The Staffing Edge Blog

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How Temp Staffing Can Help You Retain Clients

Posted by Corinne Camara

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Oct 13, 2017 10:00:00 AM

How Temp Staffing Can Help You Retain Clients--.jpgThere are many myths about the staffing industry, but among one of the stranger ones is the notion that staffing agencies are already on their way out. Since there’s been a growth in the range of different technological innovations in recent years, like natural language processing and chatbots, there’s a general assumption that in the near future staffing agencies will experience larger and larger gaps between their peak sales seasons. This line of thought is labelled a myth for a reason.

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There’s simply too high a demand for temp staffing and skilled temp workers for computers to be able to accurately and efficiently place candidates on their own. There’s also the fact that the key to staffing success is building meaningful human relationships. According to a recent study by the American Staffing Association, 77 percent of job hunters in the past five years prefer human interaction during their searches.

All the above facts point towards a concept you should take advantage of as a new staffing agency owner: offering temp staffing to retain more clients. Unsure of how providing temp workers will help you prevent slow sales periods? Read on then.

Offers More Employee Flexibility

No matter if your staffing agency’s niche is information technology (IT), office and admin, or accounting and finance, there are many companies seeking more varied hiring solutions. Since the gig economy became the new normal, there has been more of a need for temp staffing than ever before.

Permanent positions are less flexible for your potential clients. During vacation seasons, there’s much less manpower if companies lack different types of employees.

Temp workers also offer companies greater flexibility regarding specific tasks or projects that will only last for specific blocks of time. By helping clients achieve employee flexibility throughout the year, your agency retains clients longer.

Capture Millennial and New Grad Talent Market

Flexible work doesn’t just benefit your clients though; it also benefits your candidates, particularly those who are part of a younger demographic. Millennials prefer flexible jobs because they can pick and choose how much they can supplement their income, as well as improve their work-life balance. When your staffing agency offers temp workers, you stand a higher chance of landing millennial and new grad talent. 

Clients (especially in IT) are on the lookout for technically savvy millennial and new grad candidates. Offering a steady stream of millennial and new grad talent to clients boosts retention. These specially trained candidates are part of the highly coveted passive candidate market. Clients will continue to return to your business to access this desirable market. 

Passive candidates are those candidates that, whether industry veterans or adept newcomers, are already employed and are not actively looking for positions. Many of these passive candidates are usually difficult to come by because many aren’t interested or even thinking about changing their positions. But there are passive candidates who would be interested in challenging themselves with new projects, seeking a different work culture, or perhaps wanting different benefits. It’s a difficult market for companies to reach, so your staffing firm can offer real value here.  

Solving the Ongoing Skills Shortage

Being able to offer more diverse types of candidates for your clients boosts your retention because at the end of the day Canada is still experiencing a skills shortage. The upside of the gig economy, as we discussed throughout this blog, is the ability to have flexible work solutions on both the hiring side and the candidate side. But the downside of the gig economy is that there’s no certainty for clients that they’ll have access to the talent they need year-round.

Your staffing agency can mitigate the problem of Canada’s ongoing skills shortage by providing temp workers. Since there’s no guarantee the shortage will let up anytime soon, you’ll likely have more long-term clients in your database, which will help you grow your business.  

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

Why Temp Staffing Is the Employment Solution of the Future

Posted by Anna Mastrandrea

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Sep 18, 2017 9:00:00 AM

Why Temp Staffing Is the Employment Solution of the Future--.jpgIt’s only natural that your eyebrows should rise when an industry claims to have future-proof solutions. But in the instance of employment and the Canadian economy for the foreseeable future, the staffing industry isn’t amiss to claim that temp staffing solves a lot of our current employment issues.

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Temp staffing is flexible and there’s plenty of it in our current decade with the rise of the gig economy. There’s been a lot of talk of how the way we approach work in our current economy and demographic makeup has shifted.

All this points towards the major points we have to present about why temp staffing is indeed the employment solution of the future.

Addressing the Ongoing Skills Shortage

Skills shortage—now that’s a term that Canadian candidates and recruiters are sick of hearing in recent years. The resentment is well earned, as the skills shortage is an issue that’s slated to be an ongoing problem.

The skills shortage is a self-perpetuating cycle of businesses lacking an increasing percentage of skilled candidates and the skills gap continuing to widen for new candidates. Provinces like Ontario are bleeding billions of dollars in GDP and tax revenues annually because of this problem.

Temp staffing agencies provide a solution by skillfully networking Canadian top talent that prefer or need contract work with businesses whose HR resources are stretched. Temp recruiters also know how to tap the hidden market of passive talent, to land businesses veteran candidates for their hiring needs!

Lowers Overhead Costs

Hiring more temps for specific projects, busy seasons, or to cover employees on leave lowers costs significantly for businesses. The reason for improved business budgets is due to letting recruiters at successful staffing agencies pool their expertise towards finding multiple candidates for a business’s specific field. Instead of stretching internal HR thin trying to find enough referred employees to fill vacancies, businesses have access to a pool of talent looking sometimes even for multiple contracts! 

The best staffing agencies give 100 percent with all their placements due to a combination of cutting edge proprietary tech for efficiency, knowing their temp niche inside and out, and outsourcing their back office duties to perfect their front end focus. Businesses will find moving forward that partnership with the right staffing agency means no more worries when extra manpower is needed.

Keeps Up with Evolving Demands

Perhaps the most impactful aspect of temp work being on the rise is that businesses look to agencies to help them keep up with their industry demands. For specific industries like IT and various trades, there’s a host of technological developments that have given rise to new trends and standards. And when businesses engage with agencies that know their niche they’ll be able to find employees with coveted skills fast.

Being responsive to industry demands is lucrative for both clients and recruiters offering skilled temporary staff. On the client side, a business will always be able to fulfil market demands as they emerge with candidates that want a steady stream of work in their field of expertise. On the recruitment side, those agencies that are dedicated to consistently filling specific job orders will attract a greater number of clients and candidates in need of matching.

Investing in temporary staff is a mutually beneficial endeavour for clients and recruiters. And for those who’ve been considering starting a staffing agency, there’s no better time to unlock a lucrative revenue stream with contract staffing. Temp staffing is as close to a future proof solution to employment in Canada as we can get, because it evolves along with the gig economy.

Starting a Staffing Agency

Topics: contract staffing

To What Extent Are Employers Liable for Independent Contractors?

Posted by Mai Dowdie

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Jun 23, 2017 9:00:00 AM

To What Extent Are Employers Liable for Independent Contractors---1.jpgWith 13.4 percent of the entire Canadian workforce being classified as temporary employees, it is evident that businesses understand the benefits of hiring independent contractors. If you’re curious as to how independent contractors can benefit your business, keep in mind that independent contractors can help you unlock a lucrative revenue stream.

If contract employees have piqued your interest, you’ll want to know how this will affect your business legally—are employers liable for independent contractors? It’s an important piece of information you’ll want to know if your business is hiring independent contracts. Staying informed on this topic could just save you from a lawsuit later down the line.

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What Is an Independent Contractor?

The first step to being informed if employers are liable for independent contractors is to know exactly what an independent contractor is. First and foremost, independent contractors are not employees.

An independent contractor is an individual who provides your business with goods or services under a contractual or verbal agreement.

How Do Independent Contractor Vary from Employees?

If your business uses the services of both independent contractors and employees, you’ll need to know the differences between the two. The Canadian Revenue Agency (CRA) has cracked down on employers using independent contractors, and have created a detailed publication which outlines the differences between independent contractors and employees.

There are four key points to determine the status of a worker:

  1. If someone has control of their work schedule—when and where work gets done, they are an independent contractor. This line sometimes gets blurred when companies try and control their independent contractors. To avoid any confusion, take a step back and allow your independent contractors to work at their own pace.
  2. Tool ownership. Contractors are required to supply all their own tools. If tools are being provided to your independent contractors, you’ll want to stop as this can classify them as employees. They will also be in charge of all maintenance required on their own tools.
  3. Profit/Loss. If there is a chance of loss or profit, this is an independent contractor.
  4. Someone who has multiple clients, and don’t focus all their professional efforts on one company is less likely to be integrated into the company and more likely to be an independent contractor.

Knowing the difference between these two types of workers is important. Since companies do not pay for benefits, EI, and other expenses for contract workers, misclassifying employees has become a serious problem. Misclassifying your employees is a violation of Canadian law and could land you in some seriously hot water.

Are Employers Liable for Independent Contractors?

If you have been asking yourself “are employers liable for independent contractors?” the answer is yes, yes they are. In some cases, employers are contractually liable for the actions of their independent contractors, even though contract workers are not full-time employees of the company. If employers subject their independent contractors to unsafe working conditions, they can be held criminally responsible for these actions.

The best way to prevent accidents that you can be held accountable for is to invest in training that will help protect contract workers. If you can prove that your company took all necessary precautions to prevent an accident, your defense will be stronger should a lawsuit ensue.

What to Do If You Need More Help

We understand that this can be an extremely challenging concept to understand, and rules and regulations are forever changing. If you still need assistance understanding the specifics when it comes to independent contractors, you should consider seeking the advice and expertise of a back office solutions provider. They can help you understand the current legalities surrounding independent contractors, and keep you informed as changes to Canadian policies continue to evolve.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

Consider These 5 Benefits of Contract Staffing

Posted by Karen McMullen

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May 24, 2017 9:00:00 AM

The previous myth of cConsider These 5 Benefits of Contract Staffing .jpegontract staffing is no longer associated with the negative connotations of the past. The stereotype of the unskilled, there-in-a-pinch worker is not an accurate representation of these workers today.

In fact, temporary staffing presents a new slew of alternative options for staffing firms and clients. If your staffing firm hasn’t considered adding contract staffing to its roster, consider the five benefits below.

1. Increased Access to Skills

With workers who already have specialized training or knowledge from previous work, they bring these skills and experience to new placements. They bring a fresh pair of eyes to situations that may have been missed, helping internal staff see things in a new light. As their role constantly changes, these employees provide steady exposure to new trends, markets, and environments.

The project-basis and time-specific work supplies contact in new environments and business settings. Contract staffers are supplied with numerous qualifications from the variety of positions they’ve filled, making their ability to integrate into any field easy.

2. Variety and Opportunity

Some people like the changing environment, role and duty that contract staffing provides. It allows them to meet a variety of available positions, further enhancing their availability to candidates. With so many different staffing firms–from general firms to specialized ones, candidates can also focus on different routes to hone their interests and passions.

Each day presents a new opportunity and industry to build new relationships and work on fresh assignments. These workers rarely tire of the same routine tasks when there’s always a new project.

3. Flexibility

Contract staffing provides proficient workers for a specific time-range or project, saving money and resources. When a person is needed for a precise reason, it makes sense to employ specialized individuals on a project-based position or as needed, helping lower training time and the hiring process.

With someone available in a hurry, you can better match workload requirements and projects, providing clients with access to employees on shorter notice because they aren’t filling permanent positions. This also allows a higher chance of an immediate start date, and the option of reducing or increasing employee numbers as needed, with little lasting repercussion.

4. Offer More to Clients

Sometimes clients only need temporary workers, either on short notice or for a specific project. When you fill this need for them, they won’t have to look elsewhere for a match. You’ve become more of a “sole-source” provider instead of them looking to other firms.

Contract staffing provides workers with minimal training and ready expertise, so your clients can be sure they’re getting someone who’s ready to go. You can meet any last minute needs and all requests to show clients you’re available to provide anything–and everything, necessary.

5. Reduced Costs

Costs are improved and reduced with contract employees. Firms only pay for the time the contractor actually works, meaning they pay less than permanent staff. With this additional revenue and service, firms have increase money reliance on both temporary and permanent positions, giving their business additional security and money. As an additional revenue source, the benefit of contract staffing provides a steady way of earning firms more money. This can offset your peak times to be sure you’re always generating income.

With staff engaged only for a specific period or project, head count is further reduced, making it easier to handle. With less paperwork, payroll and related administrative burdens are further reduced because of this type of work. Contract labour is a feasible option for businesses who only require this labour or part-time work. Cut down on training and hiring costs with contract staffing. Short-term positions provide readily trained workers who need only minimal upgrades.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

5 Reasons to Add Temp Staffing Services to Your Perm Staffing Firm

Posted by Corinne Camara

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Apr 26, 2017 9:00:00 AM

5-Reasons-to-Add-Temp-Staffing-Services-to-Your-Perm-Staffing-Firm.jpgWhether you own an established perm staffing firm or you’re just looking for ways to increase current business, contract staffing is the key. In today’s market, you want to do everything possible to grow your business. Here are five reasons to add temp staffing services to your perm staffing firm.

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1. Attract New Candidates

When you include temp staffing in your firm, you open yourself up to a bigger market of new talent. Not everybody is looking for permanent work. It could be a lifestyle choice or school and family obligations that make perm staffing anunrealistic option. Some people just prefer to work in new places and meet new people regularly. 

Contract staffing offers a different work/life balance and flexibility that some candidates prefer over permanent positions. Offering this additionalservice in your staffing agency allows you to increase your candidate pool and gain access to talent you previously would’ve missed.

2. Offer More to Current Candidates

Your permanent candidates may not realize the opportunities they’re missing. With the changing workplace market and contract work becoming more popular, perm candidates could be waiting a long time for permanent work. In the meantime, highlight the benefits of temp staffing and expose them to new skills and experiences they’re currently missing out on. 

Even though it’s not permanent, temp staffing still offers new connections and opens up doors to related jobs. Short-termplacements offer your perm candidates more employment opportunities instead of struggling to find perm-only work. Offering only permanent positions means missed opportunities for your current applicants.

3. Attract New Clients

Some businesses need temp workers, and if your firm doesn’t offer temp staffing, they won’t work with you. Attract new clients by offering these positions as well as permanent ones. An increase in client base means an increase in revenue stream, and a healthy bottom line is always important. 

Companies requiring short-term placements for new projects and ventures will then see your firm as an option to work with. Adding contract staffing presents your firm as a complete hiring solution. Not offering this service only makes it harder to expand your agency. Market to a wealth of new clients who rely on temp staffing by offering these workers in your firm.

4. Meet All the Needs of Current Client

Clients have many needs, and if you only offer perm staffing, you aren’t meeting all of them. Adding contract staffing shows your firm is a complete and thorough hiring solution that can meet any demand. Just like the business market, clients’ needs change. Keep up by adding this service in your repertoire. 

Clients expect you to fill their needs, and if you only offer perm staffing, how can you? Staying on top of change in the evolving workforce will keep clients from looking elsewhere. Get on board with industry trends and expand in areas that don’t yet offer perm staffing as a solution, but can be filled with temps. You’ll now have a bigger roster to serve clients.

5. Increase Talent and Competition

If you aren’t offering a full range of services, it’s hard to compete with agencies that are. Without temp staffing, clients and candidates will overlook you as an option, instead choosing competitors that can better meet their needs. 

Add experience and expertise that’s found with a wider talent pool. Specialized skills can be hard to come by, and the addition of temporary staffing means your firm is an option for providing specialized temp and perm positions. You’ll gain a huge strategic advantage over other firms. Offering this staffing service shows your agency is a cut above the rest. Clients and talent like diversity, and if you own a staffing firm that offers temp work, it’s a win for you too.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

3 Reasons to Add Contract Staffing to Your Permanent Staffing Firm

Posted by Ray Gonder

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Apr 7, 2017 9:00:00 AM

3-Reasons-to-Add-Contract-Staffing-to-Your-Permanent-Staffing-Firm.jpgThe temporary worker has generally been associated with the unskilled, there-in-a-pinch type of employee. This view is changing in today’s workforce. Whilethese fill-in employees are still available in a quick minute, they also bring along their own expertise and skills from a variety of industries. 

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How do temporary workers differ from permanent workers? Permanent workers are full-time employeeswith no designated end date. They’re on the payroll, receive benefits, are fully trained, and are stable members of the company. Their skills and expertise improve withtheir time in the business. 

Contract staffers are not legally considered employees. Typically hired for a specific task,their time span within the business is short. Once the projects are complete, this signals the end of their time with the company, and the workeris no longer workingthere. 

In today’s elastic workforce, temporary workers are a great alternative for keeping costs down while having someone available in a hurry.Here are three reasons why your permanent staffing firm should add contract staffing.

1. Fill More Positions

Offering contract staffing opens up your firm to more job orders.More orders means more positions to fill.Providing contract staffing, in addition to permanent workers,allows your firm to fill these new positions.Failing to hire temporary workers excludes your agency from an entire pool of potential applicants and placements. 

Providing temporary employees in addition to permanent employers gives your firm the ability to fill more positions because you now offer multiple types of services, instead of just one. 

Temporary employees may prefer this type of schedule for personal reasons that make them unable to commit to a permanent position. This type of flexibility makes it easy for your firm to work around the needs of your temporary workers. 

Contract staffing is a happy medium.With so many options now available, temporary staff will have access to increased earnings, a wider variety of job positions, and the opportunity to expand their skills. Your business will increase when workers see your firm as an attractive option when it was previously unavailable.

2. Attract New Clients

Expandingyour business to include temporary workers will enticenew clientele to checkout your firm, instead of eliminating you as a placement option. Some clients simply don’t require permanent staff, prefer the freedom and flexibility of contract staffing, and like being able to bring in short-term employees with minimal lead time. If your firm isn’t currently providing contract staffing, clients may overlook you entirely, and you may lose out on job placements. This significantly shrinks your clientbase. 

Build new relationships and strengthen current ones by offering services as diverse as the clients you work with. Your clients have a variety of needs, and hiring temporary employees allows you to meet more of them. Taking on new business keeps your bottom line healthy and your firm competitive.Permanent staffing agencies that include temporary help services open themselves up to a bigger slice of the job-order pie.

3. Build Your Firm’s Reputation

Access to new talent gives you an edge on the competition and enhances your agency’s reputation. Contract employment offersversatilityunavailable with solely providing permanent workers. As well asexpanding your staffing agency,it shows your firm is in touch with current industry trendsand can meet clients’ diverse needs.

Including this service in your repertoire alongside your firm’scurrent resourceswill help you standoutas a multi-faceted agency among those thatdon’t.Word will spread of the good work your firm does as a successful placement agency, strengthening your brand and leaving you in good standing among other firms.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

Top 3 Benefits of Contract Staffing

Posted by Corinne Camara

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Apr 3, 2017 9:00:00 AM

Top-3-Benefits-of-Contract-Staffing.jpgContract staffing is a growing trend in the staffing industry. Employers continue to see it as a viable option, particularly for quick fills and short-term projects. It’s an alternate choice for business owners need help around the office in a pinch and even those who are looking to fill permanent positions with less risk. 

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Temporary staffing has serious advantages for job seekers and business owners. Whether it’s to improve current skills or provide a change of environment–don’t overlook these three benefits of contract staffing.

1. Variety and Diversity

This applies to both employers and employees. Contractors can sample different employment environments to better understand the industry and its expectations. Whether they’re new to the workforce or going through a career change, contract staffing gives these workers a taste of the industry to see if they really like it. 

Contract staffing helps diversify the business model. Whether it’s project-based or short-term, contract staff is there to help business owners fill a wide variety of positions. Staffing firms generally have a short turn around with contract orders and hiring, giving clients pretty immediate access to quickly fill positions. 

Temporary staff is available to fill all sorts of positions based on what the client needs at the time. Agencies work to fit the best candidates with clients to fill a variety of postings and determine the best match. This leads to happy staffers, repeat job orders, and an overall pleased workforce.

2. Flexibility

Contract staffing presents a flexible schedule because the timing and purpose of when a business requires temporary staff varies. Start times and end dates can be scheduled as the employer needs them, and revised as necessary. Whether it’s an extra hand around the office or help on a distinct project, hiring contract staff is a convenient solution.

Companies can acquire proficient and experienced candidates needed for the timeframe of the job while saving money and resources. It’s an economic win for businesses to employ specialized workers as needed for specific tasks or projects, instead of hiring and training permanent employees. 

If employers are under a hiring freeze or their employees are simply taking time off, contract staff is there to fill in for the weeks or months necessary. Particularly with project-based roles, the flexibility of the temporary workforce creates a different work balance than what exists with direct employees, so temporary staff can be hired as needed.

3. Quality

Staffing agencies work to provide the most qualified candidates. They ensure high-caliber staff through their rigorous screening processes and by conducting background checks prior to matching the appropriate candidate with the client.They’re dedicated to finding the best fit for their clients, and will ensure potential applicants are of the highest pedigree.

Agencies will find candidates who already have the training and background knowledge to get started on the position, versus a business hiring a new employee and training from square one.Agencies source and vet the talent, then handle preliminary interviews to ensure the best and accomplished applicants are delivered to clients.

Contractors benefit from personal growth because the various positions give them continuous opportunity to improve their skills. If employees havea history in certain fields, they may bring fresh eye to the situation not previously considered by internal staff. Contract staffers bring their knowledge and expertise from previous work experience to the new positions. It’s a superb alternative for companies and helpful for these types of employees.

If you’re looking to grow your staffing firm, unlock the lucrative stream of contract staffing

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

Why You Should Prioritize Independent Contractor Compliance

Posted by Shannon Dowdall

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Feb 1, 2017 9:00:00 AM

Why-You-Should-Prioritize-Independent-Contractor-Compliance.jpgThe working world is constantly changing, but one of the biggest trends right now is the integration of independent contractors in the workplace. Employers that understand the benefits of more flexible contract-based employment are turning to independent contractors to fulfill a variety of professional needs. In growing businesses like start-ups, for example, it’s become common practice to classify new hires as independent contractors. 

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Staffing firms handle a high volume of workers, all with different specifications regarding their employment. That being said, contractor compliance should be high on your list of priorities if you want to maintain client relationships, avoid penalties and lawsuits, and stay competitive in the staffing industry. 

Keep reading on for more information on why you should prioritize independent contractor compliance.

What Is Independent Contractor Compliance?

The term compliance refers to business world requirements: guidelines and specifications laid out by regulatory bodies like the Canada Revenue Agency that make the rules, and it’s up to business owners to comply. Independent contractor compliance, then, has to do with correctly labeling workers so that their compensation, rights, and protections legally correspond with their employment statuses.

Fines, Penalties, Lawsuits

Like every employment trend, there are pros and cons to hiring independent contractors. That being said, many benefits exist to hiring independents contractors. Many professionals enjoy the flexibility of making their own schedules and the chance to pursue different professional opportunities either during a gap between full-time opportunities or during a career change. While independent contractors offer great value to employers, failing to accurately classify your workers can lead to fines, penalties, and lawsuits. 

Failing to accurately classify your workers means that payment structures are inadequate to the work being done. A worker might be classifiedas an independent contractor, but if the lawclassifies their contributions to that of an employee, that worker has the right to seek the insurance, benefits, and protection they may have been denied. 

One such example of this can be seen in a huge class-action lawsuit from rideshare employees in the United States. Often when employers and employees work under more flexible employment structures, the lack of security and benefits can cause problems if not transparently expressed from the get-go. 

There doesn’t always have to be intent behind misclassification, however. If your payroll or HR departments aren’t caught up with the latest in legislative changes, there’s a high chance that they can make unintentional mistakes regarding contractor compliance.

Saving Money

Unfortunately, companies exist that purposefully misclassify in order to save money on non-negotiable taxes, while others simply don’t know any better. Purposeful and negligent employee misclassification alike, however, can end up costing your business money in fines in addition to making up for overtime, vacation pay, Canada Pension Plan investments, and Employment Insurance.

When you prioritize independent contractor compliance, you save money by not owing anything extra to your workers or to government bodies. For smaller companies in particular that have tight margins, unexpected fines can cause a serious impact on your business’ livelihood.

Independent Contractor Compliance Can Be Easy

With the rise in the number of businesses making use of independent contractors, there has been an inevitable higher emphasis on independent contractor compliance. As a result, many companies have to tackle these issues of worker classification head-on, sometimes compromising the amount of focus and resources that can be put into the rest of a business’ daily operations. The good news is that this new shift has caused a demand for services that can help businesses navigate the sometimes-murky waters of independent contractor compliance. 

Back office solutions providers help your staffing firm by tackling all issues of worker classification while taking the legal responsibility but leaving the decision making in your hands. Both long established and young staffing firms alike can benefit from the expertise and legal knowledge that back office solutions providers offer.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

3 Reasons to Add Temp Staffing Services to Your Agency

Posted by Corinne Camara

|

Jan 23, 2017 9:00:00 AM

3-Reasons-to-Add-Temp-Staffing-Services-to-Your-Agency.jpgAs a staffing agency owner, you might have been closely following the rise of temporary work in the country. Perhaps you weren’t sure if it was just a trend that wouldn’t last—a trend that would disappear once the economy strengthened. But a few years have gone by and temp staffing is even more popular today than it was at the beginning. The future, too, shows strong growth in temp staffing.

It’s clear that temp work is here to stay. Now is the time to start thinking about adding temp staffing services to your agency. Here are a few reasons why it could be the best decision you ever make.

1. Adapt to Your Clients’ Changing Needs

Your own agency probably hasn’t been immune to the rise of temp staffing. How many times have your loyal, long-standing clients called you saying that they’re thinking of adding temps to their workforces and wondering if you could help with their staffing needs? Likely, often enough to have an impact on your business.

Your clients’ needs are changing—just like the rest of the business market. If you don’t add temp staffing services to your agency, you risk losing the valuable repeat business that you depend on to survive. If you cannot meet all of their needs, there’s nothing stopping them from finding another agency that will. They might hop right on over to your competitor.

To keep your clients, and to keep them happy, you must adapt to their evolving needs.

2. Get More Clients

Keeping your existing clients happy is critical to ensuring that you continue to bring in enough revenue. However, if you want to grow your staffing firm, you need to work on getting more clients as well.

Adding temp staffing services to your agency can help you do just that. When you add temp staffing to your list of offerings, you will be able to suddenly go after a wealth of new clients that you couldn’t market your business to before. In particular, small businesses and start-ups often don’t have the budget to hire permanent workers and so they rely heavily on temporary workers. You’ll also be able to target many clients that work in seasonal industries, such as agriculture, retail, and resorts. And finally, if you offer temp staffing before your competitors do, you may just be able to take market share away from them by being able to meet their clients’ needs better than they can.

3. Offer Your Candidates More Work

The candidates in your roster may have indicated that they’re only looking for full-time permanent work. Unfortunately, in this market, this could mean that they’ll be waiting a long time for an employment opportunity that suits their needs as fewer and fewer companies are offering these types of permanent jobs today.

It’s in your best interest—and your candidates’—to convince these perm-only employees to take on temporary work. Once they realize the benefits of doing so, such as extra freedom and flexibility, the opportunity to gain new skills and experience and make new connections, and the chance to open doors for the jobs that they really want, they’ll likely get on board with your new temp staffing services. Plus, when you start targeting new businesses for temp staffing, you will have more open positions to be able to offer to your roster of candidates.

Another important consideration is the temp-to-perm job model. Though your candidates may only be interested in getting placed in long-term, stable jobs, they might not be willing to wait as long as it takes to be offered such a role. But their chances of gaining full-time employment increase when they get into temp staffing. If their employers are impressed with their skills and work ethic, they might be able to turn their temp jobs into permanent employment opportunities.

If you don’t offer temp staffing, however, you might be limiting opportunities for your candidates, which of course, isn’t something you want to do.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

5 Advantages of Adding Temp Staffing Services to Your Agency

Posted by Ray Gonder

|

Jan 13, 2017 9:00:00 AM

5-Advantages-of-Adding-Temp-Staffing-Services-to-Your-Agency.jpgWe’re in the midst of significant change in the employment landscape. The traditional nine-to-five job model is virtually disappearing and temp staffing is rising in popularity. You now have a unique opportunity to change your business model. If you own a permanent staffing agency, you should seriously consider adding temp staffing services to your agency.

Here are five key advantages of doing so.

1. Stay Relevant and Competitive

The popularity of temporary staffing is expected to increase in the future. It isn’t a fad or a trend. More and more business owners are adding temp workers to their workforces because, in this day and age, it’s the option that makes the most sense. It allows them to increase staffing flexibility, reduce overhead costs, and better meet business demands. In the future, temp workers may outnumber permanent employees in the business world.

Adding temp staffing services to your agency is perhaps the most important thing you can do for the future of your firm. It will ensure that your offerings continue to be relevant and that your agency continues to be competitive.

2. Attract More Clients to Your Brand

If you limit your offerings to permanent staffing, you limit the potential of your customer base. Clients that may have considered your services will be quick to go with your competitor if you cannot provide the temp workers that they need.

Some types of businesses, such as accounting, retail, and construction, rely heavily on seasonal workers due to the ebbs and flows of their industries. Start-up and small businesses, too, rely on temp workers and contract workers due to their smaller budgets and precarious financial situations.

When you add temporary staffing services to your agency, you will be able to market to a wealth of new clients that you previously were unable to go after. This has great potential for helping you grow your staffing agency.

3. Offer Comprehensive Services to Retain Current Clients

If your current clients start to realize that they have a need for temporary workers that you cannot provide, they may move on to a different agency that can meet all of their needs. Adding temp staffing services to your list of offerings will allow you to offer better service to your clients. Service is everything in the staffing industry and you don’t want to disappoint your loyal customers by only offering half of the workers they require.

4. Build a Bigger Roster

You may be currently limited to candidates who are looking for permanent positions. But many talented professionals are focused on finding temporary jobs. The reasons for this are diverse. Some job seekers don’t have enough time to commit to a full-time, permanent job due to school or family responsibilities. Others prefer the freedom and flexibility that come with shorter job commitments. And others still gravitate to temp jobs in order to grow their networks, gain experience, get their foot in the door, and learn new skills.

By adding temp staffing to your services, you will be able to target top talent that wouldn’t have had a need to work with you in the past, helping you build a bigger roster of candidates with the skills and experience that your clients seek.

5. Offer Your Candidates More Opportunities

With the number of permanent positions dwindling in virtually all industries, the talent in your candidate pool may be waiting a long time before finding employment. By getting into temp staffing, you can offer your candidates more opportunities. Workers in temp jobs get great pay, have the ability to turn a temp job into a permanent one, and generally find work faster and easier.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: contract staffing

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