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 Top Back Office Services for Staffing Agencies in Canada

Posted by Mai Dowdie

|

Feb 5, 2018 9:00:00 AM

5-Top-Back-Office-Services-for-Staffing-Agencies-in-Canada---compressor.jpgToo often, the workload can be overwhelming when you own a staffing agency. You want to dedicate more of your hours to recruiting, but you always seem to get caught up in administrative tasks—sound familiar? Fortunately, there are back office services for staffing agencies that can provide you with the solutions you need.

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How can your staffing agency benefit from a back office solutions provider? Keep reading to discover which tasks you can outsource.

1. HR Administration

As a recruiter, you know that HR is so much more than just hiring employees. HR-related back office services for staffing agencies can include anything from WHIMS training to employment contracts. Your main priority should be recruiting top-quality candidates for your clients, not worrying about the administrative tasks that come with each new hire.

Instead, get the best of both worlds by outsourcing your HR administration to a back office solutions provider.

2. Invoicing & Collections

When communicating with your clients, you want all correspondence to be carried out with the utmost professionalism, concurrent with your staffing agency’s corporate branding.

When work becomes busy, many companies have a habit of neglecting their invoicing and completing it in a hurry, which can lead to mistakes and an overall sloppy presentation.

Outsourcing your invoicing to a back office solutions provider ensures a presentable, error-free invoice every time, helping to situate your company positively in the minds of your clients.

Once the invoice goes out, you then have to ensure the client pays the bill. If you’re already busy, you definitely don’t have the time to chase down your clients. A back office solutions provider will act as a collections agent on your behalf, getting you the money you’ve earned.

3. Payroll

One of the most commonly used back office services for staffing agencies is outsourced payroll. If you’re unfamiliar with payroll practices, it can seem like a whole other world. Does it make your head spin just thinking about tax deductions and vacation time? You’re not alone; many people find the payroll process overwhelming and confusing.

While payroll may be difficult to manage, there is also little to no room for error, which makes the process that much more challenging. Your temp workers need to be paid on time in the right amount every time, or you could end up in serious trouble—effective payroll management is key in this area. If you’re not willing to take the risk, this is one of the back office services for staffing agencies you don’t want to miss out on.

4. Compliance

Mastering the Canadian legislative requirements necessary for staffing firms isn’t something you can learn in one day. It comes from years of industry experience, coupled with an insatiable thirst for knowledge. While you likely don’t have the time or the energy to know all the ins and outs of all the relevant Canadian laws applicable to the staffing industry, you can always turn to a back office solutions provider for assistance.

Working with compliance experts, you never have to worry about crossing into grey legal territory and risking the wellbeing and reputation of your business.

5. Industry-Leading Technology

In today’s tech-obsessed professional landscape, it’s important to stay on top of software that can improve your daily processes. The best back office solutions providers will offer access to software solutions that can save you time and money.

Some of the programs you can benefit from are applicant tracking systems and client relationship management systems, which will help you organize your recruiting processes and allow for faster turnaround time.

With all that you have to benefit from back office services for staffing agencies, why wouldn’t you consider outsourcing?

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Back Office Service Provider

3 Questions Every Staffing Firm Has about Workforce Compliance

Posted by Mai Dowdie

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Jan 22, 2018 9:00:00 AM

3_Questions_Every_Staffing_Firm_Has_about_Workforce_Compliance.jpgThere are so many different facets of workforce compliance that it may be difficult for you to fully understand it. Don’t worry, you’re not alone. While you can read up on how your staffing agency can approach these tricky legal matters, you’re likely to still be left with questions.

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To help you, we’ve answered three of the most common questions associated with workforce compliance.


1. What’s the Difference between a Contractor and an Employee?

Misclassification is a major workforce compliance issue in the staffing industry with serious consequences. Some Canadian companies will try to avoid paying payroll taxes, CPP premiums and EI contributions by misclassifying employees as independent contractors.

Employees are not only covered by federal and provincial labour laws but are hired through a different process than an independent contractor—usually an application and job offer versus a proposal, respectively. Independent contractors have complete control over when and where their work is done, as long as it is completed by a previously decided-upon date.

Money is another area where employees and independent contractor differ, as employees are paid hourly or salaried and independent contractors are paid on a set contract amount after workload completion. This payment is received by an independent contractor after an invoice is issued, unlike an employee who is paid for regular pay periods.


2. What Do I Need to Know about the WSIB?

In 2015, the WSIB issued over $2.5 billion to just under 230,000 workers. For temporary employees, their benefits rely on the services of a staffing agency. Staffing agencies need to ensure that the proper paperwork is filed for placed employees and the proper training is provided to avoid any and all preventable workplace accidents.

What you as a staffing agency need to do to abide by WSIB workforce compliance:

  1. Client compliance is essential before you begin placing candidates. If you don’t ensure this compliance, you could be responsible if candidates are injured on the job and you didn’t take the necessary precautions to prevent it. Ask questions and check to make sure your clients are following proper workplace procedures and providing employees with orientation and safety training.
  2. Ensure both your clients and your placed candidates have thoroughly agreed upon the worker’s workplace responsibilities. This can be achieved by having your candidates read through and sign the company rules as well as the workplace harassment and health and safety policies.

3. Are There Back Office Solutions Available for My Staffing Firm to Comply with Workforce Standards?

If you’re unfamiliar with workforce compliance, you don’t need to stress. There are options available to your company that can assist you in complying with all Canadian regulations. A reputable back office solutions provider will have previously established relationships with Canadian Workplace Safety Boards and years of experience complying with government standards.

You can also benefit from a worker classification system from a back office solutions provider. This will guarantee that you properly classify your temporary candidates every time, avoiding any legal non-compliance.

Lastly, you can purchase low-cost insurance through a back office solutions provider. Not only does this benefit your company but also your workers, making your agency a desirable option for high-quality candidates.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

5 Staffing Industry Mistakes You Can’t Afford to Make

Posted by Mai Dowdie

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Jan 5, 2018 9:00:00 AM

5_Staffing_Industry_Mistakes_You_Can_t_Afford_to_Make.jpgWhether it’s your first day in the staffing industry or you’ve been recruiting for years, bad habits can be detrimental to your business. There are a variety of industry mistakes that could lose you clients, candidates, and credibility.

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In order to avoid getting caught in a serious ordeal, ensure you’re not making some of the most common and serious mistakes in the staffing industry. From candidate management to new technology, learn how you can recruit in the most efficient and effective ways possible; you really can’t afford to be making any kind of mistakes in a high-demanding job like this.


1. Misclassification

Misclassification of workers is a major problem in the staffing industry. Some companies will try to cheat the tax system by classifying their employees as independent contractors. This is a major problem, and the Ontario government is starting to crack down on businesses misclassifying their workers.

Being found guilty of misclassification could land agencies in hot water. Make sure you learn the difference between an employee and independent contractor to avoid being caught up in a serious legal battle.


2. Placing Unqualified Candidates

Placing an unqualified candidate doesn’t work out well for anyone. Bad recruiting is disheartening for the candidate, it reflects poorly upon your skills in the staffing industry, and your client will not be impressed that you wasted their time.

Instead, it’s important to do all the necessary research before placing a candidate. Ensure you know all the job functions and your candidate’s levels of skill so you can make informed placement decisions everyone’s happy with.


3. Poor Customer Service

There are many different staffing agencies all vying for the same candidates. How do you convince candidates to work with your agency over another? While your niche market may be one influential factor, the main way to solidify a working relationship with desirable candidates is to provide them with excellent customer service.

Providing excellent customer service will also help you gain and maintain clients. Word of mouth is the most effective means of advertising. If you have a satisfied client, they are likely to recommend you to other companies, which will help you develop a wider client base.


4. Falling behind on Legal Requirements

Canadian legislation changes so frequently that it can be hard to keep up sometimes. But this is no excuse for not complying with the law. If you require assistance staying up to date on newest legislation surrounding the staffing industry, it is best to reach out to a back-office solutions provider that can keep you informed on all aspects of the law pertaining to your business.


5. Using the Wrong Software

Eighty percent of your communication with candidates should be listening. By listening, you’ll be able to identify exactly what they need and what positions best suit their unique set of skills and talents. Yet, nothing is more annoying than asking your candidate the same question over and over again—they’ll start to tire of you and potentially contact another staffing agency to assist them.

To avoid this, an applicant management system is essential for agencies in the staffing industry. These systems can help you store all of your previous communications, as well as notes and information about each candidate in an organized fashion.

Additionally, an applicant tracking system will help save you a significant amount of time and money. By keeping your candidates and their resumes neatly organized, you’ll have a dependable pool to go back to every time you need to fill a job order.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

Top 7 Challenges Faced by Staffing Firms and How to Solve Them

Posted by Mai Dowdie

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Dec 20, 2017 9:00:00 AM

Top-7-Challenges-Faced-by-Staffing-Firms-and-How-to-Solve-Them---compressor.jpgOver the past ten years, the number of temp agencies in Ontario has increased by 20 percent. As such, more and more people are getting involved in the recruitment industry.

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With new opportunity also comes new challenges and obstacles. There are many challenges faced by staffing firms on a daily basis that can hinder and negatively impact business. It’s important to be aware of the various challenges faced by staffing firms and how to effectively solve them.

1. Not Pinpointing a Niche

What makes your staffing agency special? If you don’t instantly know the answer, this is a sign that your company isn’t pinpointing a specific enough niche. There are hundreds of other staffing firms out there; you need a value proposition that will have clients flocking to your doorstep.

Consider your company’s strengths and weaknesses to help you choose which niche is best for you—where does your expertise lie?

2. A Disregard for Effective Compliance

Keeping up to date on new legislation is one of the most difficult challenges faced by staffing firms. The legal landscape is constantly changing, and it can be overwhelming to try and keep up, let alone master the changes.

If you’re struggling to stay in the know, getting in contact with a compliance expert can benefit your agency.

3. Technological Ignorance

The technology your staffing firm uses can either make or break your company. With so many different options and functions available, you need to be aware of the programs that can help you keep up with your competition in the industry.

Things like social and mobile recruiting are essential when communicating with your clients and candidates, and back-end solutions are crucial for smooth operations. Don’t fall behind—keep up with the latest tech advancements in the staffing industry.

4. Clients Who Don’t Pay Up

The last thing you want is to be stuck with a client who doesn’t pay up. It’s detrimental to business. To avoid this, it’s essential to run credit checks on any and all clients, and diligently examine your client’s credit terms. If you’re still having a problem with non-paying clients, consider implementing further collections processes to ensure prompt payment.

5. Sub-Par Customer Service

Working in the staffing industry, you deal with other people day in and day out. When the success of your business is dependent on how well you manage others, it’s essential for your customer service representatives to be helpful and genuine.

Consider investing in additional customer service training if you believe your employees can benefit from improving their people skills.

6. Inefficiency

How quickly you place candidates is essential in the staffing industry. If your clients are coming to you for a temporary, contract, or full-time worker, it means they need them now. Because of this, you need to be able to find the right person in the least amount of time.

An applicant tracking system can help you keep your candidate pool organized so you are able to sort through and find the perfect candidate for every job quickly and efficiently.

7. Dry Client/Candidate Pool

Have you run out of ways to attract new candidates and clients? A digital presence is one of the easiest ways to solve one of the many challenges faced by staffing firms. Social media has become essential in online recruiting, meaning you will need to make your presence known on the world wide web. If you’re not already on LinkedIn, it may be one of the most useful assets to your company’s recruiting efforts.

Investing in digital marketing will also help get your brand in front of more people. With targeted reach, you can reach exactly who you want, when you want.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

6 Staffing Industry Trends You Can’t Afford to Ignore

Posted by Mai Dowdie

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Nov 17, 2017 9:00:00 AM

6StaffingIndustryTrendsYouCan_tAffordtoIgnore.jpg

You must keep up to date with industry trends in order to keep up with the competition and improve your business operations.

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That’s why we’ve gathered a list of our top six staffing industry trends that can shrink your profit margins if you remain unaware of them. Read on for trends that will help elevate your staffing firm to new levels in 2018!

1. The Gig Economy Is the New Normal

While we’re sure you’re at least aware of how much the gig economy has become a hot topic in recent years (it’s part of why the staffing industry is thriving after all), the term is no longer a buzzword. The gig economy is now considered the status quo for the North American job market Many workers prefer the workplace flexibility of contract work to the traditional nine-to-five position. Business owners too benefit from greater worker flexibility.

To stay competitive, include contract staffing in your range of services.

2. Online Marketing

Online marketing for staffing firms is vital now, with nearly all clients and candidates investing a fair amount of time researching agencies online before engaging them. With effective online marketing, you can attract clients and candidates to your agency.  

Without online marketing, on the other hand, your staffing firm will face a steep challenge in making the initial connection with clients and candidates. How will you get noticed? It’s worthwhile to invest in a holistic online marketing strategy.

3. Mobile Recruiting

This trend is about widening your window of opportunity to capture more talent. A Pew Research Center study identified a whopping 94 percent of job seekers have browsed or researched positions via their smartphones!

What does this mean for those in the staffing industry? Your website and job ads must be mobile friendly. Don’t miss out on such a large percentage of candidates.

4. Involved Social Recruiting

This trend is one that your firm will follow naturally if your online marketing is on point. When you set up your firm’s Twitter or LinkedIn accounts, for example, don’t just devote those platforms solely to promoting job opportunities. Use social media to communicate your employer brand and expertise.

Social recruiting can land you top talent. By staying engaged and showcasing your knowledge, you attract culturally fit candidates.

5. Making Diversity a Priority

Your staffing firm must account for several types of diversity moving forward. We already know from Mckinsey’s 2015 research that gender, racial, and ethnic diversity helps companies boost performance. But have you considered age and thought diversity?

Moving forward, your firm will need to become even more unbiased in its recruitment process to ensure you don’t overlook promising candidates due to arbitrary factors. Companies are striving to gain unique talent by increasing their diversity, and your firm can be the one to provide such talent.

6. Automating Time-Consuming Admin

Often, managing back office administration is the biggest hurdle for staffing firms. That’s why the trend of automating administrative tasks with all-in-one recruitment software has become so important.

Automating data entry, applicant tracking, client relationship management, and financial reporting frees up your firm to focus on your core business. 


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

What Staffing Firm Responsibilities Can I Outsource to a Back Office Solutions Provider?

Posted by Mai Dowdie

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Oct 23, 2017 9:00:00 AM

What Staffing Firm Responsibilities Can I Outsource to a Back Office Solutions Provider--.jpgHaving the ambition and a clear plan for what kind of staffing firm you want to run is all well and good. But do you have your bases covered regarding your administration responsibilities? Often, new staffing firms falter in their performance levels because their owners have neglected or underestimated how much paperwork and compliance is involved.

If you want your staffing firm to be capable of growing to compete with the big staffing firms, you need to ensure all your back office responsibilities are met head-on. Fortunately, you can outsource major responsibilities to an expert back office solutions provider. Curious as to which major responsibilities you can outsource? Read on then.

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Financing

When you’re starting out with your staffing firm, there’s going to be several pay structures to keep straight. You not only must concern yourself with payroll for your staff and placed candidates, you need to make sure you have a backup plan for instances when your clients’ pay schedules don’t line up with your own. 

A back office solutions provider can set you up with payroll financing to ensure you can always pay your staff and candidates. Your payroll worries will be laid to rest with payroll financing.

Compliance

Staying compliant with all of Canada’s workforce laws is a tall order for new staffing firms, especially if you are a branch of a foreign company. Canadian business laws are evolving all the time. 

Some labour laws to keep on top of include minimum wage, benefits, paid leaves, and misclassification. 

Outsourcing your compliance to a back office provider will be one of the most proactive moves you can make. Back office providers have experts who specialize in employment law. They’ll ensure you meet your compliance obligations on an ongoing basis.

HR and Client Administration

The amount of data and paperwork your staffing firm will generate for all your employees, candidates, and clients will be astounding to you. The more your database grows, the more streamlining there will need to be for everyday data entry and application intake. This is one more significant responsibility that outsourcing can help with.

A back office provider can offer you access to proprietary software for your front office and back office admin. Back office experts can implement this software to allow you to input and update applications in real time, as well as track candidates and their success in their placements. You can even track your firm’s overall productivity and performance levels in order to actively make improvements with up-to-date analytics.

Think of your back office as the backbone of your staffing firm. Without proper solutions in place to bolster your financing, compliance, and general administration, your ability to focus on the core of your business decreases. The more you have to fixate on the back end of your business, the more your front end suffers. Outsourcing key responsibilities to back office providers unburdens you and allows you to develop a sustainable niche.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Back Office Service Provider

How Can Contract Staffing Solutions Benefit Your Business?

Posted by Mai Dowdie

|

Oct 20, 2017 9:00:00 AM

How Can Contract Staffing Solutions Benefit Your Business--.jpgAs the staffing industry moves towards the end of 2017, it’s becoming increasingly apparent that staffing firms that can offer diverse staffing services to their target market have an edge on their competition.

Between the rapid shift towards temporary and contract work in Canada and the evolving needs of companies that once preferred to hire mostly for permanent positions, your staffing firm has a bright opportunity for growth if it can offer contract staffing services. 

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For many young staffing firms, dispelling the myths of contract staffing is still quite a task. Perhaps the strongest myth of contract staffing is that it will only result in more administrative woes. But if you have the right tools to handle the financing, government compliance, and HR responsibilities of contract staffing, there’s really nothing to hold back your firm. 

Read below to find out more about how contract staffing solutions can benefit your business.

Balance Your Back-End Books with Your Front-End Operations

One of the biggest concerns about offering contract staffing in addition to your permanent staffing services is that it means more precarious financing. While it’s true that payroll, government taxes and remittances, and running credit checks can be a tough act to juggle altogether, there are contract staffing solutions that address all these important tasks. 

Back office providers can improve your contract staffing firm’s financing process in several ways. Their experts have years of experience in offering payroll financing options like running advance credit checks on your clients, customizing a payroll schedule and system for your firm’s needs, and handling your taxes and remittances. You can even outsource the general administration tasks like creating and delivering invoices for your staff, candidates, and clientele.

When you don’t have to worry about whether you’re making critical clerical errors in your books, you will be able to focus on your core business. Your staff members should be worried about building genuine relationships within your target market and connecting them with the candidates they’re looking for.

Banish Fears of Worker Misclassification

In recent months, there’s been a lot of talk about the proposed changes to Ontario’s employment and labour laws. One of the changes that has been creating the most unease among staffing firms is the government’s crackdown on the misclassification of workers. 

Previously, some staffing agencies and businesses alike took advantage of a loophole where willful misclassification of employees as independent contractors allowed them to keep employees in precarious positions with poor wages and no benefits. Due to this situation, penalties for misclassification have become more stringent, including heavy fines, prosecution, and public disclosure of the crime if proven guilty. 

Although it’s understandable that new staffing firms don’t want to rock the boat regarding misclassification, there are contract staffing solutions for this matter as well! Back office providers have compliance experts specializing in CRA legislation and its confusing jargon. This translates into one more burden lifted from your firm’s front end.

All-in-One Administration Software

A final reservation you might have about going ahead and offering contract staffing is all the extra paperwork and data you must contend with. Again, this worry is more than understandable, since there is a lot of paperwork involved in taking on another type of staffing service. But there’s no issue if you can streamline your HR administration along with your financing and compliance duties!

Back office providers have proprietary software that’s been designed as an all-in-one system that manages financial reporting, client management, and applicant tracking. When you enlist the help of their back office experts, they will implement this software to optimize your staff’s daily tasks. Taking on new contract candidates and matching them with clients will be easier than ever.

Seek the aid of contract staffing solutions and see how fast your firm’s efficiency will grow. Soon your business will be able to compete with the big firms!

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

How Back Office Support Boosts Post-Summer Productivity

Posted by Mai Dowdie

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Sep 22, 2017 9:00:00 AM

How Back Office Support Boosts Post-Summer Productivity.jpgStaffing agencies are in the thick of it during their post-summer slumps. Companies aren’t as in need of temp workers during this period because a lot of their permanent employees are back from vacation, many student candidates have returned to their full-time studies, and there aren’t too many projects on the horizon (yet) that require extra hands on deck.

But there’s no need to despair about your staffing agency’s post-summer productivity. There are still ways to keep to your employer brand attractive and growing during fall season. Take your back office administration for example—is it running as smoothly as you’d like it to be? Chances are, if you’re a relatively green staffing agency, it isn’t optimal.

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That’s why you need to work on obtaining back office support. If you’re curious about how exactly back office support can help your new temp agency compete with the big staffing firms, keep reading.

Reduce Your Compliance Headaches

To start off with, you might have noticed that one of the largest responsibilities your back office carries is the constant need to stay up-to-date with Canadian compliance. Business legislation, regulations, and employment standards are shifting and changing even right now as you read this. As of the end of last May, the Ontario has proposed updates to the old Employment Standards Act and the Labour Relations Act as well.

There are strict monetary and legal penalties for failing Canadian compliance, whether it’s regarding government remittances, classification of employees, or establishing a Canadian administrative entity with employer of record services. When you engage a back office support team, you can access expert advisement on compliance matters at any time.

Such a team can not only provide guidance, but act as an extension of your current customer services staff. You can rest easy knowing that the intricate paperwork involved in staying compliant is taken care of, making more time for your front-end to focus on generating more client leads for fall.

Tighten up Your Book Keeping

The summer season demands many payroll obligations, even for a new staffing agency that’s getting into the swing of the industry’s rhythm throughout the business year. During the summer, you might have noticed that with multiple clients there came multiple different pay schedules that you had to measure against your own.

When you have seamless back office support, you can easily ensure that your payroll structure accommodates both your candidates and your agency. Back office teams can customize your branded invoices, make sure they’re delivered on time, and inquire about the status quo of accounts. They can also offer receivables insurance for when your client defaults on a payment, and ensure your remittances and taxes are squared up.

With all your financing in order and even less paperwork to deal with, your post-summer productivity will soar. Your front-end should really be fixated on the core of your business: landing talented candidates and placing them successfully with new clients.

Access to Streamlined Staffing Agency Software

The more efficiently you can run your back office, even in a slow period like the beginning of fall, the better your agency’s reputation becomes. Your salespeople should be able to go about their daily tasks without worrying about possibly doing double-duty for administration.

One last way your back office support can maximize the efficiency of your administration is by implementing staffing agency software that’s designed specifically for the industry. Back office experts have developed software like Stafftrak, which rolls an applicant tracking system, a client relationship management system, and a financial reporting system all into one suite.

Maximizing your efficiency of everyday tasks also maximizes your budget, meaning your staffing agency becomes a contender, no matter how new or established. So, invest in your post-summer productivity.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Back Office

Have You Considered These 7 Staffing Industry Trends

Posted by Mai Dowdie

|

Sep 8, 2017 9:00:00 AM

Have You Considered These 7 Staffing Industry Trends---1.jpgThe staffing industry has evolved quite a bit since the start of 2017. As technology continues to disrupt fundamental business practices, the traditional recruiting process has been transforming.

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Since LinkedIn’s Global Recruiting Trends Report has identified that 56 percent of all recruiters expect hiring volume to increase throughout 2017, being on top of current staffing industry trends is important. Knowledge of these trends is especially important if you’re the owner of a newer staffing firm, as your future growth is impacted by how effectively you utilize significant trends.

With the above in mind, check out these seven staffing industry trends you should consider when making plans to improve your firm’s performance levels.

1. Your External Employer Brand’s Perception Is Key

What candidates and clients can find out about your firm before they engage directly with you and your recruiters matters. Nowadays, online marketing takes precedence over traditional marketing tactics like cold calls, flyer ads, and lunch meetings with prospective clients.

Make sure that your website is mobile friendly, and any content for your blog or social media are optimized with keywords for search engines.

2. Data-Driven Recruiting Software Improves Your Best Practices

Staffing firm-specific software, which includes features like an applicant tracking system (ATS) with integrated Client Relationship Management (CRM), allows your firm to improve your recruitment process holistically. 

Staffing firm software streamlines your recruiters’ daily tasks like pre-screening candidate resumes, and uses performance metrics to compare past successes against current productivity levels.

3. Diverse Hiring Improves Success

Data-driven recruiting is also important for reducing human bias in recruiting, so that your pre-screening and job description writing process don’t cut out diverse and skilled candidates. Your clients, who have realized the power of hiring, are also seeking after diverse candidates.

McKinsey has discovered in fact that businesses that are diverse in gender outperform non-diverse gender companies by 15 percent and ethnically diverse companies outperform by 35 percent! In other words, your firm should aim to hire employees and candidates diversely moving forward.

4. Skills Matter More than Degrees

As mentioned in the third trend, part of hiring diversely is about emphasizing skills. This strategy is also impacting the eligibility of all candidates applying to staffing firms in 2017. Staffing firms up until now have hired candidates based on their relevant postsecondary training and certifications, but are shifting towards searching for highly skilled passive talent.

5. Financial Administration Becomes More Complex

New staffing firms have a lot of overhead and rigid budget issues. For example, legislative changes to things like minimum wage and noncompliant business practices make financial administration even trickier.

Your staffing firm will need to make payroll and compliance solutions a priority.

6. Outsourcing Your Admin to Experts

Firms are looking towards solutions like outsourcing their back office duties to experts to ensure their budget is watertight and compliance is in shipshape. Providers like The Staffing Edge have been in the back office solutions business for years, and have acclaimed all-in-one software like StaffTrak that they can implement to help with ATS, CRM, and accurate financial reporting. 

This trend is one that’s very impactful to your new staffing firm’s daily operations.  Outsourcing admin helps you keep on top of several trends already mentioned tied to increasing productivity.

7. Optimize Your Employee Experience

The last of these staffing industry trends is about tying the threads of all the other trends together. Your recruiters and candidates are the lifeblood of your business in the staffing industry and there’s been a revelation in recent years about this fact.

From keeping your employer brand strong and ensuring you’re placing the best candidates, to attracting more diverse and passive talent, making the recruitment process about what your employees and candidates want is crucial.

We hope this roundup of staffing industry trends has been informative and that you consider implementing them in your recruitment strategy.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

5 Staffing Firm Budget Tips for Growth

Posted by Mai Dowdie

|

Aug 18, 2017 9:00:00 AM

5 Staffing Firm Budget Tips for Growth--.jpgThere’s an interesting dynamic going on in the staffing firm industry as we move toward the second half of 2017. According to LinkedIn’s Global Recruiting Trends Report for 2017, staffing firms are finding that their budgets are increasing as their competition for the same talent market increases. This is hopeful yet challenging news for firms focused on keeping up with the competition.

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Fortunately for you we have five tips for how to optimize your budget so that you continue to grow your new business at a good clip. Read on to build a solid strategy for remaining competitive in the staffing industry!

1. Effective Branding Is Everything

Having the capability to communicate your staffing firm’s brand to a target audience is key to landing more skilled candidates faster. LinkedIn’s report noted that of the 2,000 search and staffing leaders they surveyed if their budget wasn’t an issue, 53% of them would invest in branding. Interestingly enough, other wish list items for staffing leaders are tie-ins for effective branding, with 39% wanting to invest in new technology and 38% wanting better sourcing tools.

Branding doesn’t have to be a pain for your budget, however. What you need to keep in mind when prioritizing your firm’s branding is how to work social media into your recruitment process.

Social media allows firms to create an ongoing dialogue between your recruiters, candidate base and potential business partners. Remember that branding is an ongoing investment and you’ll attract more of your target audience.

2. Automating the Smaller Tasks Cuts Back on Costs

A lot of the tasks in your daily operations prevent your recruiters from focusing on the core of your business: sourcing candidates. Even though firms typically expand their budgets in the New Year, recruitment teams still struggle with balancing admin tasks. Some examples include: data entry (both in bookkeeping and client relationship management systems), screening thousands of resumes, and ensuring compliance with Canadian business laws.

When you have automated solutions for your back office, your recruiters can spend more time devoting their expertise towards building client relationships and placing them according to their skills. There’s nothing more dangerous than sacrificing the satisfaction of candidates placed at companies for the sake of speed.

Automated back office solutions also save you on costs attributed to human error and bias, allowing you to auto-fill forms correctly and prescreen candidates according to specific requirements.

3. Maximize the Potential of Data-Driven Recruiting

The abovementioned statistic about staffing leaders wanting to invest big time in new technology shows that there is great growth potential in data-driven recruitment. While we don’t want to be overly reliant on selecting candidates through software alone, we can garner a lot of insight on how to streamline the recruiting process through analytics.

Some key metrics your staffing firm should keep an eye on are: candidates per hire (by recruiter and by HR manager), candidate quality by sourcing channel, and quality of pre-and post-hires.

4. Adopt a Client-Centric Placement Process

As a newer firm, it’s even more vital that you prove your mettle to your clients who need placements. Home in on what your clients want, both with your metrics and by recruiting with their specific projects and goals in mind.

Don’t forget that your business has the luxury of being able to spend most its time sourcing candidates with specific skillsets. That’s the power of staffing firms—you can specialize in niche recruiting and become go-to experts for that niche.

5. Cultivate Sustainable Contractor Talent Pool

Keep in mind that a successful firm should also consider unlocking a lucrative revenue stream with contract staffing as well. Develop rewarding experiences for skilled contractors, including generous pay and flex schedules for placements.

Your firm has a lot of tools at its disposal for growth. Utilize them wisely and you’ll see major growth in the years to come!

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Topics: Staffing Agency

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