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Ray Gonder

Recent Posts by Ray Gonder

5 Signs It’s Time to Break up with Your Back Office Service Provider

Posted by Ray Gonder

|

Apr 3, 2019 9:00:00 AM

5 Signs Its Time to Break up with Your Back Office Service ProviderYou’ve been working with your back office service provider for some time, but you’re not sure they’re still the right fit for your business. Maybe they were at first, but you’ve outgrown them. Maybe they made you a promise that seemed too good to be true, and it’s turned out that way.

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If you notice any of these five signs, it’s time to break up with the service provider you’ve been working with. There’s a better partnership waiting for you.

1. Your Back Office Service Provider Makes Promises But Doesn’t Deliver

If you’ve been having issues with service delivery, it may be time to part ways. Time and time again, you complain to the provider about an error or a task that isn’t completed on time. They promise you they’ll get it done or correct the problem.

Maybe everything operates smoothly for a week or two. Then the problem returns. A payroll error you thought was resolved happens again. Your remittances are sent out late. Training for new software is delayed.

While it’s understandable these kinds of issues will happen eventually, it’s disruptive when they occur on a regular basis. If your provider keeps making promises but seems unable to deliver, it’s time to break up with them.

2. You’ve Outgrown Their Services

This is a problem that is neither your fault nor your provider’s. When you first signed up with this back office provider, they were able to meet all your needs. Now, as your business has grown, they’ve become less able to provide services.

This could be an issue of scaling services. Your provider isn’t large enough to keep up with you, meaning you experience “growing pains” and service interruptions. It may also be an issue of the provider not offering the services you need.

In either case, it’s time to move on. There are other providers out there who can meet your needs readily. Rest assured someone else offers the services you require.

3. You’re Paying Too Much for Services You Don’t Use

This is a common problem for staffing firms that outsource any service, not just back office administration. Your contract may include services you don’t need, want, or use. As a result, you end up paying far too much for the services you do use.

At the time you signed your contract, you may have envisioned using these services, or perhaps the price was low enough to justify them even if you didn’t use them. Now, however, price increases or a lack of use have made it clear how much of a cost these services represent to your business.

As you head into your next contract, carefully review the terms to make sure you’re paying a fair price for the services you need and use. Try to find providers who will let you unbundle services so you get what you want.

4. You’ve Landed in Trouble with Compliance

One of the reasons you may be working with a back office service provider is to maintain compliance. If you’ve been penalized for non-compliance in payroll or another area, it could be time to break up.

If the provider flagged issues but didn’t suggest how you could follow up, they may not have the expertise you need. If the issues were missed altogether, it’s definitely time to seek out a new team, so you can have access to the experience and advice your business requires.

5. They’re Not Up to Date

Another reason you may want to consider seeking a new partnership is technology. Many staffing firm owners seek to work with back office service providers to leverage newer technology, such as the latest ATS or payroll software.

If your provider is using outdated technology, you’re not receiving this advantage.

If you notice any of these signs, it’s time for a new partnership. Do your research and talk to other service providers. The right one is out there.

how-tse_s-back-office-support-helped-a-staffing-agency-expand-nationally

 

Topics: Back Office Service Provider

5 US Employee Benefits Predictions for 2019

Posted by Ray Gonder

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Feb 27, 2019 9:00:00 AM

5_US_Employee_Benefits_Predictions_for_2019In the United States, benefits are often a hot topic. Staffing firm owners have been concerned about rising costs, particularly those associated with healthcare insurance. At the same time, they’re also keenly aware that a great employee benefits package can help them attract and retain top talent in their field.

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Employees are also concerned about the benefits they’re provided. Most of the Millennial workforce indicates that benefits are a key factor in their decision-making. If the choice is between your firm and another, benefits could make or break the deal.

Running a staffing agency means keeping up with changing legislation and trends. If your agency is servicing clients in the US, you should know what’s on the horizon. What will happen with US employee benefits packages in 2019? Here are a few predictions for the emerging trends in the new year.


1. Employers Improve Benefits Packages

In recent years, the trend has been for employers to reduce or even eliminate benefits. Restructuring has also been common, as employers have tried to curb the costs associated with offering benefits.

Heading into 2019, however, the picture is different. The big change has been the strong economy. With low unemployment becoming the new norm, employers have been faced with a candidates’ market. Talent is becoming scarce, and job seekers are in the driver’s seat.

In this environment, it becomes imperative for employers to have better offerings than their competitors. If you want to attract the best talent, you’re going to need to offer them more than just a competitive salary.

For this reason, you can expect to see US employers offering better and more robust benefits plans.


2. Direct Contracts Become the New Norm

The importance of improving benefits plans doesn’t mean employers aren’t still worried about costs. This is particularly true for healthcare costs, which have risen exponentially over the last decade. Their upward trajectory is predicted to continue.

Employers know they need to offer better benefits, but they also need to be sure they’re keeping costs in check. One of the ways they’re doing this is by turning to direct contracts.

With a direct contract, employers can find better deals. A large care network often increases costs. It may even affect the quality of care provided.


3. Security Is on Your Mind

The tech backlash is continuing in 2019, and benefits administration is no exception to the rule. Employers and benefits administrators alike are more concerned about data security than ever before. Chances are your employees are also concerned about security.

Technology has allowed for many advances in benefits administration, such as increased personalization. For successful customization, however, benefits administrators need to collect more information about individual employees.

Keeping this data safe has become a top priority. The trend began in 2018, and you can expect to see increasing concerns about security factoring into almost every benefits decision made in 2019.


4. A Focus on Communication

Hand in hand with customization is a desire for more communication. Today’s employees are more independent than ever. It’s why they love employee benefits portals and personalization. These features put them in control of their benefits.

This trend is likely to continue strong through 2019. Employees want more tailored benefits packages that fit their needs, and they want more direct communication to get that customization. They don’t want to go through the middleman in HR.


5. Congress Creates Lingering Confusion

Since the end of 2016, the Affordable Care Act’s fate has been undecided. There have been several attempts at reform, and recent developments make it seem as though the Act could be altered or even repealed.

One thing is certain. Both parties are seeking reform, and employers will need to stay on their toes to keep up.

If you’re operating in the US market or plan to expand, keeping an eye on these US employee benefits trends is a smart idea.

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Topics: Compliance and Legislation

A Quick Overview of Workplace Protections in Quebec

Posted by Ray Gonder

|

Jan 30, 2019 9:00:00 AM

A_Quick_Overview_of_Workplace_Protections_in_QuebecQuebec is perhaps the most unique province in Canada, particularly when it comes to its legal framework. While most of Canada’s legal system is based on British common law, Quebec has always followed the French tradition of civil law.

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Such cultural differences are also reflected in Quebec’s different developmental history. The French language and traditions continue to be important today. Until the mid-1960s, the Church wielded a lot of power. Since then, Quebecois people have turned more and more to the state to protect their rights and liberties.

For this reason, Quebec tends to be even more involved with workplace protections. For staffing agencies hoping to operate in the province, Quebec may be both familiar and new at the same time.

This quick guide will help you understand some of the workplace protections in La Belle Province.


The Legal Framework

Most workplace protections are laid out in The Act respecting labour standards, which was passed in the Quebec National Assembly. In recent years, the provincial government has proposed amendments to the Act, so it’s always a good idea to ensure you’re up to date with the latest requirements.

The Act outlines rules on minimum wage, the length of the workweek, and how many breaks a worker is entitled to take.

It also offers provisions about time off, including vacation time, public holidays, sick days, and other absences.

Other parts of the Act describe how employers must deliver notice of terminations or layoffs. The Act also contains a description of the rights of workers who have been terminated.

This law creates minimum standards that all employers must meet or exceed.


Enforcing the Minimum Standards

A law without enforcement is not usually very effective. That’s why the Commission des normes, de l’equite, de la sante et de la securite du travail, or CNESST, exists. This body is in charge of applying the provisions of the Act.

As the name implies, CNESST oversees labour standards, pay equity, and workplace health and safety.

Employees can submit complaints about employers to CNESST. In some cases, CNESST will issue compensation. It may also act as a mediator between employers and employees.

If CNESST has to pay an employee, it reserves the right to sue the employer to recover the funds.


Who the Act Applies To

The Act respecting labour standards covers most workers in Quebec. There are a few notable exceptions.

It does not apply to federal employees. These workers are governed by federal labour standards instead. In all of Canada, only a small percent of the workforce is federal, with the remaining workers falling under provincial jurisdiction.

The self-employed are also exempt from the provisions of the Act.

Senior management and construction workers are also exempt from some of the Act’s rules. They do have access to protection for leaves, but their workweeks don’t need to conform to the Act.

Other exemptions include students who are working in student placement programs, co-ops, or internships, athletes required to attend school, and people providing homecare for others.

There are also differences among employees in different categories. For example, employees working in a sawmill have a longer standard workweek. This means they don’t need to be paid overtime until they’ve worked more hours than in other industries.


What about Staffing Agencies?

The Act respecting labour standards applies to employees wherever they do their work. It will also apply to you if you have any business operations in Quebec.

Staffing agency owners need to register with CNESST. This measure is designed to weed out “bad apple” staffing agencies. It gives CNESST the power to audit agencies that don’t comply and to penalize employers who work with those agencies.

If you plan to operate in Quebec, make a point of familiarizing yourself with the Act respecting labour standards. It will help you understand your responsibilities as a recruiter in Quebec.


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Topics: Compliance and Legislation

5 Tips to Get Your Clients to Pay Sooner for Staffing Services

Posted by Ray Gonder

|

Jan 16, 2019 9:00:00 AM

5_Tips_to_Get_Your_Clients_to_Pay_Sooner_for_Staffing_Services-1Cash flow is often a concern for those involved in the staffing industry. You require liquid funds to administer payroll on a regular basis. You also have other expenses to worry about, such as the rent for your office space and the bill for your staffing services website.

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One of the most common issues with cash flow is the payment of invoices. You bill your clients, then wait 30, 60, or even 90 days for them to settle their bill. In the meantime, you need to keep administering payroll and paying your bills. The picture can become even bleaker if clients are late paying their invoices.

These tips can help you change the story at your staffing agency. Use some or all of them to encourage your clients to pay their invoices sooner and keep the cash flowing through your agency.


1. Offer a Discount for Paying for Staffing Services Early

This may sound counterintuitive to you, especially if you spent a good deal of time working out your price points. Offering a discount just may not seem to be in the cards because you have to maintain optimal profit margins.

Nonetheless, this can be a great technique for encouraging your clients to pay invoices sooner. A small discount may encourage them to pay early, so they can save a little bit extra. This keeps the cash flowing through your agency. It keeps your clients happy too.


2. Adopt a Penalty to Discourage Late Payment

Offering a discount for paying staffing services invoices early is a “carrot.” You can also adopt a “stick” method and enforce a penalty for late payment. This discourages your clients from paying late since they’ll end up paying more.

Be sure to communicate the penalty clearly, and be sure to enforce it when someone is late. Many companies communicate a late-payment policy, but they don’t enforce it.


3. Collect a Down Payment from New Clients

Before you provide staffing services to new clients, ask them to put a deposit on their account. This can help you manage your cash flow more readily, and it also secures you in case the new client pays late or doesn’t pay at all.

You might also create a policy that allows clients to get their deposit back after a certain amount of time. This can encourage your clients to pay you on time whenever they have an invoice.


4. Create Payment Plans for Trusted Clients

Some clients may not be able to pay you in full every month. In that case, create a payment plan for them to ease their payments. This can help keep cash flowing and ensure that your clients are paying you on a regular basis.

The details of the payment plan can also include terms about making early payments, which can encourage clients to pay if they happen to have some extra cash.


5. Communicate about When Payments Are Due

One of the simplest things to do is send reminders to your clients. If your invoices are due 30 days after receipt, send out a payment reminder three weeks after the invoice goes out. Your clients are busy, and the invoice may have slipped their minds. The reminder might get them to pay the invoice sooner.

Also be sure to tell your clients about the different ways to pay for their staffing services. Offering them alternative payment methods, such as credit cards, can mean you see payment sooner rather than later.

There are many ways to encourage your clients to pay their invoices sooner. Try out some of these techniques and see the difference it makes in when you’re paid for staffing services.


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Topics: Staffing Agency

Ontario to Repeal Parts of the Previous Government’s Fair Workplaces, Better Jobs Act

Posted by Ray Gonder

|

Dec 10, 2018 9:00:00 AM

Ontario_Repeal_Parts_of_the_Previous_Governments_Fair_Workplaces_Better_Jobs_ActIn late 2017, the Government of Ontario introduced its Fair Workplaces, Better Jobs Act. The legislation had been proposed much earlier in the year, but it was finally passed into law after much debate. Even after the Act was passed and changes were starting to roll out, there was still controversy.

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The new Ontario government, elected in June, took a much closer look at the Act. In October, with input from concerned advocates, experts, and businesses, the government introduced Bill 47, which proposed to roll back many of the changes included in the Fair Workplaces, Better Jobs Act.

Only parts of the Act are being repealed, with some of the new provisions staying in place. This quick guide will show you what’s changing and what’s staying the same.


What Was in the Fair Workplaces Act?

To understand what’s changing with the introduction of Bill 47, it helps to know some of the new regulations included in the Fair Workplaces, Better Jobs Act, better known as Bill 148.

Bill 148 introduced sweeping changes to employment legislation in Ontario. It was based on the report of a committee. In drafting the legislation, however, the government failed to consult with a wide range of stakeholders.

The most talked-about change was the increase to the minimum wage. The Act mandated a hike from $11.60 per hour in October 2017 to $14 per hour in January 2018. It also proposed an additional increase in January 2019 to $15 per hour.

Bill 148 also included new workers’ rights regarding scheduling. Employees could refuse to be oncall if they weren’t notified 96 hours ahead of time. Personal leaves were also expanded to a total of 10 days, with two of them paid.


Stirring Controversy

From the very beginning, Bill 148 stirred controversy in Ontario’s business community. Many felt it created undue burdens for business owners. Some worried minimum wage hikes would push inflation.

The government forged ahead and signed the bill into law, which came into effect in early 2018. One of the earliest signs of trouble was the public holiday pay formula.

The Act introduced a new formula for calculating public holiday pay, but employers quickly found fault with it. In some circumstances, it allowed workers to be paid for the same holiday more than once.

The government suspended the new formula and vowed to review new options. In the meantime, they reinstated the old formula.


Bill 47 Proposes to Undo Much of the Act

When the new government was elected in June, those who had been lobbying the previous government found this new government more open to hearing them out.

Ontario’s government reviewed the Act and echoed concerns that its provisions were creating undue burdens for business owners. To foster a more business-friendly climate and economic growth, the government drafted Bill 47.

Bill 47, entitled the Making Ontario Open for Business Act, reverses much of Bill 148. It suggests puttinga freeze on the minimum wage until 2020 and rolling back personal leave from 10 days to eight, with no paid days.

The old public holiday formula is now staying in place, with no plans to review it and replace it. Other changes proposed include rolling back rights around scheduling.


What Isn’t Changing?

Bill 47 is not repealing the Fair Workplaces, Better Jobs Act in its entirety. While it does propose rolling back large chunks of the Act’s changes, there are also some things that will stay the same.

Minimum wage, for example, will stay at its current level. Provisions ensuring employees of different sexes are paid the same wage for equal work will also remain in place.

With Bill 47, the Ontario government has responded to concerns raised by business owners. With it, Ontario should become a more business-friendly environment.


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Topics: Compliance and Legislation

5 Ways to Make It Easier to Offer Temporary Staffing Services

Posted by Ray Gonder

|

Nov 7, 2018 9:00:00 AM

5_Ways_to_Make_It_Easier_to_Offer_Temporary_Staffing_ServicesTemporary staffing services have been on the rise in Canada and the US. As the gig economy has grown, employers and employees alike have realized the benefits of more flexible work arrangements, including more opportunities and growth experiences for employees, and better workforce management for employers.

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As a result, temporary staffing services have become far more popular. Staffing agencies have been springing up across the country to offer this service. Larger agencies are often at an advantage, although many smaller staffing firms and independent recruiters are striving to offer these services to their customers as well.

How can you offer temporary staffing services to your customers? It’s often challenging for independent recruiters and small agencies, which can’t leverage the same networks and resources. You can make it easier to offer these services to your customers with these five tips.


1. Partner with a Back Office Service Provider

Perhaps the best way to begin offering temporary staffing services to your customers is to team up with a service provider who can assist you with back office tasks.

Administration eats up a good deal of your time, and activities like temporary staffing payroll, HR, and compliance can be complex. It’s why so many independent and small staffing firms either avoid offering these services or struggle to compete with the larger agencies.

A back office service provider can help you provide these services, including payroll, administration, and other key tasks that can assist you. These services ease the complexities of offering temporary staffing services to your customers.


2. Get the Right Software

Another way to easily offer temporary staffing services is to ensure you’re using the right technological solutions. Software can help you administer tasks like payroll. This is especially useful if you’re not ready to fully partner with a back office service provider, or if you’d prefer to keep things in house.

The right software makes it easier to source and screen candidates, as well as take care of tasks like payroll and benefits. You can even get software to assist you with compliance.


3. Monitor Your Compliance

Offering temporary staffing services is very different than offering permanent staffing services. There are different rules and regulations, and greater risks, such as employee misclassification.

You’ll want to ensure you’re complying with established, new, and revised laws as they come into effect. Keep an eye on your compliance by using the right software. Setting up automated watches and reminder is easier than ever.


4. Expand Your Candidate Network

If you’ve only been offering permanent staffing services to your clients, the shift to temporary services requires an expanded flow of candidates. To achieve this, you’ll likely need to change how you source candidates.

In fact, your entire process may need to change to fulfill the temporary staffing needs of your clients. You’ll want to look, first and foremost, at your candidate network, with an eye to expanding it.

Sourcing candidates strategically is important if you want to be able to fulfill your clients’ needs. Think beyond passive candidates and referrals. Actively look for candidates on social media, and look at every meeting and networking event as an opportunity to meet new candidates.


5. Listen to Your Clients

Before you begin offering temporary staffing services, talk to your clients about their needs. You probably don’t need to begin offering services on par with the large agencies tomorrow. Your clients may be looking for temporary staff, but if they needed the scale and service provided by a large agency, they’d turn there.

Eventually, you may be able to offer services on a broader scale, but for now, focus on serving your clients’ needs. Ask them what they need that you’re currently not providing.

It doesn’t need to be difficult to offer temporary staffing services. With these tips, you can make it easier than ever.


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Topics: Independent Recruiters

3 Challenges Independent Recruiters Face

Posted by Ray Gonder

|

Oct 17, 2018 9:00:00 AM

5_Challenges_Independent_Recruiters_FaceThe work of an independent recruiter is full of ups and downs. One thing is for sure, and it’s that independent recruiters are almost always being challenged in one way or another. The job certainly isn’t dull, and it comes with its rewards.

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What are some of the most common challenges an independent recruiter faces?

Recruitment issues are likely at the top of the list for independent recruiters. Other challenges include the following.


1. Finding Clients Can Be Difficult

Independent recruiters often feel squeezed out of the market by large staffing agencies. These firms can offer fixed contract services easily. In turn, they may also be where clients turn when they need to fulfill permanent staffing needs.

Finding clients to work with can be challenging in the face of such all-encompassing staffing solutions from large, national firms. Nonetheless, many employers would prefer to work with an independent recruiter.

You can offer your clients more comprehensive staffing solutions, such as contract staffing, by partnering with a firm offering back-office solutions. This allows you to serve all of your clients’ needs without worrying about the logistics, which will help expand your client pool.


2. It Can Be Difficult to Find Job Seekers

Where have you been looking for job seekers lately? Canada’s economy has been on fire, and job growth has meant lower unemployment. In turn, there’s been more competition for job seekers in every industry. Some industries are even seeing talent shortages.

Independent recruiters may have more trouble reaching job seekers, but you just need to know where to look. A number of different strategies, such as social media recruiting, can help you source candidates more efficiently and effectively than ever before. Focusing on candidate relationships will also help improve your recruiting success.


3. Marketing Is Key to Success

When was the last time you looked at your recruitment firm’s marketing plan? If your answer is “never” or you don’t have a marketing plan, you’re not alone. Many independent recruiters don’t have a marketing plan in place.

This might be one of the reasons marketing is such a big challenge for an independent recruiter. Marketing takes time and resources, including money. You may not always have the in-house expertise to execute the campaigns you want to either.

The right partner can help you devise a marketing plan and execute it as well.

There are many challenges facing independent recruiters today. Fortunately, many of them have easy solutions. You can take steps today to find more clients, source job candidates, and even improve your marketing.


Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Independent Recruiters

How You Can Reduce Staffing Agency Admin Costs with Backend Support

Posted by Ray Gonder

|

Aug 22, 2018 9:00:00 AM

How_You_Can_Reduce_Staffing_Agency_Admin_Costs_with_Backend_SupportRunning a staffing agency can be both rewarding and lucrative. It’s also an extremely competitive industry, and the competition between firms has only been heating up as the Canadian economy has continued to grow and unemployment has hovered around its lowest rate in 40 years.

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In these conditions, staffing firms must be operating at maximum efficiency to achieve the results they want—or even to stay afloat. These conditions affect big agencies, startups, and independent recruiters alike. There are many things you can do to help your agency run more efficiently. Lowering costs is one area you’ll likely pinpoint in your efforts. You may even look to backend support to help reduce administration costs.

What is backend support?

Support for the backend of your agency helps you with a variety of administrative tasks, including payroll, financing, bookkeeping, compliance monitoring, and other HR responsibilities.


Administration Tasks Keep a Staffing Agency Running

Administrative tasks are inescapable in virtually every industry, and the staffing industry is no exception to the rule. Admin tasks are ultimately what keep your firm afloat. After all, if you didn’t process payroll, your candidates wouldn’t get paid. Neither would your in-house staff. You likely wouldn’t continue operating for very long.

Other tasks, such as compliance monitoring, can help you avoid legal troubles, which can be costly. Good bookkeeping keeps you in the Canada Revenue Agency’s good books, helping you avoid penalties or audits.

It should be clear why administrative tasks in your back office are so important.


Staffing Agencies Spend Too Much on Admin Costs

Since admin tasks are so vital to an organization, it often seems to make sense that you carry a large amount of overhead on these tasks.

Another reality of staffing firm admin costs is that these tasks are often time-intensive. Payroll may seem straightforward, but it can become quite complex. Compliance must be monitored on a regular basis, as the legal framework is constantly shifting and changing. You may need to review your policies at any time of the year to make sure you’re still compliant.

Spending all this time on admin tasks can really add up. You may feel you have to pay as much as you do, because these tasks need to be completed.


Look for Backend Support to Lower Costs

Most staffing agencies could actually lower their admin costs. They can accomplish this by partnering with a back office solutions provider.

How does this lower costs? First and foremost, the provider is staffed by experts who are highly trained. They carry out these tasks day in, day out, and they use the latest technology to help them do it. All of this means one thing: They can get the job done, and they can get it done faster.

In turn, backend support lowers the costs of administration in your staffing agency.


Getting Things Done Right

The other way backend support can help a staffing agency lower admin costs is by ensuring things are done correctly in the first place. For example, you risk making mistakes if you handle your bookkeeping by yourself. These mistakes could cost you when the CRA decides to audit your books.

Backend support helps you avoid situations like this, so you can be sure you’re operating in compliance with the employment law and regulations.

The right technology and expert staff can lower the number of human-made errors. More accurate, timely reports and remittances are possible when you enlist the help of backend support for your staffing agency.


Is Backend Support Right for You?

In this competitive environment, almost every staffing firm could benefit from backend support. Lowering admin costs and improving efficiency are just two of the many benefits backend support can provide for your business.


how-tse_s-back-office-support-helped-a-staffing-agency-expand-nationally

Topics: Back Office Service Provider

Staffing Firms: 4 Tips to Get Your Clients to Pay Up

Posted by Ray Gonder

|

Aug 8, 2018 9:00:00 AM

Staffing-Firms-4-Tips-to-Get-Your-Clients-to-Pay-Up-compressorThe market for staffing firms is incredibly competitive at the best of times. Right now, the situation in Canada has increased competition among staffing firms. With talent shortages and low unemployment, market competition has been heating up.

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One of the most common challenges facing staffing firms of all sizes is cash flow. Keeping the cash flowing can be quite difficult, especially if your clients keep putting off their bills. While every business has a client or two that presents a problem, staffing firms need the majority of their clients to pay up on time, each and every billing period.

If you’ve been having trouble getting your clients to pay their bills, try some of these tips. They should help you collect on your outstanding invoices.

1. Send Reminders

Do you remind your clients that their bills are due? Depending on the payment period, it may be easy for your clients to forget about invoice due dates. Many staffing firms charge clients with a 30-, 60-, or 90-day payment period. Most of your clients are busy, and the longer the period they have, the more likely it is they’ll forget when the bill is due.

The solution to this is quite simple. You need to send reminders. It’s so easy to send a reminder, yet many businesses don’t and instead rely on the client to remember. A gentle reminder is often all they need.

Today’s technology makes it easier than ever to remind your clients about their bills. You can text or email. Better yet, you can send out automated reminders. Your busy staff don’t need to remember to send out the reminders, and your clients remember to pay their bills.

2. Offer a Discount

This is another way to get your clients to pay their bills on time, every time. All you have to do is offer a small discount or rebate for clients who pay on time or even early.

Many people believe a “punishment” is the best way to get clients to pay on time, so they create late-payment policies. What if someone pays you early or on time? What if you “rewarded” the client for paying you sooner, rather than later?

Your clients will love this policy, and it will get many of them to pay sooner. If the payment period is 90 days, but you offer a discount if the bill is paid before 60 days, you’ll be pleasantly surprised to see many clients pay within 60 days.

Some staffing firm owners wonder if they can really afford to offer a discount. After all, you calculate your charges very carefully. Check the numbers over again, and you may find offering a small discount is better than chasing after late payments.

3. Enforce Your Late-Payment Policy

Most staffing firms create a late-payment policy. They’ll often charge clients interest on overdue payments. Or, at least, they’ll say they will. The terms of payment are usually listed on the invoice, and most include a clause about interest charges.

Have you ever charged interest on your late payments? If not, you could be sending the wrong message to your clients. For the policy to be truly effective, it needs to be enforced consistently.

4. Use Payroll Funding or Factoring

You can sell outstanding invoices to a back office services provider to keep your cash flowing. For a small fee, the provider will take on your outstanding invoices. They’ll give you cash in exchange, and they’ll pay the remainder of the invoice once they’ve collected from the client.

Allowing someone else to chase down late payments frees you up to focus on the tasks you truly need to focus on. With these tips, you can get your clients to pay up sooner.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

Is Your Staffing Agency Leveraging the Gig Economy?

Posted by Ray Gonder

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Jun 6, 2018 9:00:00 AM

Is-Your-Staffing-Agency-Leveraging-the-Gig-Economy-compressorYou’re probably aware of the rise of the gig economy by now. Not only is the term buzzing everywhere in the business world, the temporary and contract workers that make up the gig economy are fast becoming a global norm. Your staffing agency stands to benefit greatly from the gig economy and its talent in various industries. 

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The key question to ask, however, is whether your staffing agency is leveraging the gig economy. If your answer is “no” or even “not yet,” it’s time to make a change. Leveraging the gig economy can mean the difference between running an agency that struggles to survive and running one that’s sustainable long into the future.

Tapping into the Gig Economy Means Gaining a Talent Pipeline

Let’s say your staffing agency only offers permanent solutions for a specific niche. While this isn’t a bad business situation to be in within the staffing industry, your risk for productivity slowdowns during off-peak seasons is much higher. You also might have a much more limited base of candidates to select from for your clients. 

When you leverage the gig economy, your agency gains a talent pipeline—a vital asset for any agency aiming to become sustainable. Talent pipelining allows your agency to become more attractive to potential clients by giving you the ability to fill work orders quickly and with versatile talent; you’ll have more than enough time to evaluate your talent for cultural fit before the right client comes looking for it from your agency. 

All the above is possible because the gig economy is packed with skilled recent grads and passive candidates seeking more work-life balance or a supplementary income. 

Expand Your Staffing Solutions

With access to the gig economy comes the ability to add contract staffing to your staffing solutions and unlock a lucrative revenue stream. While your niche specialization is what clients will seek you out for, there are more clients you might not be reaching because your staffing solutions are too limited. Especially during the holiday season and the summer, potential clients are seeking skilled contract workers to fill gaps caused by staff on vacation or personal leaves. 

There are other major benefits associated with offering contract staffing as well, one of the chief ones being that you will retain more clients. When your agency becomes known for its productivity and consistently high-performance rate by offering skilled contract workers, you strengthen the bonds with your clientele. Repeat business is excellent for improving your business brand and by extension brand loyalty, which is important to attract today’s brand-conscious clients.

Generate More Revenue

Growth, of course, isn’t all there is to leveraging the gig economy. Your agency also gains the opportunity to reduce its costs when you access temporary and contract talent. Many businesses prefer to hire temporary and contract workers. Being able to offer a flexible solution for your clients’ business demands is important. We’re living in an age where constant digital transformation often leads to businesses needing to scale up or down in an agile manner.

The gig economy can give you a steady flow of candidates in your talent pipeline and enough clients to increase revenue. When you’re able to more than cover the overhead for your staffing agency, you’ll know that your business is able to stay in the industry for the long term.

So, make sure you strongly consider leveraging the gig economy and the benefits it has to offer.

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Topics: Staffing Industry

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