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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.

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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

How to Strike out on Your Own As an Independent Recruiter

Posted by Stacey Duggan


Oct 15, 2018 9:00:00 AM

How_to_Strike_out_on_Your_Own_As_an_Independent_RecruiterYou’ve been working in the recruitment industry for some time now, and you know the business has been growing lately. With the growth of the gig economy, there are more employers working with staffing agencies and independent recruiters than ever before.

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Maybe you’ve been working for someone in a large agency, or perhaps you’ve been under the wing of another, more experienced recruiter. At this stage of the game, however, you’re beginning to wonder about striking out on your own.

What skills are required to be a recruiter?

You’ll need good business sense, good organization skills, and plenty of people skills to be successful in this business. You’ll probably want to have some technological know-how, as well as a deep understanding of job markets, shifting employer needs, and what workers are looking for in a job.

If you think you’re ready to take the next step and become an independent recruiter, follow this process.

Establish a Client Base

If you’ve already been working for an agency or another recruitment firm, you may have some contacts to start building your client base on. Keep in mind that you don’t want to run afoul of any non-compete clauses, so if you’re leaving a recruitment job, you’ll need to be careful about bringing clients with you.

Nonetheless, the contacts you’ve made during your time working for someone else will serve you well. Be sure to keep up relationships and acquaintances. You never know who might be looking for their next great recruitment partnership.

You should also begin reaching out to new and potential clients at this stage. Creating a larger and more varied client network will help you land on your feet.

Beginning Building a Pool of Workers

The next thing you should do is begin building your pool of workers. It’s one thing to have clients, but you’ll need to be able to fill the positions your clients want filled.

To do so, you’ll need a pool of workers. You can reach out to some people you’ve worked with through other positions in the industry. You should also begin combing your own networks, such as LinkedIn and other places where you may find job candidates.

Don’t be afraid to ask for referrals. Job-seekers who have worked with you formerly may no longer be looking, but they might know someone who is.

Partner with a Back Office Provider

The administration aspect of an agency is one of the toughest for independent recruiters. This is especially true if you’re just starting out or if you offer temporary staffing services to your clients.

Relieve the burden of payroll and other administrative tasks by teaming up with a back-office provider. They can look after the paperwork while you focus on recruitment, advertisement, and more.

Create a Marketing Plan

Another thing you should do as you prepare to strike out on your own as an independent recruiter is create a marketing plan. You need to get the word out about your new business venture. Talking to the people already in your own circle is a great first step, but you need to go beyond this.

Advertising and marketing is crucial to making people aware your business exists. A great marketing plan will help you stand out in a crowded field, helping you win more clients and find more job-seekers.

Make a Budget

One final thing you should do before you strike out on your own is make a budget. How much do you expect to spend, and how much do you expect to earn? Having rough figures can help you as you set out on your journey to become an independent recruiter.

Striking out on your own can be both scary and exhilarating. With these tips, you can make the most of your transition and land on your feet.


Topics: Independent Recruiters

How to Get More Clients as an Independent Recruiter

Posted by Laura D’Andrea


Oct 3, 2018 9:00:00 AM

How_to_Get_More_Clients_as_an_Independent_RecruiterThere’s no denying the gig economy is growing in Canada and employers are looking for more flexible solutions. The recruitment industry is booming as a result, and you, as an independent recruitment professional, are poised to benefit from this.

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Some people, however, have noted a decline in the number of independent recruiters over the last few years. This has largely happened because of a shift away from permanent staffing services. Large agencies have been better able to offer contract staffing services, which has become the preference for many employers. These agencies can also offer permanent staffing solutions, which means they are your direct competitors.

As a result, independent recruiters have been noticing a reduction in the demand for their services. If you’re looking to turn things around and grow your business, however, there are ways you can get more clients.

Remind Clients of the Advantages of Working with an Independent Recruiter

The first thing you should do is appeal to your existing clients. Remind them about the advantages of working with an independent recruiter such as yourself. Large agencies may seem to provide a good solution, but in many cases, employers would rather work with independents.

The reasons for this are complex, but it often comes down to a better customer experience. When they receive more personalized service, your clients can build a valuable partnership with you.

Ask existing clients about their needs and respond to them as best you can. If you can, ask them to leave reviews or to refer you to others who may need your services.

Expand Your Service Offerings

If you want to win more clients, one of the best things you can do is expand your service offerings to better meet their needs. If your existing clients want contract staffing solutions, it might be time to add them. This may also appeal to potential customers who want to work with you but feel agency solutions might work better.

It’s easy to start offering contract staffing solutions, especially if you team up with a provider for back-office services. With the administrative tasks out of your way, you can focus on other aspects of the recruiting business.

Find Your Niche and Mine It

Many independent recruiters have a niche, specializing in certain segments of the market. If you already have a reputation for helping clients in a particular industry, then capitalize on this opportunity. There are likely others in the industry who could benefit from working with you.

Niches are necessarily limited, but a specialization can help you win more clients. As your reputation grows, more people will turn to you to provide the expertise and solutions they’re looking for.

Market Yourself

Do potential clients know your recruiting business exists? This is a problem for many independent recruiters. You want to grow your company and win more clients, but it’s very difficult to do if no one knows about the business.

Take some time and design a marketing plan. Ask your existing clients how they heard about you or where they’d look to find another recruiter. Take a look at low-cost options like social media marketing and search engine marketing.

Getting the word out about your business is key to finding more clients for your business. If you have a niche, be sure to advertise on industry-specific websites as well.

You Can Grow Your Business

As an independent recruiter, you may have wondered if the gig economy and the new realities of a flexible workforce were going to limit your ability to grow your business. Instead, you should see them as opportunities you can capitalize on.

Using these tips, you can continue to grow your business and win new clients.

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Topics: Independent Recruiters

Independent Recruiters: Is It Time to Offer Fixed Contract Services?

Posted by Anna Mastrandrea


Oct 1, 2018 9:00:00 AM

Independent_Recruiters_Is_It_Time_to_Offer_Fixed_Contract_ServicesAs an independent recruiter, you’ve no doubt been watching the growth of the gig economy and the increase in demand for flexible labour with great interest.

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It seems more and more employers are turning to outsourced solutions and increasing their reliance on recruiters when it comes to hiring. For independent recruiters, however, the picture hasn’t been as rosy. As employers increasingly employ recruiters to help them manage the recruitment and hiring processes, they’ve been turning less to independent recruiters and more to large agencies.

These large agencies tend to specialize in fixed contract services, while independent recruiters have traditionally offered permanent staffing services.

With the shift in the market, an independent recruiter like yourself is no doubt asking if it’s time to offer fixed contract services.

Why Should Independent Recruiters Offer Fixed Contract Services?

The first question you have is likely why you should consider offering fixed contract services in the first place. This would put you in direct competition with the large agencies.

There’s little doubt the demand for the services offered by an independent recruiter has diminished in recent years. In turn, many recruiters have been looking for new avenues and services to offer their clients and continue growing their businesses.

Since this shift away from permanent staffing is largely attributed to the demand for more temporary workers, a recruiter could retain their current customers and even attract new ones if they began offering fixed contract services as well.

Going Toe to Toe with Large Agencies

One of the reasons an independent recruiter may opt not to offer fixed contract services is because this puts them in direct competition with large agencies. Since the agencies specialize in this area, you may think it’s wiser to concentrate on your own area of expertise.

Many of your existing clients would like to continue working with you versus one of the large agencies. They may find your personalized service ensures better outcomes, or they may prefer the close relationship they have with you. They may even trust you more.

If you don’t offer fixed contract services, however, and they need flexible staffing solutions, they’ll be forced to turn elsewhere. By offering these services, you can give your clients more reason to stick with you.

You may not be able to truly take on the large agencies in a head-to-head battle, but many clients would opt for the advantages of working with independent recruiters.

It’s Easy to Offer Fixed Contract Services

Another thing that holds independent recruiters back from offering fixed contract services is the issue of administration.

With permanent staffing, you’re rarely responsible for payroll and other HR paperwork. The hiring client takes on all of that responsibility when they agree to bring the employee aboard in a permanent position.

With fixed contract services, things are vastly different. The recruiter is expected to adopt the administrative role. That means you’re responsible for payroll, health and safety, compliance, and other HR tasks related to the employee.

For independent recruiters, this can be a serious commitment. It may overtax your administrative resources. Luckily, it doesn’t have to be this way. In fact, it can be easy to offer fixed contract services.

Partner with a Back-Office Solutions Provider

If you want to offer fixed contract services to your clients but feel it may not be possible due to the administrative responsibility, consider teaming up with a back-end office solution provider. They can help you with the administrative side of things.

This, in turn, will allow you to focus your efforts on tasks such as recruitment, marketing, and more.

If you want to keep growing your business, it’s probably time to consider offering fixed contract solutions.

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Topics: Independent Recruiters

Independent Recruiters: 4 Smart Reasons to Offer Contract Staffing Services

Posted by Chelsea Henry


Sep 26, 2018 9:00:00 AM

Independent_Recruiters_4_Smart_Reasons_to_offer_Contract_Staffing_ServicesThe need for temporary staffing services has been growing exponentially in Canada. More and more employers are shifting away from permanent positions to more flexible arrangements. With the gig economy now in full swing, employers and workers alike are thinking short term.

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Independent recruiters are likely aware of this shift, since it affects their business. As more of your clients look to temporary and flexible staffing solutions, you may have found many of them leaving you for larger agencies. Those who remain may have fewer positions for you to fill, and new customers may be few and far between.

It might be time to start offering contract staffing services to your clients. Here are a few smart reasons to offer this service.

1. Your Clients Want This Service

Perhaps the best reason you should offer contract staffing services is that your clients are asking for it. Their staffing needs are changing, and they’re moving away from permanent placements to more flexible solutions.

If you don’t offer contract staffing solutions, your clients may start looking elsewhere. They might be going to your competition or working with large agencies. They may eventually turn to these agencies for all of their staffing needs, including any permanent positions they have.

Offering contract staffing solutions gives your clients the flexibility they need.

2. It Represents a Growing Opportunity

Another good reason to offer temporary staffing services is that it represents a growth opportunity for your business. If you don’t offer contract staffing already, you’d be adding to the services you can offer your clients.

This is a growing area. Many businesses are looking for contract staffing services. Not only will your existing clients be happy to hear you can now fulfill these needs, in addition to their permanent staffing requirements, but you may find some new clients as well.

As the gig economy continues to grow, the demand for contract staffing services will likely continue to grow apace. If you want to grow your business, adding contract staffing services is a great idea.

3. You Can Compete More Effectively

Most independent recruiters offer permanent staffing solutions for their clients. While you may think this keeps you from competing directly with large agencies offering contract staffing services, you are still competing with them at the end of the day.

This is because most large staffing agencies also offer permanent placement services. Your clients may eventually go to the larger agency with all their hiring needs.

If you want to grow your business and keep your clients, you’ll need to go toe to toe with these large agencies. While independent recruiters have several advantages for clients, offering the same or similar services as your competitors can make your business more appealing to prospective clients.

4. It’s Easy to Do

Another great reason to offer temporary staffing services to your clients is that it’s relatively easy to do. You’ll want to review the legal requirements and ensure you have all of the documentation in place before you begin offering this service, but you can do it effectively.

Some of the most time-consuming and intensive parts of shifting to contract staffing services can be the back-end tasks and administration. With contract staffing, you may be responsible for tasks you didn’t previously handle, such as payroll administration, employee classification, and more.

This is what holds most independent recruiters back from offering these services. With the right back-end office solution, however, you can easily look after these additional tasks. Take advantage of a service provider’s existing infrastructure, and begin offering your clients great contract staffing services today.

Offering contract staffing solutions is a smart move for so many reasons. With the right help and support from a back office services provider, you can begin competing more effectively and offer your clients better service than ever before.

Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Independent Recruiters

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