The Staffing Edge Blog

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

Mai Dowdie

Mai Dowdie, an expert in customer service, is the team lead of the member relations department at The Staffing Edge. Prior to working at The Staffing Edge, Mai worked as a recruiting consultant for VPI Inc, Kelly Services, and Elite Plus Temporaries. With 15 years of experience working in the staffing industry, Mai brings a wealth of knowledge to her role. Each day, she provides the resources and tools to help our members grow and become successful partners, through training, problem solving, and technical support. Mai enjoys a good night out singing karaoke, art, and home improvement projects.

Recent Posts by Mai Dowdie

5 US Payroll Pitfalls to Avoid

Posted by Mai Dowdie


Feb 11, 2019 9:00:00 AM

5_US_Payroll_Pitfalls_to_AvoidAdministering payroll can be one of the most challenging aspects of running a business. The task needs to be completed on a regular basis. You also know it needs to be done correctly. Otherwise, you could face steep fines, penalties,and an audit.

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You’re likely aware of the rules for administering payroll in Canada, but what about US payroll? If you’re hoping to expand across the border and offer services to clients with US employees, you’ll need to know the rules there too.

As with Canadian payroll, there are many pitfalls to avoid. Watch out for these ones, and you’ll have a much easier time administering payroll in the United States.

1. One Danger of US Payroll Is Misclassifying Employees

Employee misclassification is a hot topic south of the border. Canadian staffing agencies should be particularly aware of the differences in the definitions of “employee” and “contractor.”

You might be confused by talk of 1099 employees. These workers actually aren’t employees at all, which is why there’s so much confusion. They’re contractors, and you hire them much the same way you would here in Canada.

The IRS uses a test to determine if a worker is truly a contractor or an employee. Your responsibilities are much different in either case, and misclassification can be costly.

2. The State Equation

There are other intricacies involved in US payroll. One of the complicating factors is the differences among states.

Another complication can be deciding where to pay taxes. This can be challenging if you’rehiring employees who will travel for work, or if they work remotely for your clients. You’re supposed to pay your taxes in the state where the work was performed, not necessarily where the worker lives.

You’ll want to check up on the rules around payroll in the states where your clients operate. If you’re unsure, asking for help from an expert team is a great plan.

3. You Didn’t Tally All Your Costs

The largest component of US payroll is undoubtedly the hourly wages you pay to employees. There are other costs as well, some of which you may not think of immediately.

You’ll need to check in on the costs of Social Security and Medicare. Unemployment insurance rules vary from state to state, but almost every state has some form of insurance.

You’ll need to calculate the costs of each of these for each employee. If you don’t, you could find yourself in trouble when it’s time to pay US payroll taxes.

4. You Don’t Keep Good Records

In Canada, it’s a legal requirement to keep records. In the US, the situation is a little different, but you’ll still want to make sure your record-keeping is in order.

If you’re not keeping good records, you may miss notices sent to you by the IRS. If you fail to respond to a notice, the IRS may penalize you or even audit your agency. Having a paper trail is essential, even if you take steps to avoid being audited.

Keeping good records can help you respond to IRS notices in a timely way and reduce your risk of being audited.

5. You Make Late Deposits

The IRS has a very strict schedule for remitting payroll taxes. If you’re late, you could face steep penalties. You may also trigger an audit.

Late payments are common for a few reasons. One, you may not be using the most efficient payroll processes. Two, you might not have the cash on hand to pay your remittances when they’re due.

Better cash flow management and assistance with your US payroll activities can help you. If you need a hand delivering payroll in the US, don’t be afraid to ask for help from the experts.


Topics: Payroll

5 Pricing Mistakes Independent Recruiters Should Avoid

Posted by Mai Dowdie


Jan 14, 2019 9:00:00 AM

5_Pricing_Mistakes_Independent_Recruiters_Should_AvoidIndependent recruiters have both an exciting and a challenging market ahead of them. Many changes in the past few years have forced recruiters to change their tactics and become more competitive. Other changes have opened up more opportunities than ever before.

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The staffing industry is currently in an immense growth phase in Canada, spurred by shifting employer and employee demands. Employees want more flexible workplaces, and employers want a more flexible workforce. Staffing industry professionals can help both sides achieve what they want.

One of the most challenging aspects of operating an independent recruiting business is setting prices for contract services. Going too high or too low can spell trouble, among other things. Here are a few of the most common pricing mistakes, and how you can avoid them in your business.

1. Independent Recruiters Can’t Go Too Low

As an independent recruiter, it might be tempting to set your prices at the lowest possible point to undercut your competition. If you offer the best price, it’s likely you’ll drum up the most business, right?

Unfortunately, going too low can cause problems. If your prices are too low, you may not be able to break even, let alone turn a profit. Your competition may have set their prices higher for a reason.

Another issue with low pricing is that it can turn potential clients away. They may feel you must offer poorer service or are unable to truly deliver what they need based on your prices.

2. Sky-High Prices Are a Problem Too

On the opposite end of the spectrum are independent recruiters who set their prices too high. They may bank on selling their clients superior services, but many will see the price tag and turn in the opposite direction.

High prices will limit the number of clients who will utilize your services. As you can see, setting prices for independent recruiters is truly a “just right” scenario.

3. You Didn’t Conduct Market Research

Pricing your services too high or too low often stems from another mistake. Many independent recruiters don’t research their market thoroughly enough. Good market research should reveal to you the “sweet spot” for pricing.

Market research includes surveying your clients and prospects about what they’re currently paying and how satisfied they are with their services. You can also ask what they’re willing to pay or what they believe they should pay for superior service. You can also discover what your competitors are charging.

From all this information, you can begin to determine the right pricing structure for your contract services.

4. You Don’t Offer a Sliding Scale

Another common mistake is charging all clients the same fee across the board. This means your large clients pay as much as your smaller clients, even though you may end up doing more work for those larger clients.

This often ends up driving certain clients away. Smaller clients may feel they’re paying too much if they’re being charged the same as larger clients, for example.

A sliding scale can help you meet every client’s unique needs more easily. Determining the right price is easier when you build flexibility into your pricing model.

5. You Use a Flat Rate

Do you charge the same price for every service you offer? Some independent recruiters do. This is often because they’ve just started offering contract staffing services, and they’re not quite sure how to price this service versus their permanent staffing solutions.

Again, your market research can help you find the right price for all the different services you offer.

By avoiding these common mistakes, you’ll be well on your way to creating a lucrative independent recruiting business.


Topics: Independent Recruiters

How to Improve Your Staffing Agency’s Recruiting Process in 2019

Posted by Mai Dowdie


Dec 24, 2018 9:00:00 AM

How_to_Improve_Your_Staffing_Agency_s_Recruiting_Process_in_2019The new year is right around the corner, and you’re likely turning your thoughts to how you can improve your business in the upcoming year. As you look back on 2018, identify both successes and failures. Knowing what worked and what didn’t can help you make better decisions as you look towards improving 2019.

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One of the targets for improvement in any staffing agency is likely the recruiting process. What can you do to improve your process in the year ahead?

Upgrade Your Staffing Agency Software

One of the first things you can do when it comes to improving the recruiting process is to upgrade the technology you’re using. If the applicant tracking system you’re using is out of date, it might be time to upgrade to a newer model.

Another thing you might want to consider is staffing agency software in general. This kind of program is designed specifically for staffing firms, so it meets your unique needs better than other products on the market.

The right software can help you streamline hiring.

Write Better Job Descriptions

Have you been finding the candidates you want to hire? If not, it might be time to consider the way you’re writing job descriptions. Focus on making the requirements of each job more specific, and be sure to use keywords.

You can work with your clients to craft better descriptions. They may have a better idea of what the role requires, while you have a better idea of how people will discover the posting.

Widen the Net

If you’ve been advertising your clients’ open positions in a few select places, hoping to draw in the right candidates, it might be time to spread the net a little wider.

You don’t need to post every position in every single location, but identifying more niche job boards could help you locate the right candidates.

Focus on the Candidate Experience

How quickly do you get back to your candidates once they’ve applied? Do you communicate with them throughout the process, or do they get radio silence from you?

Communication is just one step towards improving the candidate experience. There are other steps you can take as well. For example, you can work with returning candidates more closely to find more jobs they might be interested in.

Providing a better candidate experience will ensure even unsuccessful candidates tell others about you in a positive light.


As you move into 2019, consider automating more of the recruiting process. Your upgraded software can help you with this.

Automation has been a building trend over the last few years, and adopting it in 2019 can help you make the recruitment process faster and easier for your agency. Sorting through applications, contacting candidates, scheduling interviews, and even administering tests has never been easier.

Review and Measure the Process

Before you begin implementing changes, take stock of where you are right now. Review how you currently recruit. See how it stacks up against some of the goals you might have set for yourself in 2018 or goals you want to achieve in 2019.

How quickly do you place candidates? Where do you source most of your candidates? What job postings received the best response?

Knowing this information gives you benchmarks. It can also offer insight into where and how to improve. If you know which job postings performed the best, analyze them. What did you do that made them stand out?

As you implement changes, be sure to continue reviewing and measuring your success.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

7 Factors That Are Stopping You from Growing Your Staffing Agency

Posted by Mai Dowdie


Nov 12, 2018 9:00:00 AM

7_Factors_That_Are_Stopping_You_From_Growing_Your_Staffing_AgencyIt’s no secret that the staffing industry is experiencing exponential growth in Canada right now. With both employers and employees seeking more flexible working arrangements, the gig economy has been growing, and staffing firms have been benefiting.

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If you run your own staffing agency, you might be wondering why you have yet to reap the benefits of this massive amount of growth in the gig economy. It turns out, there could be a few things preventing you from efficiently growing your agency.

Take a look at your business. If you notice any of these seven factors, it’s time to make a change to start growing your staffing agency again.

1. Growing Your Staffing Agency Is Easier with a Back Office Service Provider

This is usually the most challenging factor when it comes to growing your staffing agency. You want to grow the agency and provide more services to your clients, but that means more administrative work, more payroll, and more compliance checks.

How are you supposed to get all of that done with so few hours in the day? Expanding your agency requires a little help from the professionals. Team up with a back office service provider to help ease the growing pains and simplify administrative tasks.

2. You Aren’t Sure Where to Source Candidates

Another thing that might be preventing you from growing your staffing agency is a lack of candidates. If you don’t have enough candidates to fill open positions for your clients, your clients will take their business elsewhere.

The job market right now is incredibly competitive, thanks to low unemployment rates. There are talent shortages in almost every industry. You need to know how to source candidates efficiently and effectively.

3. Your Marketing Plan Needs Work

Your staffing agency could benefit from some additional marketing, but you just don’t have the time to put into it. Perhaps you believe marketing is ineffective. Your business will sell itself.

There’s an easy fix for this issue. All you need is a marketing plan. If you already have one, but it’s not quite cutting it, take a look at some simple tweaks to help you get more out of it.

4. You Aren’t Using the Right Software

Another thing that may prevent you from growing your agency at the rate you want to is the software you use around the office. Are you using an applicant tracking system (ATS) to help with the screening and hiring process?

It could be time to invest in software designed specifically for staffing agencies. With the right software, you’ll be more prepared to meet the challenges of growing a staffing agency.

5. The Bank Won’t Give You Another Loan

Did you know bank loans aren’t always the right choice for financing your agency’s activities? It’s true. Financing can come from many different sources, and some of them are more flexible than a bank loan.

Check out your options and consider whether a bank loan is truly the right choice for your staffing agency. There may be other avenues open to you that can provide you with the resources you need to expand, such as payroll funding.

6. You Can’t Find Clients

Another challenge can be finding clients. Since the market is growing, there’s competition between many different staffing firms. Smaller agencies often struggle against larger, national firms.

The right combination of technology and people can help you find more clients and compete with larger firms.

7. You Need to Do Some Hiring

Do you have the people you need on staff? A growing staffing agency requires many helping hands. It could be time to hire a few more people to assist you.

These are all relatively common challenges to growing your staffing agency. Luckily, they’re all easily overcome.


Topics: Staffing Agency

Why Staffing Agencies Need Back Office Support

Posted by Mai Dowdie


Oct 31, 2018 9:00:00 AM

Why_Staffing_Agencies_Need_Back_Office_SupportThe staffing industry has been growing by leaps and bounds in North America. It’s been necessary as the gig economy has shifted into high gear. Employers and employees alike are both realizing the benefits of more flexible work arrangements.

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Staffing agencies are uniquely positioned to help serve the new needs of today’s flexible workforce, but even agencies need a helping hand themselves.

One of the most common ways for an agency to get a helping hand is to partner with a back office support provider.

What is back office support?

Back office support helps agencies manage all sorts of day-to-day administrative tasks, including payroll, accounting, HR, compliance, and more. Essentially, it takes the pressure off your existing staff and allows you to focus more on other activities, like recruiting and customer service.

Why consider back office support for your staffing agency? There are a few reasons you need this kind of support.

Smaller Staffing Agencies Need a Helping Hand

One of the reasons a staffing agency might need back office support is that the existing staff don’t have expertise in key areas. If you’re an independent recruiter, your own strengths likely lie in the areas of recruitment, hiring, or client services.

You’re probably not an expert in payroll or compliance. In fact, perhaps no member of your staff has the skills you need in these areas.

Back office support solves this issue for staffing agencies. Whether you need assistance in the arena of accounting and payroll or you could use a helping hand with HR or compliance activities, partnering with a back office support provider could be the solution.

You Can Offer More Services

One of the biggest challenges for smaller staffing agencies and independent recruiters has been competing with larger staffing firms. These firms have ample access to personnel and resources, and they often seem to have the market locked down for temporary staffing services.

By getting back office support for your staffing business, you can offer more services. Many smaller firms and independent recruiters only have the resources to offer permanent staffing services. Temporary staffing requires a different set of skills, resources, and expertise, which you may not have access to.

With back office support, you’ll have access to the resources you need to offer these additional services.

Your Clients Will Be Happier

Another reason to enlist the help of a back office support provider is to provide better customer service to your clients. This is probably one of the reasons you offer the services you do or you want to expand your service offerings.

Getting back office support can help staffing agencies meet their clients’ expectations and offer them more services.

Back office support doesn’t have to mean expanded service offerings. In many cases, it improves the flow of operations, ensuring everything is completed on time and accurately. Since it also frees up your time, you can work on sourcing candidates for your clients more quickly and placing job seekers sooner.

Your Candidates Will Be Happier

Your clients aren’t the only ones who benefit when you use back office support for your staffing agency. Your candidates will also enjoy some benefits. One of the major ones is payroll, since the right back office support ensures your payroll is finished on time and accurately.

You’ll also be able to work on placing candidates sooner and at more appropriate positions. Job candidates may also have a better experience with you, increasing the likelihood they’ll come back for more jobs through you.

Get a Helping Hand Today

Back office support is clearly advantageous for everyone in the staffing industry, not just staffing agencies. If you’re ready to see what a back office support provider can do for you and your business, get in touch with the experts today.


Topics: Back Office Service Provider

4 Smart Reasons to Become an Independent Recruiter

Posted by Mai Dowdie


Oct 29, 2018 9:00:00 AM

4_Smart_Reasons_to_Become_an_Independent_RecruiterThe staffing industry in Canada has been growing quickly. Employers and employees alike are realizing the benefits of flexible workforces. They’re taking full advantage of everything the gig economy has to offer.

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

Given this situation, you might wonder what the best role is in the staffing industry. Yes, you could go work for a large staffing agency. In fact, you might already be working for someone else, either at a large agency or at a smaller firm.

Have you thought about striking out on your own? There are many good reasons to become an independent recruiter. Here are a few smart reasons you’ll want to consider as you weigh your career options.

1. You Get to Be Your Own Boss When You Become an Independent Recruiter

This is the number-one reason people choose to become an independent recruiter. Instead of working for someone else, you get to be the one in charge. This means you have more leverage and decision-making power.

While being an independent recruiter has its challenges, it also means you can easily decide the business direction. If you want to specialize in a particular area or you want to take the business in another direction to better serve your clients, you can.

2. You Want to Offer the Best Possible Customer Service

Many clients have been turning to large staffing agencies because they offer the best price or access to a larger pool of job candidates. In some cases, the large agencies are better able to offer a wider array of services.

If you ask around, however, very few will claim the large agencies provide the best customer service. In fact, most clients would actually prefer to work with an independent recruiter. Independent recruiters usually work closely with their clients, and their customer service is often considered the best in the industry.

The number-one reason clients work with large agencies is due to their ability to provide more services. When they need the best candidate for the job or a permanent hire, however, most will turn to an independent.

If you love providing the best possible customer service to your clients, then the decision to become an independent recruiter could be the right move.

3. You Can Compete with Large Agencies

One of the big drawbacks to becoming an independent recruiter is the need to compete with the large staffing agencies. You may believe you can’t actually compete with them. Many independent recruiters have lost business to these agencies over the years.

That being said, clients still prefer independent recruiters, and they’d gladly work with you if you could provide the same services. The good news is that you can easily offer the same services to your client.

Working with a third party vendor for back-office and administrative support can help you offer services like fixed-term contracts to your clients.

4. Your Agency Can Grow the Way You Want

When you work for someone else, you have relatively little control over the direction of the business.

When you become an independent recruiter, you get to decide the best way to grow your business. Is it specializing? Perhaps it’s branching out and offering more services, or maybe it’s focusing more closely on providing excellent customer service to a few clients.

If you become an independent recruiter, you’ll be able to serve the staffing industry and its clients the way you see fit.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Independent Recruiters

4 Strategies to Reduce Administrative Costs at Your Staffing Agency

Posted by Mai Dowdie


Sep 19, 2018 9:00:00 AM

4_Strategies_to_Reduce_Administrative_Costs_at_Your_Staffing_AgencyRunning a staffing firm can be a lucrative opportunity. With a stable base of reliable clients, great job candidates, and a growing demand for flexible staffing solutions, you can continue growing your agency.

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One of the biggest challenges facing staffing agencies today is the cost of administration. You’re likely responsible for a number of different HR tasks, including hiring, payroll, and benefits administration.

How do you reduce administrative costs at your staffing agency?

There are several different strategies you can use, including getting back office support, streamlining your processes, reducing redundancies, automating tasks, and more. Take a look at these strategies and apply some of them to your business.

1. Back Office Support Is the Best Solution for a Staffing Agency

If you run a staffing agency, you’ll likely want to check into back office support. These third-party partners can help you administer all sorts of tasks, from payroll to benefits.

Since they’re experts, they’re able to complete these tasks quickly and easily. They can also offer you expert advice.

Since they help many different clients as well, they have all the infrastructure in place. Look for a provider who offers a total back office solution instead of piecing together services from several different providers.

2. Use Specialized Software

Specialized software will help you streamline your processes. Generic software is often advertised as being flexible, but it won’t always allow you to complete certain tasks without complicated workarounds.

Those can take time, and as the old saying goes, time is money.

3. Automate Where You Can

Many of the time-intensive tasks your staff perform are also rote tasks. They don’t require a lot of talent or keen insight, but they do take time. Data entry is a prime example of this. It’s easy enough to do, but if you have lots of data to enter, it will take time.

If you can, automate tasks like data entry. Even some tasks related to hiring, such as scanning job applications for keywords, can be automated. This can help you streamline your process by selecting candidates who meet certain criteria.

Compliance is another area you might consider automating. Monitoring can take a large amount of time. By automating the task, you can free up your time for other things, while still keeping a close eye on the legal framework.

4. Provide Training for Staff

At first glance, offering training for your staff may seem like an additional cost. The skills they learn through additional training will often balance out any training expense.

First, your staff may learn skills they can then apply to their everyday work. It can help them become more efficient and productive workers.

As an added bonus, your staff will likely remain more engaged and motivated if you provide them with opportunities to learn new skills. Engaged workers are less likely to leave, reducing turnover and hiring costs. They also improve their productivity.

If you’re hoping to reduce administrative costs in your staffing agency, try one of these strategies on for size.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

Civic vs. Statutory Holidays: What Staffing Agencies Need to Know

Posted by Mai Dowdie


Sep 5, 2018 9:00:00 AM

Civic_vs_Statutory_Holidays_What_Staffing_Agencies_Need_to_KnowStaffing agencies need to pay attention to a number of different factors related to payroll, including regulations about remittances and deductions, overtime, and more. Holidays are another important consideration for those administering payroll and helping clients staff their worksites.

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Staffing Agencies Need to Know What a Statutory Holiday Is

Statutory holidays are also known as general or public holidays. They’re legislated by the federal or provincial government. Some of Canada’s holidays are legislated at the federal level.

There are five nationwide statutory holidays throughout the year. These are New Year’s Day, Good Friday, Canada Day, Labour Day, and Christmas Day. In addition, there are several statutory holidays offered to federal employees. These include Easter Monday, Thanksgiving, and Remembrance Day.

Statutory holidays can also be legislated by provincial governments. Many provincial stat holidays mirror the federal ones, including Thanksgiving Day, Victoria Day, and the August Civic Holiday.

Other Provincial Holidays Abound

In addition to the nationwide statutory holidays and the provincial holidays mirroring the federal list, there are also a number of provincial and territorial holidays. These are not legislated in every province, and they’re not always called the same name.

For example, Ontario schedules the third Monday of February as “Family Day.” Other provinces take this day as a statutory holiday as well, but it may have other names. In Manitoba, for example, it’s known as “Louis Riel Day,” and in Prince Edward Island, it’s “Islander Day.” BC also has a family day, but it occurs on the second Monday of February.

What Is a Civic Holiday?

The other thing staffing agencies need to know is what a civic holiday is. The legal definition is any holiday for which employers are obliged to offer holiday pay. These holidays are legally recognized.

The term “civic holiday” is also used to describe the August long weekend. Not all provinces and territories offer the first Monday of August as a holiday, such as Yukon and Quebec. In BC, Northwest Territories, Saskatchewan, New Brunswick, and Nunavut, this holiday is a statutory holiday.

In Ontario, Alberta, Nova Scotia, Manitoba, and Prince Edward Island, the August Civic Holiday isn’t a statutory holiday. This means staffing agencies aren’t obligated to offer this holiday to employees, although many employers opt to. Many businesses remain open nonetheless.

Since the Civic Holiday isn’t a statutory holiday in some provinces, it also isn’t technically a civic holiday under the legal definition either.

What Are Optional Holidays?

The August Civic Holiday in Ontario and Alberta is a good example of an optional holiday. Employers are under no obligation to offer either the day off or holiday pay, although many choose to.

Throughout the provinces and territories, there are many optional holidays. Staffing agencies will need to check with their clients to see if they offer any of these holidays to their workers. Remembrance Day is an optional holiday in Ontario. In Prince Edward Island, the Civic Holiday, Thanksgiving Day, and Boxing Day are all optional.

For staffing agencies, it’s important to know which holidays are optional and which are statutory in each individual province. You’ll also need to know which optional holidays your clients give to staff, and you’ll need to understand the rules around scheduling shifts and paying employees for working on a holiday.

Take a look at the rules where you operate and stay one step ahead on holiday pay and scheduling.


Topics: Compliance and Legislation

4 Business Support Offerings for Staffing Firms

Posted by Mai Dowdie


Aug 29, 2018 9:00:00 AM

4-Business-Support-Offerings-for-Staffing-Firms-compressorRunning a business is no walk in the park. It takes time, effort, and ingenuity. Staffing firms are no exception to this rule, as you already know. You’re constantly moving from task to task, ensuring the business keeps running smoothly. You may sometimes wonder what kind of assistance exists for companies like yours.

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Back office support is some of the most valuable assistance available to a staffing firm today. What is back office support?

Support for the back office includes a variety of administrative tasks, such as human resources, payroll, compliance monitoring, and benefits administration. It can also lean to the financial side of things, helping you secure funding to keep cash flowing or assisting you with collections on accounts receivable. Moreover, back office support provides you with an expert team you can rely on for great advice.

What can back office support truly do for staffing firms? Take a look at some of these business support offerings, and consider which could help in your day-to-day operations.

1. Staffing Firms Can Get Help with Payroll

Payroll is a time-intensive task for most businesses, staffing firms included. While this task may seem straightforward at first, it can become quite complex, particularly if you offer temporary staffing services. In turn, mistakes in payroll can have some serious consequences, from penalties from the Canada Revenue Agency to audits and more. 

Getting business support could mean getting assistance with your payroll activities. A support provider can help you administer payroll quickly and correctly. This task is shifted from your own HR team, so they can focus on other crucial tasks in the business. At the same time, payroll is completed correctly by knowledgeable staff.

2. Compliance Monitoring Can Help You Stay Ahead

Speaking of time-intensive tasks, how much do you dedicate to compliance monitoring in your business? With changing legal frameworks in almost every province in the past couple of years, you may have decided to spend more time and effort on your compliance.

Your in-house staff is already so busy. Why add to the workload? Compliance monitoring is time-intensive and ongoing, so you may quickly see it go by the wayside as more important tasks take over.

Shift your monitoring activities to a support provider to free up your own staff. While they move on to other tasks, you can rest assured someone is keeping an eye on this important aspect of your business.

3. Get Access to Expert Advice for Staffing Firms

No matter how long you’ve been in business, there are no doubt times you have questions about what the right move is for your staffing firm. Should you expand into another province or open another location nearby? Is it time to restructure? What could you do to save more on administration tasks?

Back office support providers are staffed by teams of knowledgeable people with experience in the industry. They can provide their own insights and offer you advice as you consider your options. You can rest assured you’re making the right choice by getting outside insight.

4. Get a Helping Hand with the Financials

Some back office support providers can assist with the financial side of things as well. They may be able to provide access to capital, such as a service such as payroll factoring.

This alleviates many of the financial headaches staffing firms encounter. It can help you manage cash flow more effectively, while assisting you in collecting on your invoices sooner rather than later. 

Back office support is clearly an advantage for staffing firms. Think about the services offered and how they could benefit your business. If you’re still unsure, talk to a provider today and discover how they could help your business.


Topics: Back Office Service Provider

The Importance of Client Site Safety Inspections prior to Placing Temporary Employees

Posted by Mai Dowdie


Aug 6, 2018 9:00:00 AM

The-Importance-of-Client-Site-Safety-Inspections-prior-to-Placing-Temporary-Employees--compressorWorkplace safety is a topic of concern for many people. Employees, their families and friends, and even the general public are concerned about safer places to work. Governments are also concerned with the subject. They create legislation governing workplace safety for many different industries. 

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Employers should also be concerned about workplace safety. After all, accidents and injuries may damage their reputation, increase their workers’ compensation obligations, or even end with a lawsuit. 

As a staffing agency owner, you too should be concerned about safety in the workplace. It’s why client site safety inspections should be a priority.

What Is a Client Site Safety Inspection?

A client site safety inspection is a safety inspection you or your officers carry out at a client site. Your personnel or an independent, neutral third party you hire will arrive at the client’s site and inspect it with an eye to safety

This should be done prior to placing any temporary workers on the site. It’s a good idea to conduct a safety inspection for every potential new client prior to working with them. You may also want to carry out follow-up inspections on a regular basis.

Why You Need to Do It

In many cases, the staffing agency acts as the formal employer for temporary workers. Your name will be noted down, and if anything should happen to a worker while they’re working on a client’s site, you could be held responsible. 

While it’s the client’s job to ensure the site meets all safety standards and regulations, you can’t assume all clients will ensure their sites are up to date with safety regulations.

It’s imperative you take steps to protect the people working with your agency. Performing a site inspection prior to placing temporary workers is of vital importance.

What Happens If You Don’t?

If you don’t investigate a client’s site prior to placing temporary workers, you may be unknowingly placing your people in unsafe conditions. Temporary workers often feel they don’t have the right to refuse unsafe work, so they may not report unsafe conditions on a client’s site.

This increases the risk of someone being injured on site. While it’s impossible to avoid all workplace accidents, due diligence must be done to ensure all necessary steps to prevent such accidents and injuries were taken.

As the staffing agency owner, you may think only the client would be held responsible. After all, it’s their site and they were the ones who failed to ensure compliance with workplace safety regulations.

It is up to you, however, to ensure the environments you send temporary workers are safe for those workers. You are also liable if an accident or injury occurs. Completing an inspection is important for you and your workers.

What If a Client’s Site Is Unsafe?

If you conduct a client site safety inspection and find it to be unsafe, you have a few options. You can provide to the client a list of things that need to be corrected and steps to be taken. Insist these changes be made before you place a temporary worker with this client.

If this is a new client, you may decline to work with them. This may be the right option if the client indicates an unwillingness to make the necessary changes.

Keeping your temporary workers safe and healthy is important to you. A client site safety inspection is one step toward this goal.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Compliance and Legislation

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