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Ray Gonder

Recent Posts by Ray Gonder

How Workforce Compliance Errors Can Cause Major Trouble

Posted by Ray Gonder

|

Feb 21, 2018 9:00:00 AM

How_Workforce_Compliance_Errors_Can_Cause_Major_Trouble.jpgRules are important to businesses all over the world. Without governing regulations, the Canadian marketplace would be in shambles. Rules help to keep companies running fairly and honestly, benefitting both business owners and employees.

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With rules come great responsibilities (and even greater penalties). Make sure you understand and follow all workforce compliance regulations. If not, it could mean the end of your business.


WSIB

As a staffing agency, it’s important for you to ensure your clients are abiding by workforce compliance before you begin placing candidates there. One of these areas is in accordance with the Workplace Safety and Insurance Board.

If a candidate you placed is injured on the job and you could’ve identified your client’s WSIB discrepancies ahead of time, you may be held responsible for the injury. To avoid this situation altogether, it’s essential you take the necessary precautions ahead of time to prevent workplace injuries. You can confirm this by:

  1. Clearly identifying the worker’s roles and responsibilities,
  2. Confirming the candidate has the proper training or scheduling necessary orientation and training for them, and
  3. Reviewing your client’s workplace policies and procedures.

It’s crucial that, before you place any candidate, they have thoroughly reviewed their role, the workplace manual and rules, and the workplace harassment, violence, and health and safety policies.


Misclassification

Placing a new candidate, or changing the duties of an existing worker, raises that dreaded question—are they an employee or an independent contractor? Far too few people know the difference between the two, and a workplace compliance mistake of this magnitude (no matter how unknowingly committed), could mean serious trouble for your company.

Misclassification may not seem like a big deal, but it is considered tax fraud and a punishable offence. Since employers are only required to deduct EI, CPP, and tax deductions for employees, some companies try to pass off their employees as independent contractors to avoid paying the requirements and administrative hassles of payroll.

How can you tell the difference between the two kinds of workers? Thankfully, the government has released a four-point system to determine the status of a worker and prevent worker misclassification.

  1. If the employer has control over the project, the worker is an employee.
  2. If the worker stands to make a profit or loss, the worker is an independent contractor.
  3. If the worker has no control over where and when the project is done, the worker is an employee.
  4. If the worker must provide their own tools, the worker is an independent contractor.

Still unsure how to properly classify workers to abide by workforce compliance regulations? This is one mistake you can’t risk making. If you still require further explanation, a back office solutions provider can assist you with your workforce compliance questions.


Diversity

Why is diversity essential in the workplace? Because it’s 2018.

Creating equal opportunities is a fundamental building block in Canada’s identity. In 1995, Canada implemented the Employment Equity Act. This act aims to create equal employment opportunities for four designated groups:

  1. Women,
  2. Visible minorities,
  3. Indigenous Canadians, and
  4. Individuals with disabilities.

In this act, Canadian employers and staffing agencies are responsible for eliminating obstacles that may inhibit these four groups from entering the workforce.

Acts of discrimination in the workplace are strictly prohibited under the Canadian Charter of Rights and Freedoms.

If your business is reported to be disobeying the Employment Equity Act and Canadian Charter of Rights and Freedoms, you will be assigned an employment equity compliance review officer who will perform a compliance audit of your company.

Your company may be fined up to $10,000 for a single workforce compliance violation and up to $50,000 for multiple violations.

These are just some of the examples of how workforce compliance errors can cause you major trouble.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Back Office Service Provider

4 Staffing Industry Trends That Will Change the Game in 2018

Posted by Ray Gonder

|

Jan 15, 2018 9:00:00 AM

4_Staffing_Industry_Trends_That_Will_Change_the_Game_in_2018.jpgWhether you have years of experience in the staffing industry or you’re planning a new start in 2018, this year is going to be a big one that will impact everyone in the market. As a recruiter, you have the satisfaction of knowing that the work you do every day helps other people live better lives. If you want to continue making a difference in your role, you’ll need to know how to prepare for the upcoming staffing industry trends.

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So, how can you prepare for the staffing industry trends in the new year? Get familiar with these four topics, and prepare your team accordingly.

We know you’ll achieve great things this year!


1. Smaller Candidate Pools

In good news for the Canadian economy, the unemployment rate is lower than it has been in years. In not so good news for the staffing industry, this means finding qualified candidates who aren’t already employed may be more challenging heading into the new year. Individuals in niche industries with sought-after skills and qualifications are likely to be scooped up quickly.

As such, 2018 brings a new importance to maintaining a level of excellent customer service. It is more essential than ever to maintain favourable relationships with your current candidate pool in order to provide you with viable candidate options this year.


2. Increasing Demand

One of the staffing industry trends that has been on a continuous rise since 2011 is the growth of the staffing industry. Each year, we have seen a significant growth in the demand for candidates, and correlatively, the demand for the services of staffing agencies. This is great news for staffing agencies, but it can also pose as a greater challenge, as the candidate pools are becoming smaller, with companies being more specific regarding the specific skills and qualities of their candidates.


3. Higher Wages for Employees and Temp Workers

Due to the smaller candidate pool and increasing demand for workers, job hunters will have more leverage than ever in 2018. Since they are a precious commodity, highly qualified candidates know their worth and will not settle for anything less than they deserve—or it’s onto the next position.

Companies will have to bargain with prospective employees in ways they have never done before. If they are determined to bring skilled individuals on board in 2018, businesses will need to appeal to new employees and temp workers by offering higher wages, better benefits, and exceptional work environments. If companies can’t offer prospective candidates these options, people will seek out better options elsewhere.


4. Keeping up with Social Media

The staffing industry has seen an increase in mobile-focused methods for acquiring new candidates. Digital marketing has opened a new way to communicate with clients and candidates alike. Teens, for example, spend on average up to nine hours on social media per day. As recruiters, this gives you a potential nine-hour time slot every day to reach out to potential candidates.

When you post a job posting on a large board like Indeed or Monster, you may find some qualified candidates, but you will also have to sift through underqualified applications, making your search feel like finding a diamond in the rough. With social media sites like LinkedIn and now Facebook, you can not only post jobs but search through and advertise to individuals that meet very specific criteria.

In 2018, we are excited to see what changes these social media sites will introduce that will make the lives of recruiters that much easier when searching for qualified candidates.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

7 Staffing Industry Trends to Watch for in 2018

Posted by Ray Gonder

|

Jan 8, 2018 9:00:00 AM

7_Staffing_Industry_Trends_to_Watch_for_in_2018.jpgThe staffing industry is expected to undergo many changes in 2018. Get in the know so you can stay ahead of the staffing industry trends in the new year. Keep your eyes peeled and prepare for these seven staffing industry trends.

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1. Greater Need

As more and more companies, both large and small, recognize the benefits of working with a staffing agency, the demand for staffing is expected to increase in 2018. Some of the highest in-demand jobs in 2018 are expected to be nurses, computer software engineers, biomedical engineers, environmental engineers, and market research analysts.

Staffing agencies are likely to see a greater demand in these areas and should plan accordingly to develop a candidate pool related to these fields.


2. Smaller Candidate Pool

This year, Ontario’s unemployment rate is the lowest it’s been since 2001, sitting at 5.8 percent. As such, fewer people have been looking for work and using the services of a staffing agency.

While the unemployment rate is expected to increase in 2018 as a result of the minimum wage increase, this still poses a challenge for recruiters. As the demand for workers grows, the candidate pool will not drastically increase to meet this need. As such, recruiters who do not already have a reliable candidate pool to work from may find 2018 a challenging year for finding qualified candidates, especially in niche markets.


3. Candidates Are Looking for a Little Something Extra

Finding the right fit for a candidate today isn’t just about the job itself. Millennial workers favour their workplace experience over a higher pay. If a job offers a great benefits package and an excellent office culture with a reduced pay, Millennials are more than willing to take the pay cut. This demand will continue to influence 2018 staffing industry trends, as employers attempt to make their workplaces more desirable to candidates.


4. Misclassification Crackdown

The Ontario government is cracking down on misclassification in the workplace. To avoid paying taxes, some companies classify their employees as independent contractors, escaping paying things like employment insurance, benefits, and more. This is illegal and the Ontario government is zeroing in on the staffing industry. In 2018, we will see an increase of prosecution against agencies that try to evade the CRA.


5. Uncertainty of Bill 148

Of all the 2018 staffing industry trends, Bill 148 is perhaps the most unpredictable. Passed on November 22nd, the changes imposed in this bill will influence the staffing industry in both 2018 and 2019 (and long afterward). Some of the changes we will see are increases to leave time, an increase in the minimum wage, and changes to scheduling requirements.

Staffing agencies need to make themselves familiar with the changes. A back office solutions provider can help.


6. Demand for Digital

Online marketing will continue to play a vital role in the staffing industry trends of 2018. Websites like Indeed and LinkedIn will continue to be some of the best resources for recruiters to access talented candidate pools. Similarly, digital advertisements will continue to reach candidates at the right time.

An increasing demand for digital analytics will bring a surge of data-based decision making. This will help recruiters solidify and perfect their recruitment processes in order to attract the best talent in a proven fashion.


7. Growing Importance of Wellbeing in the Workplace

Over the past few years, there has been a significant effort to end the stigmatization surrounding mental health in the workplace. In 2018, it is expected that companies will continue to develop their policies to better accommodate those suffering from mental health issues.  


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

8 Benefits of Contract Staffing Your Clients Will Love

Posted by Ray Gonder

|

Dec 29, 2017 9:00:00 AM

8_Benefits_of_Contract_Staffing_Your_Clients_Will_Love.jpgYou’ve recently starting offering contract staffing at your agency. Now you need to get clients to use these services.

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Having trouble getting your clients interested in contract workers? Check out these top benefits of contract staffing, so you’ll know how to convince your clients it’s a great solution to their various staffing needs.


1. Added Flexibility

Your clients always want to be able to match their workforces to their staffing needs, without being over- or under-staffed. One of the many benefits of contract staffing is that it allows your clients to maintain optimal staffing levels, adding more staff or reducing the workforce when needed.


2. It’s Cost-Effective

Paying a full-time employee means your clients also have to factor in benefits, time off, bonuses, and any other employee expenses. When they consider that on top of the regular paycheques they have to provide, it just makes sense to go with the no-extra-frills savings that accompany contract staffing.


3. Business Model Diversity

By using contract employees, your clients can adopt a wide variety of projects without having to worry about having enough staff with the right skills. Whether short-term or project-based, they’ll always have access to a variety of individuals who can help complete assignments, whatever they may be.


4. Candidate Quality

Accessing the benefits of contract staffing is one of the best ways to tap into a candidate pool of individuals with very specific skill sets. The majority of contract candidates change roles frequently and easily adapt to new environments. They are motivated individuals who thrive while learning on the job. If your clients are looking for highly skilled and adaptable candidates, contract staffing is the way to go.


5. Short Turnaround Time

When your clients have demanding projects that need immediate attention, they don’t have time to wait for a lengthy turnaround time. With most contract employees available on short notice, they can have highly skilled contract staff in a matter of just a few days.


6. Low Risk

Due to the fact that your clients can send back temporary employees to your agency if they’re not meeting performance expectations, they do not hold the same amount of risk as hiring a full-time employee.


7. Opportunity to Pursue Future Full-Time Commitments

If your clients find a contract employee that exceeds their expectations, they always have the option to offer them a full-time position. Contract staffing, therefore, allows your clients to conduct a trial run and ensure any full-time commitments they’re making are worth the investment ahead of time.


8. Staffing Agencies Make It Easy

Your staffing agency can make contract staffing a breeze by always having a list of qualified candidates on-hand to meet your clients’ needs. Instead of the HR department dedicating hours upon hours on finding the right candidate and having to learn the ins and outs of contractor compliance, you can provide these services instead. Your clients can breathe a sigh of relief and know their contract staffing will be dealt with quickly and diligently.


Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

Staffing Agencies Should Note These 7 Important Recruitment Strategies

Posted by Ray Gonder

|

Dec 15, 2017 9:00:00 AM

Staffing Agencies Should Note These 7 Important Recruitment Strategies--.jpgMany staffing agencies in the industry are stretching themselves thin when it comes to generating sales, often with only a few clients making up the bulk of their placements. While this might be a good starting place for newer agencies, it’s not a strategy that will hold its own during a recession. And should your agency fall into a rut of inconsistent sales, it could be difficult to recover from.

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Staffing agencies must always focus on continuously growing their client base and their sales volume by extension. If you are the owner of a permanent staffing agency, for instance, you should have 10 principal accounts. As well, you’ll want a stable 20 more accounts for back-up. Temp staffing agencies must ensure they’re billing around 75 clients monthly or at least about 40 clients (if you’re dealing in high-level contracting).

One key way you can start improving your attraction rates is by spending time targeting your agency’s niche. Once you know that, it’s just a matter of paying attention to the following seven significant recruitment strategies.

1. Target Your Agency’s 50 Best Prospects

Staffing agencies that are experts in their niches are the most successful because they know what their prospective clients’ needs are. Do research into 50 companies in your agency’s niche and their competition, as well as the current state of their industry. You should have a clear picture of what staffing solutions your agency can provide when you engage with your prospects.

2. Customize Alerts for Your Prospects

Effective client relationship management (CRM), even for prospective clients, is important. You should have alerts set up in Google or through software that includes CRM features. Such alerts will keep you on track with prospective client updates and their hiring triggers as they arise.

3. Have a Solid Follow-Up Process

To hook your prospective clients, you’re going to have to do some legwork marketing-wise. It will take several contacts with your clients for you to make an impression with them, so you should develop a strong follow-up process.

Of the 50 companies you targeted, select the top 20 and contact them at least six times within the first nine weeks of engaging with them. The frequent contact will build recognition so that when you approach them with a presentation, they’ll be more receptive to it.

4. Target 10 More Companies Each Quarter

To successfully reach out and contact each of your targeted 50 prospects, you need to be persistent. Even after a few months have passed, you must follow up with your clients and let them know you’re dedicated to being their staffing solution.

Be vigilant about researching each new client’s needs and don’t be discouraged by objections. Often, when clients object, they are providing staffing agencies with buying signals for what they truly want.

5. Get Referred Business

Have knowledge of influential people in your niche who could help you generate more leads. This strategy is simple on the surface but very effective if you are specific to your niche and make personal contact with your peers.

Clients earned through referrals strengthen your employer brand considerably as well.

6. Attract More New Clients with a Client Referral Program

A well-designed client referral program can help generate sales. If you’re meticulous about how you implement such a program, as much as half of your new clients will be generated from it.  

Some significant points to remember for successful client referral programs: have a theme, have someone in charge of it, and continually monitor and adjust results. You should also highlight those employees who have generated the most referrals to encourage healthy competition.

7. Make Personal Contact a Priority

Although online marketing and marketing automation are very important, so is keeping a human touch in your staffing business. Make every third contact with your prospective clients a conversation, and personalize your relationships. Direct contact differentiates your agency from your competitors in a critical way: It shows your passion to know and help your clients.

These seven recruitment strategies form a framework that will keep your staffing agency growing sustainably.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

How to Hire Staffing Leaders in a Competitive Market

Posted by Ray Gonder

|

Nov 24, 2017 9:00:00 AM

HowtoHireStaffingLeadersinaCompetitiveMarket.jpg

Your up-and-coming staffing firm needs to hire recruiters who capable of handling today’s competitive market. Those we can call staffing leaders are those who, in addition to being experts in recruitment, are innovators and big-picture thinkers.

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It can be a challenge to find and hire staffing leaders, especially as the owner of a small agency. Other, more established firms are on the lookout for such recruiters too. To hire the staffing leaders you need to succeed before your competitors do, use these tips.

Optimize Your Online Marketing

When it comes to hiring for leadership positions, you must be vigilant about your employer branding. How you present your firm’s knowledge and experience, as well as how your peers and clients perceive you online, goes a long way to attracting top candidates.

Make sure you have a good handle on your online marketing; it’s the best way to let top candidates know you’re a competitive firm. You should have profiles on social media platforms like LinkedIn, Twitter, Facebook, and Google+. Don’t discount what a website with proficient search engine optimization (SEO), mobile-responsive design, and a blog will do for your online marketing as well.

Candidates should be able to research your firm’s employer brand and learn about how passionate you are about your job market niche before they interview with you.

Focus on a Behavioural Interview Strategy

When you’re hiring for leadership positions in your firm, it’s important that you don’t get tunnel vision regarding candidates’ skills. Your firm needs leaders who are culturally fit for its work environment and recruitment team, which means you need to pay attention to both hard skills and soft skills.

Soft skills are trickier to gauge than hard skills because they are skills that must be proven in context. Candidates can say they’re “responsible” or “good at delegating tasks,” but you can’t always connect skills like these back to a degree. Behavioural interview tactics are a must in these instances. With these tactics, you can ask questions that help you determine a candidate’s values, adaptability, communication skills, and more.

There are popular behavioural questions you can ask to reveal a candidate’s soft skills. Be sure to ask situational questions, such as this one for example: “Tell me about a plan that went awry at work. What was your role and how did you influence the outcome?” Questions like these will prompt leadership-worthy candidates to demonstrate their prowess in communication, critical thinking, and problem solving.

Invest in Competitive Back Office Solutions

Staffing leaders want to work for the best firms. They want to spend their time building relationships with clients and candidates. They don’t want to spend all their time on data entry and menial tasks.  While it’s also a matter of maximizing your firm’s budget, investing in back office solutions also improves your ability to save time and improve efficiency in the front-end of your business. As a result, staffing leaders will be attracted to your company because you’ll offer them the opportunity to focus on client and candidate relationships rather than paperwork.

Staffing leaders want to work with firms that run a tight ship and are tackling daily operations in the same innovative way they would. Seeing that you’ve invested in back office solutions will leave a lasting impression.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

5 Trends That Could Revolutionize Staffing Agencies

Posted by Ray Gonder

|

Oct 27, 2017 9:00:00 AM

5 Trends That Could Revolutionize Staffing Agencies--.jpgAs a staffing agency owner, you probably think about how cutting-edge trends will impact your adaptability and competition. After all, to compete with the big staffing firms, new staffing agencies need to know the best ways to maximize their budgets and efficiency.

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Certain innovative trends could redefine the recruitment process in the coming year. We’ve gathered five of these trends for you to consider.

1. AI Chatbots

In this era of online marketing, candidates want to have immediate and ongoing communication with employers.

Understandably, your firm might not have as much time or resources to keep in contact with all its candidates in such a fashion. But a lack of candidate engagement will negatively impact your employment brand. It’s been noted that 58 percent of candidates view an agency negatively if there’s no feedback after an application submission.

AI chatbots can revolutionize the initial candidate experience by providing a means of immediate communication. These chatbots are smart enough to measure the level of candidates’ interest in answering objective questions about their professional and educational experiences. Since AI chatbots are unbiased interviewers, they also open the door for more candidates of various diversities, which gives staffing agencies an edge.

2. Candidate Rediscovery Algorithms

Applicant tracking and client relationship management (CRM) software programs are vital to all staffing agencies. As AI chatbots as a trend have shown us, keeping communication active is a key way to elevate your staffing agency’s brand. When your new staffing agency hones its niche, you will find that your candidate database will grow exponentially, which is why candidate rediscovery algorithms are a trend that’s here to stay and evolve.

What candidate rediscovery algorithms allow staffing agencies to do is mine for veteran candidates in their databases who might have been lost in the wave of current candidates. Using algorithms improves your profit margins and saves you time placing skilled candidates with clients who need the talent ASAP.

3. Partnerships with Back Office Experts

Keeping the quality of your recruitment process high also has to do with how streamlined your back office admin is. Especially when you’re a small agency just starting out, you’re going to find out quickly how much the paperwork can weigh down your back end, making your front end drag in its day-to-day responsibilities.

Partnering with a back office provider could revolutionize your staffing agency by lifting the burden of admin off your front end. Moving forward, the staffing industry is focusing on how fast it can source and place candidates. Back office providers can offer decades of expertise in compliance, applicant tracking, and CRM.

4. Automated Data Entry

One of the most cumbersome aspects of admin is data entry, particularly data entry for financial reporting. Many staffing agency systems don’t possess an integrated financial reporting function, which is why an agency’s recruiters often end up having little time to properly engage with clients and candidates.

Automated data entry can collect timesheets, pull relevant pay structure information from orders, and use previous input for rules and standards for correct payroll calculations. The more an agency can automate menial tasks, the better it can focus on its core business.

5. Multipurpose Software

Applicant tracking, CRM, and compliant financial reporting form the backbone of every staffing agency, which is why all-in-one software is a significant trend. With such software, you can accomplish all admin tasks with relative ease and keep actively engaged with candidates and clients.

Being able to expertly balance the front and back ends of an agency is no small feat, but it’s easier with the right software.

Keep these five revolutionary trends in mind as we move into 2018, and your agency will see major growth.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

7 Ways Staffing Agencies Build a Bad Reputation

Posted by Ray Gonder

|

Oct 16, 2017 9:00:00 AM

7 Ways Staffing Agencies Build a Bad Reputation---1.jpgWith competition being fierce in the 2017 recruiting industry, staffing agencies need to be diligent about maintaining an optimal reputation. Nowadays, anyone interested in your brand will be Googling your site and social media to see how your reputation precedes you.

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LinkedIn has named employer branding a critical recruiting trend. LinkedIn’s 2017 Global staffing trends report discovered that 82 percent of staffing leaders believe investing in branding is important. Curiously, however, only 10 percent of staffing agency budgets is devoted to proper online marketing.

Building your staffing agency’s reputation is an ongoing process. Here are seven ways staffing agencies build a bad reputation to illustrate that fact.

1. They Don’t Have an Effective Online Presence

Staffing agencies are sorely underrepresented when they don’t establish a website that’s search engine optimized. Having no website or social media starts your agency off on the wrong foot reputation-wise because it signals to those who might stumble upon your agency through your traditional marketing tactics (fliers, newspaper ads, etc.) that you’re: 

  1. Behind the times, which means you miss out on most skilled talent found online
  2. Lacking in resources, which gives clients the impression that you have next to no resources for recruiting processes or, worse, no candidates to make placements with

2. They Have an Online Presence but It Isn’t Mobile-Friendly

Having an online presence (website, blog, e-mail marketing) that’s unresponsive in design for mobile platforms makes your staffing agency appear backward. Not only does it hurt your site’s ranking on Google, it shows disregard for those potential clients and candidates who would access your site via their smartphones or tablets. 

Considering that millennials, who are avid mobile device users, are now the biggest generation in the Canadian workforce, you don’t want to lose out on such a large portion of the talent market.

3. They Don’t Keep Regular Communication

Staffing agencies often experience the pitfall of rarely checking in with their clients for feedback or neglecting to regularly contact skilled candidates who they’ve scouted online.

Irregular communication reflects poorly on your agency because it gives the impression you’re valuing quantity of placements over quality.

4. They Don’t Pay Their Temp or Contract Workers on Time

Sometimes you will work with clients who either are untrustworthy or simply don’t have a pay schedule that aligns with your agency. You must ensure your workers are paid regardless of the situation.

One of the major reasons payroll financing is crucial for temp staffing agencies is that it gives them the cash flow to pay their workers regardless of when their clients pay them. A bad rep is assured for those who leave payroll admin up to fate and leave their workers in the lurch.

5. They Aren’t Up-to-Date with Canadian Compliance

It’s risky to not keep up with Canadian compliance. For instance, as of January 2018, Ontario has proposed that if your employees are misclassified as independent contractors, you could be convicted of a crime. The government could also publicly disclose your conviction, which would be fairly damning to your reputation.

6. They Are Slow to Place Candidates

Clients who engage staffing professionals expect to be matched with skilled candidate relatively quickly. We live in a fast-paced business world, with digital transformation ensuring that some companies need talent right away. Avoid having the reputation of having a tortoise’s pacing. Slow and steady won’t win the race in the staffing industry.

7. They Don’t Have a Niche

Some agencies think there’s more success to be had when they keep their focus as broad as possible, when the opposite is true. Knowledgeable clients will avoid agencies that lack a niche because they won’t receive the expertise and experience they require in their fields.

Mind these seven pitfalls and you’ll be on your way to a solid employer brand as a staffing agency!

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

Top 3 Priorities Of Every Staffing Agency

Posted by Ray Gonder

|

Sep 25, 2017 3:00:00 PM

Top 3 Priorities Of Every Staffing Agency.jpgWhile every staffing agency might differ in their chosen niche of expertise, there are some priorities that all agencies share. With just one look at how 2017 has shaped up so far, it’s easy to conclude that competition is only going to become fiercer next year. No matter how big or small the staffing agency in question.

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As an up-and-coming staffing agency, however, you need to be vigilant about ensuring your priorities are in check. After all, if you want your agency to rise quickly to become a contender at the industry’s forefront, you’ll have to make sure you’re maximizing your strategies for success. So, with that in mind, here’s the top three priorities that every staffing agency should share.

1. Employer Branding

Employer branding comes first on this list of priorities because it’s no longer just a strategy to grow your agency’s client database, it’s a strategy to ensure your customer service is top notch. Successful staffing agencies know there’s more advantages to choosing a niche for their business and sticking to it, because it allows them to hone their employer branding messaging to an art.

The job market paradigm has switched to one that is candidate-focused, with a lack of skilled workers still an ongoing problem in Canada. Those in the recruitment industry, due to the skills shortage and the gig economy must be able to telegraph that their agency is the best one to meet candidates’ needs. LinkedIn’s Global Recruiting Trends report for 2017 made a key finding that although most agencies are focusing their budgeting towards traditional tactics (like job board ads and keeping overhead costs down), 53 percent of them would invest in branding if money weren’t an obstacle.

2. Efficiency

LinkedIn’s 2017 report on the recruiting industry also identified the three defining trends of future recruitment processes. These trends are: candidate diversity (which entails more than just gender and ethnicity), being able to effectively assess for soft skills, and access to innovative tools for interviewing. What do all these trends have in common? Your staffing agency’s level of efficiency.

You should be making efficiency a top priority because it’s the lifeblood powering your employer branding. Whether you can land candidates with high potential, or match candidates with the right set of skills for a client fast, depends on your recruitment process’s efficiency.

The most noteworthy detail of efficiency in your agency should be how it has a trickle-down effect from your back office to your front office, and vice versa. If your agency is too bogged down by its back end operations, you’ll notice straightaway how your front end operations begin to slow down. Your administrative tasks, like government taxes and remittances, employment standards compliance, and payroll financing should never take precedence over the core of your business, which is recruitment. Which is why the last priority on our list is about—

3. Technology

To achieve maximum efficiency, your agency needs to implement technology that streamlines the most time-consuming processes of your daily operations. Things like keeping up to date with changes to Canadian compliance, bookkeeping, and data entry for candidate and client management shouldn’t be distractions from sourcing and placing candidates with your client base.

That’s why staffing agencies are optimizing their efficiency by utilizing proprietary software, like Stafftrak which is an all-in-one suite that takes care of applicant tracking, client management, and financial reporting. As a back office provider that has decades of experience implementing tech solutions and offering Canadian expertise in compliance matters, The Staffing Edge knows that increased efficiency means increased competitiveness.

These top three priorities are part of what you need to know about starting a successful staffing agency. Don’t underestimate the guidance these priorities can offer your agency’s game plan, whether for the present or for the fast approaching new year!

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

How to Choose a Back Office Solutions Provider

Posted by Ray Gonder

|

Sep 11, 2017 9:00:00 AM

How to Choose a Back Office Solutions Provider.jpgEven for the bravest business people, deciding to start a staffing firm in this digital age is daunting. 2017 has proven that although the resources of staffing firms are expanding, competition continues to soar for the most skilled workers on the job market.

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To run a successful staffing firm, you need to be able to perform your core business tasks in a fast, efficient, and thorough manner. But with all the distractions administrative duties represent, focusing on just your front office can seem like a tall order. That’s why you need a back office solutions provider that can take care of the complexity of admin.

How do you know which back office solutions provider is the right choice for your business? Read on for key signs of an accomplished provider that can help your staffing firm excel!

Can You Outsource Your Admin to Your Potential Provider’s Experts?

The back office of a staffing firm takes a lot of time and running through paperwork with a fine-tooth comb to run according to Canadian business standards. If you find that your business’ front end is lagging in productivity and customer service, chances are it’s due to administrative work dragging your daily operations down. 

A proficient back office solutions provider should be able to offer the option of outsourcing your administrative work to experts. These experts should be well versed in matters of human resources, corporate accounting, legal challenges, and Canadian government legislation. 

Keeping up with Canadian compliance is important. Shifts in minimum wages, vacation and sick leave, and penalties for misclassifying workers are just a few of the compliance matters your back office solutions provider should be capable of handling.

Is Your Potential Provider Focused on the Staffing Industry?

This detail is crucial to how well a provider can implement solutions that take your industry’s unique challenges into account. When you engage with a provider that does not focus on a niche, you’ll notice one-size-fits-all solutions. 

For the same reason that staffing firms tend to do better if they specialize in a certain niche, back office experts need to specialize in the staffing industry to offer custom solutions. Ask yourself which would serve your staffing firm better: a provider that throws the same blanket solution they do to businesses with divergent challenges, or a provider that knows staffing industry intimately and can offer a set of solutions that covers your individual staffing firm’s challenges?

Can Your Provider Offer Multipurpose Proprietary Software?

Perhaps your staffing firm has access to accomplished HR and admin staff, but there simply aren’t enough hours in a day to deal with all the paperwork. Depending on how your staff is while you’re starting out with your firm, sometimes solving a problem comes down to having better tools.

The right back office provider will have software solutions that can handle a number of time-sucking tasks that need automation. There are award-winning software systems out there like StaffTrak, for instance, which can handle applicant tracking, client relationship management, and financial reporting.

Such software can optimize the way that your admin staff approach daily operations for the back office, not to mention give extra assurance that clerical errors regarding payroll and taxes won’t occur. StaffTrak can also be used on the front end of your business to automate data entry and keeping client and candidate info consistent and updated.

Keep this blog’s three strategies in mind when you choose a back office solutions provider. After all, landing the right provider can help you compete with the big staffing firms.

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Topics: Back Office Service Provider

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