention to as the Eastern provincial governments consult how future increases will be decided. Businesses can get involved in public consultations to learn how future rates will be determined. 

Each government is making it a priority to communicate wage changes to the business community and encourage input from employers before further increases are finalized. Owners should keep eyes and ears peeled so as not to feel caught off guard by minimum wage increases in the future.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

An Almost Foolproof Way of Achieving Staffing Firm Success

Posted by Laura D’Andrea


Mar 24, 2017 9:00:00 AM

An-Almost-Foolproof-Way-of-Achieving-Staffing-Firm-Success.jpgThe reputation of a successful staffing firm proceeds itself; when you’re good at what you do, word gets around and the requests for hiring services begin pouring in. 

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

In order to achieve this level of success, there are certain strategies you might want to consider. While there are numerous ways of going about building a successful staffing firm, there are certain ways that are absolutely foolproof.

Have a Niche        

The staffing industry can be competitive; there are a number of firms that are vying for the opportunity to supply staff to major companies. One of the big ways you can set yourself apart and achieve unparalleled success is through having a niche that works for you. 

It’s in the interest of companies to sign up with staffing firms that have a more in-depth knowledge of their industries. Different industries require vastly different skill sets, and each industry has its own unique market for employment. 

A staffing firm that has experience and expertise in a specific industry has far more leverage with companies looking for staffing services than agencies that take a broader approach in the industries they can service. 

When choosing a niche, take into consideration which industries are underserved by staffing services and which industries you believe your recruiters would be the most suited for. 

Work with a Back-End Provider

When companies hire staffing firms to find them the very best employees, they expect that all of their energy will be directed towards this task. However, we in the staffing industry know that there are a lot of other concerns to think about that the companies that hire us don’t necessarily see. 

This includes HR, paperwork, tax deposits, and payroll that need to be taken care on behalf of the companies and candidates that we represent. All of these things can be a drain on energy, taking away time and attention from the primary goal: supplying companies with amazing employees. 

One of the very best tips for success that we have to offer is working with a back-end provider so that you can refocus on what matters. A back-end provider takes care of all the administrative details that can overwhelm the primary task of finding recruits. Working with a back-end provider is a great way to ensure that your performance is constantly at the very top of its game, which will in turn translate into more clients and greater successes within the industry.

Perfect Your Hiring Process

A common misconception among those unfamiliar with the staffing industry is that it’s a service that hands out jobs to those who are either unqualified or unwilling to do the work of finding a job themselves.

In the staffing industry, we know this couldn’t be farther from the truth. Screening and testing potential candidates is what helps keep staffing firms going, making them the go-to choice for companies that want reliably good employees. Maintaining the quality of the candidates you represent is of the utmost importance.

The key to success in this industry is prioritizing the hiring process so that you only ever work with the most qualified and hard-working candidates. This means having a firm and thorough screening process in place that is designed to call attention to any problems with candidates before they are put forward to companies.

It’s also important to take into consideration what the candidates themselves are looking for. Although you may think they’d be a good fit in a certain position, if their interests don’t match up with the positions or the companies, they’re unlikely to make a good fit in the long term, which can reflect badly on you when they don’t work out.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

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