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5 Mistakes You’re Making as an Independent Recruiter

Posted by Stacey Jones


Apr 1, 2019 9:00:00 AM

5 Mistakes Youre Making as an Independent RecruiterStriking out on your own as an independent recruiter can be a great opportunity. However, running your own recruitment firm is also a challenge in many different ways. It’s easy to hit some stumbling blocks on the road to success. What matters is recognizing when you’ve made mistakes, then taking steps to correct them.

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Here are some of the most common mistakes independent recruiters make. If any sound familiar, it’s not too late to adjust your procedures.

1. An Independent Recruiter Tries to Source Clients from Ex-Employers

If you’ve been in the staffing industry for some time, you may have a lengthy list of people you’ve worked with. Many people mistakenly believe they can take this list of potential clients with them when they strike out on their own.

Always check your contract with any current and former employers for non-compete clauses. These clauses prevent you from “poaching” clients when you decide to leave. Even if a client liked working with you specifically, reaching out to them once you’re independent could be a contract violation.

Most non-compete clauses eventually expire, but many last for years. Before going solo, review the terms of your contracts with previous and current employers. Then make a list of clients and when you can contact them. You may find your list substantially narrowed, which can affect your business outlook.

2. You Price Yourself out of the Market

It’s a scenario you might have thought about as an independent recruiter. If your prices are too high, you could find yourself unable to compete with other staffing firms in the area.

Your clients are likely willing to pay a premium to work with you. This is particularly true if you work in a certain niche or you’re considered one of the foremost recruiters in an area.

By contrast, it’s also possible to set your prices too low. This is a much more common mistake. Independent recruiters worry their high rates won’t attract any business, so they lower prices. Sometimes, they lower their rates too much and aren’t able to make ends meet or grow efficiently.

Finding the right price is difficult but possible. Do some careful research, ask current and prospective clients for feedback, and consider your costs to make the right decision.

3. You Ignore Your Niche

Independent recruiters are often most successful when they develop their expertise in one area or industry. For example, you may develop expertise in helping healthcare firms meet their staffing needs.

As an independent recruiter, it can be tempting to focus on horizontal expansion, rather than vertical growth. This creates a twofold problem. First, you go too wide and spread yourself too thin. Second, you fail to capitalize on your expertise and talent.

If you have a niche, be sure you’re giving it attention. If you’re not sure what your niche is, take a step back and identify the industries you do the most business with.

4. You Offer Only Permanent Staffing

Another mistake independent recruiters often make is offering only one type of service. This is most often permanent staffing.

You may feel you can’t compete with larger staffing firms that offer better terms and lower prices. You may also worry about the additional paperwork offering contract staffing services can create.

It’s easy to offer contract staffing services to your clients, even as an independent recruiter. All you need is some back office help.

By expanding your service offerings, you’re better able to serve your clients’ needs.

5. You Don’t Get Feedback from Candidates

Have you asked your candidates why they liked working with you, or why they didn’t return? If not, it’s time to collect their feedback. It could help you identify why candidates aren’t sticking around or how you can source more candidates more effectively.

These common mistakes can be easily resolved. If you see any of them in your business, take corrective action immediately.



Topics: Independent Recruiters

Networking Strategies for Recruiters

Posted by Mai Dowdie


Mar 27, 2019 9:00:00 AM

Networking Strategies for RecruitersRecruiters rely on networking. Almost anyone you encounter could be a client or a candidate. Whether you meet them at the gym or scope out their profile on LinkedIn, you never know who will prove to be a valuable lead.

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Networking is one of the most crucial parts of any recruiter’s job. If you’re not networking, you could be restricting your agency’s growth, either by not finding new clients or by not being able to source the candidates you need.

Recruiters sometimes find networking intimidating. After all, there are many different ways to go about it, and every social interaction could become a lead. How can you be sure what you’re doing is effective?

Try a few of these strategies to improve your networking efforts. Maybe you’re using some already. If so, you’re likely well on your way to recruiter success. If you haven’t tried these activities yet, the good news is it’s easy to get started.

Leverage the World of Social Media

The internet has made networking easier than ever. If you’re a recruiter, one of your first stops might be LinkedIn. On this social platform, you can connect with a number of different professionals.

You can also seek out potential clients and candidates on other platforms, such as Facebook and Twitter. Keep in mind that social media platforms have different demographics.

Don’t be afraid of networking with almost anyone on these platforms. It’s often tempting to aim for the top, connecting with CEOs and other members of the C-suite. You should also connect with hiring managers and other professionals. You may not think an engineer is a useful connection, but they could be involved in hiring decisions for their department.

Some of these people might also be passive candidates. They’re not looking for work right now, but they’d be open to the right opportunity.

Connect with Other Recruiters

As an independent recruiter, you may see all other recruiters as your competition. As such, you try to avoid them at conferences or on LinkedIn.

You should embrace other recruitment professionals. You never know who is going to move into a role as a hiring manager. Maybe someone refers a new client to you because you have expertise in a particular area.

Other recruiters also have the benefit of experience and insights on best practice. Getting great advice is never easier than when you can crowdsource the wisdom of numerous recruiters.

Research Events and Choose the Right Ones

If you’re a recruiting expert for the IT industry, it makes sense to attend a conference for cybersecurity professionals. If you primarily recruit engineers for the oil industry, this conference might have little to offer.

Research conferences and other networking events carefully. Choose those that most benefit you. Events that speak to your niche are good choices.

If you find it difficult to approach new people once you’re at the conference, there are some tactics that can help. One is to pretend you’re the host of the event. Since every host wants to make sure their attendees are having a good time, this mental roleplay can make it easier to approach other attendees.

Be Prepared

If you do head out to a conference or another event, make sure you’ve created a plan beforehand. Try to scope out some of the other attendees and ask if they’d like to meet with you.

Remember to be prepared whenever you head to a meeting. Keep business cards on hand.

These strategies can help as you try to network more effectively. By connecting with more people, you’ll grow not only your network but your business too.

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Topics: Independent Recruiters

3 Wrong Ways to Become an Independent Recruiter

Posted by Mai Dowdie


Mar 18, 2019 9:00:00 AM

3 Wrong Ways to Become an Independent RecruiterBecoming an independent recruiter is a great career move for many professionals in the staffing industry. Perhaps it’s the right move for you. If you’ve gathered experience at an agency, learned about the ins and outs of running a business, and developed a great contact network, it could be the best move you’ll make.

Download the Ultimate Guide for Independent Recruiters Looking to Offer  Contract Staffing Services

That said, there are quite a few stumbling blocks you should watch out for when you want to become an independent recruiter. There are many right ways to go independent, but there are just as many wrong ways. Here are a few of the most common mistakes staffing industry entrepreneurs make.

1. You Try to Convince Clients to Come with You

If you’ve been working at an agency and developed strong relationships with some of the clients there, you may think it’s only natural to ask them to come with you.

Unfortunately, this can land you in legal trouble. Most employment contracts will contain a non-compete clause. If you change jobs, you’re not allowed to entice clients to follow you.

This restriction applies even when you start your own business. If you ask clients to follow you when you leave your current job, you could be in breach of contract.

The good news is that most of these non-compete clauses expire within a few years, but you should always check the terms of your contract. It can be difficult to maintain a relationship with a client you’re no longer working with, but once the non-compete period has expired, that client may be delighted to hear from you.

Be sure you have a pool of clients who aren’t drawn from your current client portfolio, and you’ll be in much better shape.

2. You Think You Have to Do It All

Another common mistake for staffing industry entrepreneurs is taking the “independent” label to heart. You may believe that as an independent recruiter, you have to do everything alone.

You may feel pressure to take care of every task in your new business. Financial concerns are often the reason recruiters take on tasks like payroll, marketing, and bookkeeping.

This can hinder your business’s growth. You may think you’re saving money, but the hours you spend on payroll can cost you more than you realize.

The good news is affordable help is often much closer than it seems. If you need help with marketing, talk to a marketing agency. If payroll or other administrative jobs are holding you back, talk to a back office service provider. They can take over these crucial roles and free up your time to look after your core responsibilities.

3. You Get Pricing Wrong

How much should you charge for your services? It’s a challenging question for anyone in the staffing industry. Even agencies sometimes struggle with balancing costs and their fees.

Many independent recruiters believe they have to undercut large agencies in order to win any clients. This often leads them to underprice their services, which makes it far more difficult to break even and keep the doors open.

Large agencies often achieve their prices using economies of scale. Since they’re large, they buy up more services, which drives down their costs. As an independent recruiter and small business owner, you don’t have this same advantage.

Revisit your pricing on a regular basis. You may need to charge more in order to turn a profit. You shouldn’t worry too much about this. Clients who want your expertise will pay a bit of a premium to work with you.

These are only a few of the common mistakes independent recruiters make when they set out on their journeys. If you avoid them, you’ll be well on your way to success.


Topics: Independent Recruiters

5 Secrets to a High-Performing Independent Recruiting Services Business

Posted by Laura D’Andrea


Mar 6, 2019 9:00:00 AM

5_Secrets_to_a_High_Performing_Independent_Recruiting_Services_BusinessYou’ve reviewed your resources, and it’s time. You’re going to make the leap to running your own independent recruiting services business. Or maybe you’ve already taken this step and you’re now in the middle of learning how to grow your business.

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In either case, you’re asking what the secrets are to ensuring success. What can you do to turn your start-up into a high-performing powerhouse in the recruiting industry?

These five secrets will help you unlock your business’s potential.

1. Independent Recruiting Services Go Niche

As an independent recruiter, you’re likely wondering how you can compete with the large, national staffing firms. They seem to service every industry across every part of the country. How can you possibly go toe-to-toe with them?

One secret for those offering independent recruiting services is to go niche. Instead of going wide, think narrow.

You no doubt have expertise in one area or another, and you may be able to offer more in-depth knowledge in the technology industry or the manufacturing industry. This is a competitive advantage for a smaller business like yours; it allows you to focus your limited resources on an area you excel in.

If you want better performance, think depth over breadth.

2. Innovate with Your Recruiting Services Offerings

What kinds of offerings do you provide for your clients? If you only offer permanent placements, it’s time to rethink this strategy.

You may not want to go wide in the sense that you offer services to all industries or all geographic areas, but you should offer a wide array of services in the areas you specialize in. Your clients in the manufacturing industry will know they can come to you for all their hiring needs.

A great first step is offering contract staffing services. This may seem like the domain of the big staffing firms, but it’s easier than ever for independent recruiters to offer this option to their clients.

3. Work with a Back Office Provider

If you want better performance for your independent recruiting services, it’s time to take the administrative load off your desk. Functions like payroll and compliance are integral to your business, but they’re also bogging you down.

If higher performance is on the list, it’s time to send those tasks to someone else. Team up with a back office provider to find operational efficiency. With your time freed up, you can get back to your core tasks.

4. Focus on the Experience

Ask yourself a couple of questions. Why do your clients keep working with you? Why do your job candidates come back again?

In the past couple of years, there has been more talk about the experience of working with an independent recruiting services business. You’ll want to think about both the candidate experience and the client experience.

Pinpoint why your clients want to work with you. If there were clients who parted ways with you, ask yourself why they didn’t come back and what you could do to change it. Ask your current clients what they wish you could do better.

The same is true of candidates. Ask why they love working with you, and ask what makes it less pleasant. Focus on improving the candidate experience to keep job seekers coming back.

5. Invest in Your Technology

Take a moment to consider the technology you’re using. If your systems are outdated, you may not be able to perform the way you want to. New technological tools will help you improve efficiency in the business.

In turn, you can improve operations by leveraging these new technologies. Can you improve the screening process for candidates? Does a new applicant tracking system mean it’s easier to sort the best candidates from the rest?

These tips are designed to help you transform your independent recruiting services business. If you want to power performance, look no further.


Topics: Independent Recruiters

5 Pricing Mistakes Independent Recruiters Should Avoid

Posted by Mai Dowdie


Jan 14, 2019 9:00:00 AM

5_Pricing_Mistakes_Independent_Recruiters_Should_AvoidIndependent recruiters have both an exciting and a challenging market ahead of them. Many changes in the past few years have forced recruiters to change their tactics and become more competitive. Other changes have opened up more opportunities than ever before.

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The staffing industry is currently in an immense growth phase in Canada, spurred by shifting employer and employee demands. Employees want more flexible workplaces, and employers want a more flexible workforce. Staffing industry professionals can help both sides achieve what they want.

One of the most challenging aspects of operating an independent recruiting business is setting prices for contract services. Going too high or too low can spell trouble, among other things. Here are a few of the most common pricing mistakes, and how you can avoid them in your business.

1. Independent Recruiters Can’t Go Too Low

As an independent recruiter, it might be tempting to set your prices at the lowest possible point to undercut your competition. If you offer the best price, it’s likely you’ll drum up the most business, right?

Unfortunately, going too low can cause problems. If your prices are too low, you may not be able to break even, let alone turn a profit. Your competition may have set their prices higher for a reason.

Another issue with low pricing is that it can turn potential clients away. They may feel you must offer poorer service or are unable to truly deliver what they need based on your prices.

2. Sky-High Prices Are a Problem Too

On the opposite end of the spectrum are independent recruiters who set their prices too high. They may bank on selling their clients superior services, but many will see the price tag and turn in the opposite direction.

High prices will limit the number of clients who will utilize your services. As you can see, setting prices for independent recruiters is truly a “just right” scenario.

3. You Didn’t Conduct Market Research

Pricing your services too high or too low often stems from another mistake. Many independent recruiters don’t research their market thoroughly enough. Good market research should reveal to you the “sweet spot” for pricing.

Market research includes surveying your clients and prospects about what they’re currently paying and how satisfied they are with their services. You can also ask what they’re willing to pay or what they believe they should pay for superior service. You can also discover what your competitors are charging.

From all this information, you can begin to determine the right pricing structure for your contract services.

4. You Don’t Offer a Sliding Scale

Another common mistake is charging all clients the same fee across the board. This means your large clients pay as much as your smaller clients, even though you may end up doing more work for those larger clients.

This often ends up driving certain clients away. Smaller clients may feel they’re paying too much if they’re being charged the same as larger clients, for example.

A sliding scale can help you meet every client’s unique needs more easily. Determining the right price is easier when you build flexibility into your pricing model.

5. You Use a Flat Rate

Do you charge the same price for every service you offer? Some independent recruiters do. This is often because they’ve just started offering contract staffing services, and they’re not quite sure how to price this service versus their permanent staffing solutions.

Again, your market research can help you find the right price for all the different services you offer.

By avoiding these common mistakes, you’ll be well on your way to creating a lucrative independent recruiting business.


Topics: Independent Recruiters

Learn How to Become an Independent Recruiter

Posted by Corinne Camara


Dec 5, 2018 9:00:00 AM

Learn_How_to_Become_an_Independent_RecruiterYou’ve been working in the staffing industry for some time, and now you’re wondering about striking out on your own. Perhaps you’re still relatively new to the industry, and you’re not entirely sure which steps you should take to become an independent recruiter.

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This guide is intended for you. It will walk you through the steps you should take on the road to becoming an independent recruiter. You may find yourself already part of the way through the process, or you may discover you’re standing at the very beginning of your journey. No matter where you are along the way, the path to becoming an independent recruiter is always open.

So You Want to Become an Independent Recruiter

The very first step in becoming an independent recruiter is to decide this is the path you want to take. Many people consider it, but most never take the plunge. It becomes something of an idle fantasy.

Making up your mind will allow you to take the next steps. This is the big problem for most people. They remain undecided, so they don’t follow through with any of the subsequent steps.

Gain Experience before Going Independent

The next step for those who want to become independent recruiters is to gain relevant experience in almost all areas of the staffing industry. You might already have some of the requisite experience, especially if you’ve been working in the industry for some time.

Operating as an independent recruiter, however, will see you handling tasks beyond mere recruitment. You’ll also be responsible for administrative tasks, payroll, online marketing, and more.

If you can, learn about all of these areas and gain experience in them. Developing your skills under someone else’s guidance will serve you well.

Build Relationships with Candidates and Potential Clients

>Now you have the experience necessary, so you’ll want to focus on networking. Having a large web of potential clients and candidates will help you immensely when you do decide to go independent.

Keep in mind that you cannot “poach” clients and candidates from your current employer. Even former employers may have restrictions on who they can contact and when.

You should start networking early in your career. Be sure to network outside of your organization, and do so more intensively as you get ready to launch your own career as an independent recruiter.

Consider the Financials

Now you’re moving into the realm of possibility. The dream of becoming an independent recruiter is no longer just a dream.

You’ll want to put your new career on a rock-solid foundation, so the next thing to do is look at the financial situation. Forecast costs and determine what you’ll need as a startup. Can you work from home or will you need an office space? Will you need new office equipment or staffing agency software?

All these considerations will affect your budget. Think about what kind of financing you can supply to your new business, and then about what kind of funding you’ll need. You may need to apply for loans or other financial products to assist you in building the foundation of your new business.

Set up Your Business Operations

This is the final step in the process. Now, you’ll begin to set up your business operations. You may incorporate the business or leave it as a sole proprietorship. You’ll register for a business number, and you’ll create banking information and accounts.

You’ll also begin your marketing efforts, reaching out to potential clients and building a brand identity.

Once this begins happening, you’ve become an independent recruiter. The process can be long and arduous, but if this is truly what you want, you’ll find all challenges on the road to success conquerable.


Topics: Independent Recruiters

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.


Topics: Independent Recruiters

5 Signs It’s Time to Quit Your Job and Become an Independent Recruiter

Posted by Shannon Dowdall


Nov 5, 2018 9:00:00 AM

5_Signs_It_s_Time_to_Quit_Your_Job_and_Become_an_Independent_RecruiterWhether you’re just setting out in the staffing industry or you’ve been working for a staffing firm for some time, you might be considering branching out on your own. The idea of becoming an independent recruiter appeals to you.

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What skills are required to be a recruiter?

In addition to the technical skills of recruitment, such as knowing how to use software and social media, and in addition to understanding the job market, you’ll want to master a few skills before you strike out on your own. Time management, communication skills, negotiation skills, and people skills are must-have talents.

You might also want to work on your marketing and sales skills, along with other soft skills like problem-solving. You’ll be relying on your own know-how and talent far more when you strike out on your own.

How do you know you’re ready to go the independent route? These five signs will tell you it’s time to quit your job and take the next step.

1. You Want to Be an Independent Recruiter

This is probably the first good sign you should be considering the road to independence in the staffing industry.

Becoming an independent recruiter takes commitment and motivation. If you don’t want to become an independent, then you shouldn’t consider taking the next steps. If you’re prepared to work hard, learn new things, and build your business from the ground up, you might be ready.

Of course, wanting to become an independent isn’t necessarily enough. That’s why you should look for some of these other signs.

2. You Have a Large Network of Contacts

You might think that, once you strike out on your own, you’ll be able to keep working with certain clients. You’ll need to convince them to switch, but so long as you can convince one or two people, you’ll have a great foundation.

Keep in mind most employment contracts have non-compete clauses, which means you won’t be able to take clients with you. For that reason, you’ll want to make sure you have a large network of potential clients, which can be people you’ve never worked with but have met at conferences or been introduced to by clients.

3. You Understand the Inner Workings of an Agency

Another sign you’re ready to take the leap and become an independent recruiter is that you understand the back office side of a staffing firm. Many people believe they can successfully run their own businesses with nothing but recruiting skills.

Once you’re working on your own, you’ll need to do things like monitor compliance, seek out new candidates and clients, perform your own client safety checks, and more. Knowing where to turn to get assistance with these tasks and more is important.

4. You Understand the Job Market

If your understanding of the job market is relatively shallow, you’ll likely want to hang tight at your current job. Independent recruiters have to be attuned to trends within the job market in their area and across the country.

Right now, recruiters who understand the gig economy and the talent shortages in certain industries will have a distinct advantage over those who fail to see the opportunities and challenges created by this environment.

5. You Have the Experience

How long have you been at your current job? How long have you been working in the staffing industry? The longer you’ve been working for someone, the more likely it is you have the experience you need to make it as an independent recruiter.

If you notice any or all of these signs, it might be time to quit your job and consider the next step. Independent recruitment businesses are booming right now, and it might just be the best career move you’ll ever make.


Topics: Independent Recruiters

4 Smart Reasons to Become an Independent Recruiter

Posted by Mai Dowdie


Oct 29, 2018 9:00:00 AM

4_Smart_Reasons_to_Become_an_Independent_RecruiterThe staffing industry in Canada has been growing quickly. Employers and employees alike are realizing the benefits of flexible workforces. They’re taking full advantage of everything the gig economy has to offer.

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

Given this situation, you might wonder what the best role is in the staffing industry. Yes, you could go work for a large staffing agency. In fact, you might already be working for someone else, either at a large agency or at a smaller firm.

Have you thought about striking out on your own? There are many good reasons to become an independent recruiter. Here are a few smart reasons you’ll want to consider as you weigh your career options.

1. You Get to Be Your Own Boss When You Become an Independent Recruiter

This is the number-one reason people choose to become an independent recruiter. Instead of working for someone else, you get to be the one in charge. This means you have more leverage and decision-making power.

While being an independent recruiter has its challenges, it also means you can easily decide the business direction. If you want to specialize in a particular area or you want to take the business in another direction to better serve your clients, you can.

2. You Want to Offer the Best Possible Customer Service

Many clients have been turning to large staffing agencies because they offer the best price or access to a larger pool of job candidates. In some cases, the large agencies are better able to offer a wider array of services.

If you ask around, however, very few will claim the large agencies provide the best customer service. In fact, most clients would actually prefer to work with an independent recruiter. Independent recruiters usually work closely with their clients, and their customer service is often considered the best in the industry.

The number-one reason clients work with large agencies is due to their ability to provide more services. When they need the best candidate for the job or a permanent hire, however, most will turn to an independent.

If you love providing the best possible customer service to your clients, then the decision to become an independent recruiter could be the right move.

3. You Can Compete with Large Agencies

One of the big drawbacks to becoming an independent recruiter is the need to compete with the large staffing agencies. You may believe you can’t actually compete with them. Many independent recruiters have lost business to these agencies over the years.

That being said, clients still prefer independent recruiters, and they’d gladly work with you if you could provide the same services. The good news is that you can easily offer the same services to your client.

Working with a third party vendor for back-office and administrative support can help you offer services like fixed-term contracts to your clients.

4. Your Agency Can Grow the Way You Want

When you work for someone else, you have relatively little control over the direction of the business.

When you become an independent recruiter, you get to decide the best way to grow your business. Is it specializing? Perhaps it’s branching out and offering more services, or maybe it’s focusing more closely on providing excellent customer service to a few clients.

If you become an independent recruiter, you’ll be able to serve the staffing industry and its clients the way you see fit.

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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.

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Topics: Independent Recruiters

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