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

How to Improve Client Retention in Your Staffing Firm

Posted by Laura D’Andrea


May 25, 2018 9:00:00 AM

How_to_Improve_Client_Retention_in_Your_Staffing_FirmAn important factor in running a successful staffing firm is ensuring your client retention rate is high. Your client retention rate is a good indicator of how effective you are at filling orders and keeping customers satisfied. If you’re able to deliver on the solutions you propose, and in a way that clients respect you for, then you’re on the right track. Many firms fixate on growing their businesses and finding new clients, but it’s equally as important to ensure your long-standing clients don’t leave for different firms due to poor customer service.

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

What are the best practices for improving your client retention? There are as many strategies out there as there are staffing firms in this competitive gig economy. We argue that the best practices you should focus on are those that amplify your ability to complete core business tasks.

The more proficient your staffing firm becomes at communicating with clients and fulfilling their orders to the letter, the better your chances are at greatly improving your retention rate. With all the above in mind, find our best practices that make up a strong strategy for client retention improvement below.

Prioritize Relationship Management

The fastest way to lose your current clientele is to treat them like numbers. If you want your client relationships to last past a year, you need to connect with them in a genuine manner. You’re helping them find staffing solutions, yes, but they are also people who you’ve made valuable partnerships with while doing so. Cultivate these partnerships by regularly touching base with them, even after you’ve filled their work orders.

Some ideas for ways to connect or follow up with clients are sending greeting cards, having relaxed lunch meetings, or even just sending a simple e-mail to let them know they are valued.

Be Prompt in All Your Administrative Duties

Clients greatly appreciate a staffing firm that is fast and efficient. It’s not enough to just talk the talk; you need to walk the walk by demonstrating your administration is top notch. Late invoicing, shoddy compliance, or forgetting that you have work orders to fill doesn’t reflect well on your brand.

Make sure your back office tasks are taken care of with proactive staffing solutions. Automating your admin busywork allows you to focus on core tasks, such as ensuring clients are satisfied with your placement process. When your staffing firm’s talent pipeline and its infrastructure are properly maintained, clients will notice how easy, efficient, and stress-free their dealings with your firm are.

Your placement process should be smooth and easy with your clients. Your retention rate soars when you can quickly offer the talent that fits well with their companies, while also ensuring on-time invoicing and documentation. Knowing they can trust your firm for high performance no matter how quickly they need to fill staffing gaps goes a long way.

Become Your Clients’ Go-To Expert

Lastly, you should always be honing your specialization or niche as a staffing firm. You landed your current clientele because they had hiring challenges that your firm was uniquely qualified to solve. Make an effort to remain at the top of your game in your niche by implementing thorough training for your newer recruiters and salespeople, researching the latest trends for the industries you provide talent for, and listening to clients.

Improving client retention is a mix of relationship management and acting as a knowledgeable consultant. That goes both for staffing veterans and those looking to start a successful staffing firm.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

How to Build an Effective Recruiting Pipeline

Posted by Laura D’Andrea


May 16, 2018 9:00:00 AM

How-to-Build-an-Effective-Recruiting-Pipeline-compressorThe lifeblood of a staffing agency is its roster of skilled candidates. Without a steady stream of talent to draw upon for clients, you will experience frequent productivity slowdowns. That’s why you shouldn’t just hire talent on-demand for the moment but constantly build your network of talent so you can always be ready to fill work orders for clients. In other words, you need to optimize your recruiting process. 

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

One strategy for optimizing your process is to build an effective recruiting pipeline. An effective pipeline sources a talent pool that will be available whenever clients need candidates for specific roles. Growing your candidate roster proactively allows your staffing agency to become much more flexible with its solutions, attracting a greater number of clients and retaining current clients. 

If you want to know how to build an effective pipeline, check out our key tips below.

Attract Top Talent with Compelling Employer Branding

One of the main goals of the recruiting pipeline is to have skilled candidates seeking out your staffing agency. Instead of your staffing agency constantly reaching out to find new talent, the best candidates on the market will apply to your staffing agency without your recruiters reaching out to them. The most effective way to improve the attraction rate for your staffing agency is to make your employer brand compelling. 

In the digital age, most candidates are going to find your staffing agency via the internet. Whether these candidates find your staffing agency by a Google search, on social media, or by other means, they should see your employer brand as forward-thinking and emphasize your unique expertise. As such, you should harness a comprehensive online marketing strategy that ensures you have a presence on all relevant business sites and social media.  

Candidates want to engage with employer brands that have great reputations. On your website, its blog, and your social media profiles, communicate your staffing agency’s benefits. If you haven’t already been cultivating your employer brand, make sure you start making marketability more of a priority.

Guarantee Candidates a Fair and Punctual Payment Schedule

Staffing agencies often miss out on the best talent because they can’t guarantee their candidates a regular paycheque. If you want a pipeline filled with skilled candidates, you need to be capable of offering competitive compensation. You can do that if you get payroll financing and outsource your agency’s payroll administration

Outsourcing payroll and getting financing ensures you can pay your workers on time, no matter the account status of your clients. Experts in back office support will handle payroll administration, compliance, paperwork, and delivery. Access to payroll financing will ensure that you always have enough cash flow to pay candidates on time. 

You don’t want to be known as the staffing agency that pays its workers late. Outsourcing can help save your reputation.

Streamline Your Applicant Tracking and Placement Process

You can also automate your admin process, allowing your pipeline of candidates to easily be placed when clients ask for specific roles to be filled. Automate your applicant tracking and your client relationship management, so that you can swiftly assess candidates and organize their data for easy access later on. For your pipeline to be effective, you need to optimize the infrastructure that facilitates your recruiting process.

Ultimately, when your recruiting pipeline is built, you should be able to generate and cultivate many leads. As long as your staffing agency continuously improves and markets its brand, both online and by its actions as an employer, you will stay on track and improve your pipeline.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

How Much Is Your Agency Spending on Payroll Processing?

Posted by Laura D’Andrea


Apr 30, 2018 9:00:00 AM

How-Much-Is-Your-Agency-Spending-on-Payroll-Processing-compressorYou must ensure that you can pay your workers on time, every time, despite the predicament of upside-down cash flow in the staffing industry. That being said, securing proficient payroll processing shouldn’t cost your staffing agency a significant amount. Often, agencies end up spending too much with the best intentions of keeping their payroll efficient and consistent. Your agency might be caught in a similar cycle of spending to stay on top of processing without realizing there are more affordable options available. 

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

If you’re concerned about how much your agency might be spending on payroll administration, keep reading. There are effective solutions to overspending on payroll that can save you time and money.

Why a Line of Credit Isn’t an Ideal Solution

The main issue with payroll processing is that there often isn’t enough cash to keep a consistent pay schedule. You know the consequences of breaking your workers’ trust, however, so you seek a solution like a line of credit to make up the difference when your clients can’t pay you on time or they default on their payments. 

While a line of credit will provide you with cash at the outset, issues will soon arise if you rely solely on this solution. For one, you cannot predict the ups and downs of temp and contract staffing. If your agency sees sudden growth, you cannot count on the bank to increase your line of credit when you need it most. There are also interest fees to take into consideration, which can add up incrementally over time and will certainly become a problem if your agency experiences a slow season for staffing. 

A line of credit isn’t the worst solution for your payroll admin, but at the most, it’s a short-term fix to an ongoing issue.

Factoring Firms Mean More Gambling with Service Fees

Another solution your agency might be implementing is a partnership with a factoring firm. There are advantages to using a factoring firm over a line of credit, including advances of 70-90 percent of your invoice amount and no credit checks. With a factoring firm, you don’t have to wait on your clients’ payments (which could vary between 30 and 90 days) before processing payroll, but you will still be stretching your resources thin. 

Why? Because the catch of selling your invoices or accounts receivable to a factoring firm is that your staffing agency must remain financially sound enough to handle the considerable service fees. A factoring firm typically charges anywhere from 2-6 percent of your invoice amount. 

In other words, factoring firms could work as a stopgap measure while you work to build up enough of a roster of candidates and clients, but you’ll always be wrestling with service fees.

Partnering with a Back Office Services Provider Accounts for Flexible Needs

Your agency needs a payroll processing solution that won’t keep you in the red to ensure cash flow. Partnering with a back office services provider that knows the staffing industry can account for the flexible needs of your agency.

A provider like The Staffing Edge offers versatile solutions in the form of financing, receivables insurance, credit checks for prospective clients, and outsourced payroll processing and bookkeeping.

You’ve worked hard to establish your staffing agency. Make certain you have the payroll processing tools to help you compete with the big staffing firms.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Payroll

5 Ways Your Agency Will Benefit from Offering Clients a Contract Staffing Solution

Posted by Laura D’Andrea


Mar 16, 2018 9:00:00 AM

5_Ways_Your_Agency_Will_Benefit_from_a_Contract_Staffing_Solution.jpgContract staffing can unlock a lucrative revenue stream for your agency. We know you might’ve heard nightmare stories about sky-high paperwork and even more admin duties to add to your daily operations, but there is a way to enjoy the benefits of contract staffing while minimizing the pain of accompanying paperwork and compliance work.

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

Currently, the gig economy is booming. That means employers prefer contract staff in many sectors. Now is a great window of opportunity for your agency to jump on board and offer clients a new solution: contract staffing.

There are more ways than ever before to tackle the potential issues of contract staffing in Canada. But first, are you curious how your agency will benefit from offering such a staffing solution? Check out five benefits below.

1. Gain More Clients

The first obvious benefit is one we’ve already touched on a bit above. When you can provide the type of staffing that’s in demand, your agency will attract more clients by default. Offering a contract staffing solution means starting off on the strongest path if your agency is relatively new and improving your on-target earnings considerably if you’re a more established agency.

Clients in IT, HR and administration, construction, and even medical fields are looking for contract staff because it affords them more flexibility for their projects and helps them fill empty roles quickly.

2. Retain More Clients

This second benefit comes part and parcel with the first. When your clients’ demands are easily satisfied by your contract staffing solution, your agency will retain more of its clients because they’ll know they can trust your performance rates. Of course, the strength of this benefit is enhanced if your agency has chosen a good niche and knows its strengths, both of which are keys to growing your agency.

Offering contract staffing services gives your clients options for their staffing needs, including cost effectiveness and better access to the skills their companies lack. Happy clients translate to a great brand reputation for your agency.

3. Offer More Variety for Candidates

Some of your talent pool might prefer contract work and the variety it provides. Some candidates are looking to flex their skills in various roles and projects. Others want to test the waters of opportunity for a specific industry by taking on multiple contracts.

Consider the fact that offering a contract staffing solution is also beneficial to your candidates, improving retention for skilled workers at your agency as well.

In the age of the side hustle, increasing the amount of flexible work available for your candidates is always a good idea. Nearly a quarter of the Canadian workforce is currently made up of temporary workers and self-employed individuals because they’re looking to achieve better work-life balance.

4. Agency Costs Are Reduced

Contrary to some myths held about contract staffing, your agency will be able to manage its resources with such a solution. Your agency will pay only for the time worked on a contract, as opposed to permanent staffing where you will be paying for an indefinite period of time according to your agency’s schedule. If you offer both permanent and contract staffing, then your agency will actually be able to generate more revenue between the two, with extra security for the leaner months.

Since contracts are set for an exact period of time, your agency will see less HR and payroll paperwork in some instances.

5. There Are Back Office Providers Who Can Take Admin off Your Hands

Last but not least, your agency doesn’t need to fret endlessly over matters of compliance, payroll, and HR admin anymore. A Canadian back office provider can act as an extension of your daily operations. These providers are experts in business legislation regarding contract staffing.

So, what are you waiting for? Offer contract staffing as a solution and see your agency’s success soar!

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

What Are the Changes in Personal Emergency Leave Entitlement?

Posted by Laura D’Andrea


Mar 2, 2018 9:00:00 AM

What_Are_the_Changes_in_Personal_Emergency_Leave_Entitlement.jpgThere have been some major changes made to Canadian business legislation with the passing of Bill 148: Fair Workplaces, Better Jobs, 2017 last November. Minimum wages have increased, statutory holiday pay is now calculated differently, and assignment termination now requires employers give one week’s notice to their employees. One of the most significant and complex of the amendments staffing agencies need to know regards personal leave entitlement.

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

Bill 148 has expanded and revised the parameters of PEL entitlement, resulting in a greater need to examine “reasonable within the circumstances” evidence and clarify what specific events are urgent or non-urgent. If you want a primer for the most significant amendments to PEL and a way for staffing firms to maintain PEL compliance, read on.

All Ontario Employees Are Entitled to PEL

Pre-Bill 148, not all your staffing agency’s employees were entitled to PEL. They were only entitled if they worked at a company that employed more than 50 employees. PEL was also unpaid. Now, all Ontario employees are entitled to 10 PEL days in a calendar year when they have worked for more than a week for their employer. Two of these PEL days are paid, calculated according to the usual wages they would’ve made for those days (or half-days depending on the individual case of absence).

With the advent of this amendment, staffing firms will need to be vigilant about tracking PEL days and properly calculating wages for paid PEL days. If you’ve been researching back office solutions for this sort of administration, consider that The Staffing Edge has updated its award-winning software for this purpose.

You need to have a solution like StaffTrak to bolster your ability to track PEL days seamlessly; otherwise, you risk compromising your staffing firm’s compliance.

Prohibition on Health Certificates

Perhaps the most controversial change to PEL entitlement is the prohibition on health certificates as “reasonable in the circumstances” evidence. “Reasonable in the circumstances” evidence is any proof of why PEL was taken that helps balance the rights of an employer with the rights of an employee.

Previous to Bill 148, employers could ask for a health certificate from a physician, registered nurse, or psychologist, otherwise known as a “qualified health practitioner.” Now, employees are no longer required to produce such documentation unless the situation falls outside PEL circumstances and will help a staffing firm or employer accommodate them or fulfill return-to-work obligations.

Understandably, there’s trepidation among staffing agencies that there will be a sharp increase in PEL days taken with this prohibition in effect.

Guidance for PEL Amendments

What hasn’t changed about PEL entitlement is that employees can claim it for personal illness, injury or medical emergency; or death, illness, or medical emergency of specified family members. The new amendments to PEL are more about ensuring the harmonious interactions between employer and employee during emergency situations so that provisions are used in a productive and compliant manner.

For instance, while you cannot request information about an employee’s diagnosis or treatment of a medical condition, you may need information regarding specific relatives and their relationship to the employee. As well, you may need a statement or a copy of an obituary regarding injury, illness, or death of specific relatives.

The Ministry of Labour is aware there’s a lot for staffing agencies and employers to get used to with the PEL amendments and what counts as “reasonable in the circumstances” evidence. Together with other concerns regarding other amendments, they have created a guide to the new Employment Standards Act as a result.

Running a successful staffing firm can be a challenge, but you don’t have to shoulder the burden alone. Consider partnering with a back office solutions provider to ensure your PEL compliance is met.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: The Staffing Industry

3 Unique Challenges Faced by Staffing Firms and How to Overcome Them

Posted by Laura D’Andrea


Feb 23, 2018 9:00:00 AM

3-Unique-Challenges-Faced-by-Staffing-Firms-and-How-to-Overcome-Them---compressor.jpgStaffing firms work in an industry that relies on a combination of personal interaction and professional connection. That said, they operate like any other business and are faced with a variety of challenges on a daily basis. From personnel issues to back-end administration, staffing agencies are often weighed down by these difficult issues. 

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

Here are three unique challenges faces by staffing firms and how to overcome them. 

1. Finding Quality Talent 

No matter what time of year, businesses will always have a need for qualified talent. Even as unemployment rates fluctuate over time, the reliance on staffing firms to make the best matches between budding qualified job seekers and client companies remains constant. In addition, this task becomes more difficult as candidate pools shrink. 

Part of this conundrum of finding and matching quality talent comes down to the job applicants themselves. Unfortunately, applicant dishonesty is a reality in the competitive job market and things aren’t always what they seem. It’s important to find the best possible candidates for your clients, but there are occasions where prospective applicants feel they have to lie in order to get ahead. As a successful staffing firm, this a big challenge to overcome. Thorough vetting processes are a must. 

2. Keeping up to Date with Technology 

Out of the many challenges faces by staffing firms, technology poses the most constant and pressing threat. 

The technology your staffing firm has at its disposal can make or break your agency. In today’s modern age, you need to be aware of all the programs that can help you keep up with your competition in the industry. 

Nowadays, things like social media and mobile recruiting are almost essential for communicating with both clients and potential candidates. Having a strong online presence is one of the easiest ways to solve one of the many challenges faced by staffing firms. LinkedIn is notably the premier social media network for professionals and is a great tool to assist any recruiting effort. If you invest in digital marketing efforts, you can stay ahead of the curve and get your name out into the world. 

Furthermore, advancements in technology also apply to how your staffing firm operates logistically on a day-to-day basis. Your company’s back-end solutions may be outdated and keeping them up to date is crucial for smooth operations. 

Moreover, perhaps consider more advanced applicant management systems that can help you keep your candidate pool organized, so you can easily match the perfect candidate for every job quickly and efficiently. 

3. Inefficient Placement Services 

They say “time and tide wait for no man,” and this expression most assuredly holds true in the competitive world of staffing. 

Today’s modern business world moves faster than it did before, so it’s important for staffing agencies to keep up with the times and operate at peak efficiency. Doing so will allow them to achieve fast, consistent results that will prove their excellence in the industry. 

There are many challenges faced by staffing firms, but inefficiency is perhaps the most impactful as it not only reflects on your agency but affects both your talent and client businesses. In that regard, searches for ideal candidates and matching them to ideal positions must be done in a fast and efficient manner. If not, your talent could potentially move on, leaving you either with a second-best choice or no option at all. Hiring delays like this not only cost the staffing agency, but all parties involved. 

With that said, how staffing agencies deal with this challenge can actually set them apart from their competitors. If you’re known for quick and impactful placements, the prestige can only further propel your business forward.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

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.

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

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?

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


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.

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

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.

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

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

Keep me informed with the latest staffing industry news

Jeff Kells  Freedom Staffing Group  Competing with the BIG multinational agencies ? IF SO, This case study is a must-read
David Machils  Intercast Staffing  Thinking of Starting  a Staffing aGENCY ? IF SO, This case study is a must-read