The Staffing Edge Blog

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

What Temporary Staffing Firms Should Outsource

Posted by Chelsea Henry

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Jan 29, 2018 9:00:00 AM

What_Temporary_Staffing_Firms_Should_Outsource.jpgOne of the biggest mistakes a temporary staffing firm can make is not outsourcing tasks unrelated to their core business. As a recruiter, your primary focus should be on recruiting, not on worrying about administrative duties. With only so many hours in the day, free up some spare time by outsourcing the following tasks.

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Worker Classification

Every worker is different. Do you know if the temporary worker you’re placing is an employee or an independent contractor? If you don’t know the difference between the two, you could wind up in serious legal trouble with a hefty fine or even jail time.

The scope of work, when and where the work needs to be completed, and what tools the individual has to provide can all impact the classification of a worker.

What’s the big deal? The big deal is that companies aren’t required to pay taxes, EI, or CPP for independent contractors. As such, some companies will try to cheat the system by classifying their employees as independent contractors to avoid paying these fees. It’s illegal, and the Ontario government is cracking down on businesses that don’t abide by the law.

Don’t risk misclassifying your workers. Outsource your worker classification to ensure compliance and avoid the fines.


Compliance

The legal landscape in Canada is forever evolving. Every day, new policies are enacted that could impact your business. If you’re focused on temporary staffing, it’s unlikely you have much time to dedicate to staying on top of new Canadian legislation. If you accidentally break the law because you weren’t up to date on your legal knowledge, you’ll still face the consequences.

Instead, you can outsource your compliance to the experts. You can continue to focus on your core business, temporary staffing, while they inform you of what you need to be doing to comply with Canadian law both old and new. It’s that easy!


Payroll

When paying your temporary employees and independent contractors, do you know how much money should be deducted? From government remittances to employee deductions, payroll can be a trick field to maneuver if you don’t know what you’re doing.

When you outsource your payroll to a back office solutions provider, you guarantee that your payroll is done right and on time, every time. Additionally, you never have to worry about T4s or ROEs again, as long as you continue to use their services.

From the initial onboarding process to automatic deposits and paystubs, outsourcing your payroll to a back office solutions provider ensures your payroll is flawlessly managed from start to finish, without you having to lift a finger.


Payroll Financing

Are you having trouble with some of your clients missing payments? Does this leave your company bank account in limbo, unsure whether you’re going to have enough money to pay your employees on payday? It’s inexcusable to not pay your employees on time, which is why outsourcing your payroll financing is a great way to ensure your employees are guaranteed a paycheque on payday.

When you get payroll financing, employees and independent contractors are paid from the back office solutions provider’s bank account, not yours. This allows you enough time to get your money in order in time to pay your back office solutions provider’s invoice.

You will also be covered if your clients default on payment. With payroll financing, your temporary staffing firm will be insured by your back office solutions provider, which will follow up with collections.

A back office solutions provider will also run credit checks on your potential clients and set up your new contracts. Invoices and follow-up requests are also sent from the back office solutions provider with your consistent branding.


Competing with the BIG multi-national agencies?

Topics: Back Office Service Provider

Expanding into the Canadian Market? Here’s How to Get the Help You Need

Posted by Anna Mastrandrea

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Jan 26, 2018 9:00:00 AM

Expanding_into_the_Canadian_Market_Heres_How_to_Get_the_Help_You_Need.jpgExpanding into the Canadian market is a very enticing notion for many American staffing firms. Based on the proximity and the relatively similar culture, it seems like a no-brainer for companies to tap into this lucrative market. If you’re looking to get in on the action, it could be a fruitful business venture for you and your agency.

There’s only one problem: How should you go about expanding? It’s not as simple as just picking up and setting up shop in Canada. You need to get in contact with the right people to make your expansion a success. Who are they? These are three people you might want to talk to if you’re considering expanding into the Canadian market.

 

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Get in Touch with a Lawyer

If you’re considering expanding into the Canadian market, you need a lawyer to get your business up and running.

During the initial stages of business development, there will be many legal documents you’ll need help with. From commercial leasing to contract creation, your lawyer is there for you.

First, your lawyer will help you determine your business structure so you can file the proper forms to register as a business. Once that is set up, a lawyer will help you create all the legal contracts and agreements your business requires. Once your business is set up, you likely won’t require the services of a lawyer often. If you need any additional paperwork completed down the line or have any legal compliance questions, it is useful for agencies to have a Canadian lawyer on retainer.


Looking to Immigrate?

If you’re serious about expanding into the Canadian market and you’re ready to hit the ground running, you may want to pack your bags and settle in at your new location. Setting up shop can be difficult at the best of times. When you add the long distance of managing expansion from abroad or across the border, things get more difficult.

If you’re wanting to settle down in the True North for the time being, you’ll likely want to speak with an immigration expert. Applying for Visas can be tricky, so you want to make sure you’re applying for the right Visa and that you submit all of your necessary documents.

While immigration experts can help you personally before the move, think this through logically—are you prepared to be away from your business’ home front? What if you aren’t approved for a Visa? Thankfully, for those who realize disrupting their lives may not be the best idea for business, there are back office solution providers.


The Answer to All Your Problems: Back Office Solution Providers

With a back office solution provider, you don’t have to worry about all the administrative ins and outs of a new country. These providers can work on your behalf in Canada. This includes taking on tasks such as your payroll, benefits, record keeping, compliance, and taxes. All of your back office tasks are met and dealt with; it’s as easy as that.

What’s even better about a back office solutions provider is that they can help you navigate this new landscape better than anyone else. While lawyers can offer great legal compliance advice, their time is expensive and it can be hard to get an appointment to address all your compliance-related needs. You may also have to manage the work yourself after getting advice. You can get the same quality advice by trusting your compliance needs to a back office solutions provider. The provider is not only more cost-effective but will manage the workload and paperwork on your behalf.


Get Started Today

What are you waiting for? Contact a back office solutions provider to start expanding into the Canadian market and tap into a new lucrative revenue stream.


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Back Office Service Provider

5 Back Office Solutions That Will Save Your Company Time

Posted by Shannon Dowdall

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Jan 24, 2018 9:00:00 AM

5_Back_Office_Solutions_That_Will_Save_Your_Company_s_Time.jpgTime is a precious commodity. Yet, sometimes it feels like there just aren’t enough hours in the day. From administration to your core business, it seems almost impossible to get everything done. After trying to squeeze a week’s worth of work into 24 hours, you might be thinking to yourself “there has to be another way.” And fortunately, there is.

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A back office solutions provider can help you eliminate time-consuming tasks that are keeping you away from your core business. What do these tasks include?


1. Payroll

Have you ever had an employee approach you after having been paid the wrong amount? What about missing the day completely because you’re waiting until a client pays so you have enough spare capital to pay your employees? Not only is this embarrassing for you, but it reflects negatively on your company.

You can avoid this whole headache by outsourcing your payroll. With wages being paid from the back office solutions provider’s account, you never have to worry that your employees won’t be paid the right amount on time. You can also clear your mind of anything relating to payroll compliance, as it will also be covered by the outsourcer.


2. Human Resources Administration

Human resources is much more than just hiring and firing. While recruiting is a major component of the job, human resources professionals are responsible for creating workplace policies, updating employee information in company software, training, and monitoring employee performance, among a variety of other tasks. 

If you don’t have a dedicated human resources coordinator on your team, all these tasks fall on your lap. These tasks can be time consuming and can take you away from recruiting. The less time you spend recruiting, the less money your company can make. It’s so much easier to outsource your human resources administrative tasks to a back office solutions provider and focus on your core business.


3. Financing

Every staffing agency’s worst fear is bringing a client on board who won’t pay up. After dedicating hours to filling a difficult job position, you want to know your clients are going to hold up their end of the deal. If you client does default on payment, you could have to dedicate even more time to tracking down payments if you don’t have receivables insurance.      

If you partner with a back office solutions provider ahead of time, their insurance will cover you and save you time by acting as your collections agent. They can also provide other time-saving financial benefits like invoicing.


4. Technology

In 2018, every staffing agency needs to be working with applicant tracking and client relationship management systems. If your company doesn’t use both these programs, you’re missing out on the ease these technologies can provide to your company.

Wish all your communications with a client could be saved in one place? They can be.

Wish you could search candidates by qualifications on their resumes? You can.

Wish you could track all your job orders in a super convenient, easily searchable place? You can.

Wish you could monitor your own employees’ performances? You can.

To perform these functions and more, all you need is the right technology, like Stafftrak.


5. Compliance

Keeping up with Canadian legislation can be exhausting. Whether you’re from another country operating in Canada, or you’re a Canadian business, there’s so much to know when it comes to legal compliance. From workplace safety to filing income taxes, there are laws regarding almost every area of business operations.

Instead of spending hours researching how your business can and should legally operate in Canada, seek the services of a compliance expert to ensure your business is following all the proper rules and regulations.


Competing with the BIG multi-national agencies?

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.

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

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

Top 5 Challenges Faced by Staffing Firms in 2018

Posted by Corinne Camara

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Jan 19, 2018 9:00:00 AM

Top_5_Challenges_faced_by_Staffing_Firms_in_2018.jpgNew year, new challenges for staffing agencies to overcome. There are many challenges faced by staffing firms that make recruiters’ jobs a bit more difficult than they need to be. Each year has brought its own trials and tribulations, and 2018 is no different.

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If you’re looking to stay ahead of the game and prepare for the upcoming year, learn how to conquer these five challenges faced by staffing firms.


1. Keeping up with Legislation

Big changes are in store for employment standards in 2018. From marijuana legalization to Bill 148, the Canadian workplace will be impacted drastically. Some of the most difficult challenges faced by staffing firms this year will be staying up to date with all the legal changes and determining how these changes will impact your firm, your clients, and your candidates.

Whether there is someone in your office dedicated to keeping track of all the recent legislative changes or you use the services of a back-office solutions provider, you need to stay informed about these changes.


2. Fewer Available Candidates

The year 2017 was an excellent year for the Canadian economy. The Canadian unemployment rate in November 2017 dipped to 5.9 percent, the lowest unemployment rate since February 2008. In addition, 80,000 jobs were added this year, helping more Canadians gain reliable employment. While this is fantastic for Canadians, it’s a double-edged sword for staffing agencies.

On the one hand, because the unemployment rate is so low, companies are relying more and more on the services of staffing agencies. The staffing industry is expected to increase by three percent in 2018, meaning there is more money to be made in the staffing market.

On the other hand, companies are having difficult times filling these positions because there are fewer available candidates. With the unemployment rate so low, this means a smaller candidate pool, which makes it more difficult to find qualified candidates.


3. Competition for Talent

With a smaller candidate pool, recruiters from different firms are left to battle it out to attract qualified candidates. With qualified candidates being in such high demand, you will have to provide value to your candidates that they cannot get anywhere else. What makes your firm stand out from the competition? If you don’t have a differentiating factor, your candidates are likely going to be won over by another recruiter.

To help you keep your candidates happy, ensure your staffing agency is providing the best customer service possible. You want to establish a bond with your qualified candidates, not only to work with you in the present but in the future as well.


4. Picking up the Pace

How long does it take on average for you to fill a role? Fifty-eight percent of staffing agencies take anywhere from one to four months to fill a position. Heading into 2018, companies want candidates placed faster than ever before. In today’s on-demand society, quick turnaround time is essential, meaning that staffing agencies are going to have to perfect their processes sooner rather than later.


5. Digital Expansion

If you’ve been working in the staffing industry since before technology came around, the shift to technology-based recruiting may be extremely difficult for you. While difficult in the beginning, social media outreach and recruiting software can actually make your life easier than ever before. Not only is it easy, it’s cost-effective, too.

Many people in the staffing industry struggle to keep up with all the newest ways to acquire clients and manage their profiles online. Take the extra time to learn the newest introductions to social media recruiting, and find CRM and ATS programs that work for you.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

9 Challenges Facing Staffing Agencies in Canada

Posted by Stacey Duggan

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Jan 17, 2018 9:00:00 AM

9_Challenges_Facing_Staffing_Agencies_in_Canada.jpgThere are ups and downs in every industry—staffing is no exception. While there are many benefits of working in the staffing industry, there are also numerous challenges facing staffing agencies. If your firm can overcome the following challenges facing staffing agencies, you’ll be on the road to success.

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1. Legal Compliance

Every business is required to operate under Canadian law. This means that businesses must follow legislation accordingly—if you neglect to do so, you could wind up in serious legal troubles. The problem is, however, that Canadian laws are constantly changing. It’s challenging for staffing agencies to keep up with these changes, yet it is necessary.

There are back office solutions available to assist with legal compliance, making this challenge easily overcome.


2. Baby Boomer vs. Millennial Hiring Practices

Previous hiring practices for baby boomer employees have focused primarily on monetary elements of a position—pay, benefits, vacation, etc. Money was more important to employees than the workplace experience.

To turn the staffing world upside down, millennial employees are looking for a unique company culture, flexibility, and career advancement opportunities—and they’re willing to give up some of their pay for these factors. Staffing agencies therefore need to be able to tailor their hiring practices to attract the right kind of talent to appeal to the desired candidates.


3. Recruiting Recruiters

It takes a special kind of person to be a recruiter. Finding the person who’s right for the job may end up being more difficult than filling even the toughest positions for your clients.

Keep your eyes peeled for candidates who possess the necessary skills to succeed as superstar recruiters.


4. Applicant Organization

If your candidates aren’t organized in an efficient manner, you could be wasting valuable time searching through applications. An applicant tracking system (ATS) can help you keep your candidates organized for future positions.

Taking this one step further, an ATS that is combined with a customer relationship management (CRM) platform will help you keep all your communications with your candidates and clients in one easily accessible place. This will help you maintain valuable relationships through organization, which can often be one of the greatest challenges facing staffing agencies.


5. Quick Turnaround Time

Sourcing a difficult position means filling it may take longer than usual. However, clients want everything as soon as possible. Staffing firms need to be able to produce quality candidates quickly, which is easier said than done.

Network, network, network to find those top candidates and grow your candidate pool.


6. Competition

The staffing industry continues to grow each year. As such, the marketplace is becoming filled with more and more staffing agencies. One of the challenges facing staffing firms is the ability to stand out among the competition—what’s your differentiating factor?


7. Demanding Clients

Not only do your clients want candidates as soon as possible, but they may have other requests, which may prove challenging. Whether their expectations for candidate qualifications are too high or they’re looking for a lower rate, it may be difficult to meet client expectations.

With such a high competition rate in the staffing industry, it’s essential to keep your clients happy.


8. Dishonest Applicants

Nothing is worse than going through the interview process and finding out a candidate exaggerated their qualifications. It wastes your time and your client’s time, and it can lead to disastrous results. Staffing agencies must be more diligent in the pre-screening process if they want to avoid this challenge in the future.


9. Too Much on the Go

Payroll. Compliance. Administration. On top of recruiting, these extra components of your business can pile up. You can’t neglect them, but they take away from the time you can dedicate to recruiting. Outsourcing to a back-office solutions provider can help take a load off your plate, and get you back to your main professional focus—recruiting.


Starting a Staffing Agency

Topics: Staffing Agency

4 Staffing Industry Trends That Will Change the Game in 2018

Posted by Ray Gonder

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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

The Complete Guide to Growing Your Staffing Agency in 2018

Posted by Karen McMullen

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Jan 12, 2018 9:00:00 AM

The_Complete_Guide_to_Growing_Your_Staffing_Agency_in_2018.jpgAs we say goodbye to 2017, we look forward to 2018 with the light of hopeful optimism. What great things does this new year have in store?

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The staffing industry is expected to continue to grow in 2018, indicating good things to come for eager and opportunistic staffing agencies. If your New Year’s resolution is to continue growing your staffing agency, you’re not alone. Follow this complete guide for growing your staffing agency and reap the benefits for the new year. Here’s to 2018!


Upgrade Your Technology

If you’re still working on Windows 95, we’ve got a problem. While technology may be daunting to some, it’s here to make our lives easier, not more difficult. New processes may take a bit of time to learn, but once mastered, they can maximize your efficiency, which is essential for growing your staffing agency.

Applicant tracking and client relationship management systems are two programs no recruiter should go without. Keeping all of your client and candidate pool information in one place, you won’t have to spend hours sifting through hundreds of resumes and you won’t forget to stay in contact with clients.


Hire Superstar Recruiters

You’re only as strong as your weakest link. Being a recruiter requires an individual to have certain skills, which make them successful in their role. Being a recruiter can be demanding, so you need to know you’re getting the right person for the job.

You should be as vigilant with your own recruiting practices as you are with your clients’. This is the best way to guarantee you’re hiring people who excel in their role and will provide value to your team.


Stay Focused

You might think expanding your services would help you grow your staffing agency, but this isn’t always the case. Focusing on a specific niche allows you to develop expertise in one area instead of being mediocre in multiple fields.

When clients and candidates choose to work with your company, they do so because you’re great at what you do. Don’t compromise that by trying to branch out into too many fields. Stick to what you’re good at and master it.


Network

The obvious option for growing your staffing agency is to gain more clients. Easier said than done! Networking, whether online or at events, is the best way to get your company out there and stay top of mind.

Word-of-mouth advertising is the most effective way to market your business, so get out there and let people know why they should work with you over your competition.


Leverage Analytics

Numbers don’t lie. Growing your staffing industry requires you to identify what your company has done right in the past, so you can leverage this information going forward. Especially for your digital marketing efforts, analytics can make a world of difference. You can target your ad to people who meet specific qualifications and see how they are interacting with your job postings.

Through A/B testing, you can gather information regarding what your prospective candidates respond to, allowing you to appeal to more qualified individuals in the future. Analytics make decision making that much easier.


Outsource

Organization is one of the greatest challenges for staffing agencies—among juggling candidates, keeping up to date on legislation, completing payroll, and more, there just aren’t enough hours in the day. Successful staffing agencies know that the best way to perfect their core business is to outsource their administrative needs to back-office solutions providers. You focus on recruiting and let others worry about managing your administrative tasks for you. It’s a win-win.


Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Staffing Agency

What Is the Future of Temp Staffing?

Posted by Chelsea Henry

|

Jan 10, 2018 9:00:00 AM

What_Is_the_Future_of_Temp_Staffing.jpgOften, the future is approached with hesitation and fear, especially in the staffing industry. The unknown ways the market may shift can leave both businesses and staffing agencies vulnerable if not prepared.

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Keeping ahead of the trends can be the difference between a successful agency and a failing agency in five years’ time. Below, we predict how the contract staffing industry is expected to change in the foreseeable future. How will these changes impact your business?


Continued Growth

The temp staffing industry in Ontario has maintained continuous growth over the past few years. In 2018, it is expected to continue to grow by three percent. The majority of businesses still consider profitability to be their main priority, so the prospect of saving 30 percent when hiring temp workers over employees is extremely tempting. Because they require no employment insurance, CPP, benefits, or vacation time, independent contractors are significantly more appealing for companies looking to stretch their dollar.

An increase in the demand for temp staff will require staffing agencies to continue to develop their candidate pools to accommodate this increased need.


Perception Shift

The temp staffing industry often gets a bad rap. Whether it’s that temp staffing firms take a cut of temps’ pay cheques or all temps are unskilled, we’ve heard it all. We, however, know this simply isn’t true, and it’s time for the rest of the world to know it as well.

With the continued growth of the staffing industry, more people are becoming aware of the benefits of temporary recruiting and how it can benefit both Canadian workers and businesses.


Increasing Opportunities for Qualified Candidates

As the baby boomer generation reaches the age of retirement, there will be a significant gap in the workforce. Many empty positions will need to be filled. While technology is making more and more positions redundant, there are many jobs that can never be replaced by technology, leaving great opportunities wide open for qualified candidates.

This means staffing agencies will need to potentially alter their hiring processes to appeal more to the millennial demographic, compared to the previous hiring practices of the older generations, in order to attract top-quality candidates.


Focused Industries

In the future, it is predicted that we will see a decrease of temp staffing positions in the private sector and service industry, and an increase in the governmental, healthcare, education, and construction industries. This is where temporary staffing agencies’ niche markets may be affected and could prompt the restructuring of your agency if you’re focused on an industry that is facing decreasing demand.


Continued Importance of On-Demand Placements

In today’s technological age, we want everything instantly. With just the touch of a few buttons, you can order food, catch a taxi, or pay a bill instantly. The same need is transcending the staffing industry.

When companies want to hire employees, they want them now. This means that future temporary staffing positions will need to be filled quickly—the sooner the better. As such, staffing agencies need to find a way to maximize their efficiency and speed up their hiring processes now in order to stay up to speed with the requests of their clients.


Flexibility, Flexibility, Flexibility

It’s so important, we had to say it three times. With all the other changes coming to the temp staffing industry, your agency needs to be extremely flexible to accommodate any and all situations.

A client wants a qualified candidate by the end of the month? Flexibility.

You’re introduced to a new industry you’ve never recruited in before? Flexibility.

It’s all about flexibility. This means expanding out of your comfort zone and trying new procedures in order to meet clients’ needs.


Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

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

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