The Staffing Edge Blog

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3 Questions Every Staffing Firm Has about Workforce Compliance

Posted by Mai Dowdie

|

Jan 22, 2018 9:00:00 AM

3_Questions_Every_Staffing_Firm_Has_about_Workforce_Compliance.jpgThere are so many different facets of workforce compliance that it may be difficult for you to fully understand it. Don’t worry, you’re not alone. While you can read up on how your staffing agency can approach these tricky legal matters, you’re likely to still be left with questions.

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To help you, we’ve answered three of the most common questions associated with workforce compliance.


1. What’s the Difference between a Contractor and an Employee?

Misclassification is a major workforce compliance issue in the staffing industry with serious consequences. Some Canadian companies will try to avoid paying payroll taxes, CPP premiums and EI contributions by misclassifying employees as independent contractors.

Employees are not only covered by federal and provincial labour laws but are hired through a different process than an independent contractor—usually an application and job offer versus a proposal, respectively. Independent contractors have complete control over when and where their work is done, as long as it is completed by a previously decided-upon date.

Money is another area where employees and independent contractor differ, as employees are paid hourly or salaried and independent contractors are paid on a set contract amount after workload completion. This payment is received by an independent contractor after an invoice is issued, unlike an employee who is paid for regular pay periods.


2. What Do I Need to Know about the WSIB?

In 2015, the WSIB issued over $2.5 billion to just under 230,000 workers. For temporary employees, their benefits rely on the services of a staffing agency. Staffing agencies need to ensure that the proper paperwork is filed for placed employees and the proper training is provided to avoid any and all preventable workplace accidents.

What you as a staffing agency need to do to abide by WSIB workforce compliance:

  1. Client compliance is essential before you begin placing candidates. If you don’t ensure this compliance, you could be responsible if candidates are injured on the job and you didn’t take the necessary precautions to prevent it. Ask questions and check to make sure your clients are following proper workplace procedures and providing employees with orientation and safety training.
  2. Ensure both your clients and your placed candidates have thoroughly agreed upon the worker’s workplace responsibilities. This can be achieved by having your candidates read through and sign the company rules as well as the workplace harassment and health and safety policies.

3. Are There Back Office Solutions Available for My Staffing Firm to Comply with Workforce Standards?

If you’re unfamiliar with workforce compliance, you don’t need to stress. There are options available to your company that can assist you in complying with all Canadian regulations. A reputable back office solutions provider will have previously established relationships with Canadian Workplace Safety Boards and years of experience complying with government standards.

You can also benefit from a worker classification system from a back office solutions provider. This will guarantee that you properly classify your temporary candidates every time, avoiding any legal non-compliance.

Lastly, you can purchase low-cost insurance through a back office solutions provider. Not only does this benefit your company but also your workers, making your agency a desirable option for high-quality candidates.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

Top 5 Challenges Faced by Staffing Firms in 2018

Posted by Corinne Camara

|

Jan 19, 2018 9:00:00 AM

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

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


1. Keeping up with Legislation

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

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


2. Fewer Available Candidates

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

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

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


3. Competition for Talent

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

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


4. Picking up the Pace

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


5. Digital Expansion

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

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


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

9 Challenges Facing Staffing Agencies in Canada

Posted by Stacey Duggan

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Jan 17, 2018 9:00:00 AM

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

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1. Legal Compliance

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

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


2. Baby Boomer vs. Millennial Hiring Practices

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

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


3. Recruiting Recruiters

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

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


4. Applicant Organization

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

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


5. Quick Turnaround Time

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

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


6. Competition

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


7. Demanding Clients

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

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


8. Dishonest Applicants

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


9. Too Much on the Go

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


Starting a Staffing Agency

Topics: Staffing Agency

The Complete Guide to Growing Your Staffing Agency in 2018

Posted by Karen McMullen

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Jan 12, 2018 9:00:00 AM

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

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


Upgrade Your Technology

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

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


Hire Superstar Recruiters

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

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


Stay Focused

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

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


Network

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

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


Leverage Analytics

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

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


Outsource

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


Unlock a Lucrative Revenue  Stream With Contract Staffing

Topics: Staffing Agency

3 Reasons Your Staffing Agency Is Losing Clients

Posted by Karen McMullen

|

Dec 27, 2017 9:00:00 AM

3_Reasons_Your_Staffing_Agency_is_Losing_Clients.jpgA staffing agency often has an easier time finding clients than it does retaining them. If this scenario sounds similar to what your agency is currently experiencing, it’s time to review your agency’s infrastructure and best practices.

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Your talented roster of candidates and unique online marketing campaigns will count for nothing if your staffing agency keeps steadily losing its clients. Why aren’t your clients staying loyal to your firm? It might be because of one of these three reasons.


1. Poor Customer Service

It goes without saying that your customer service should be top notch all year round. Your clients aren’t just looking for a quick solution to their recruitment issues, they want their job orders to be filled meticulously. If you find that your staffing agency has been emphasizing speed and quantity of placements over the quality of those placements, you need to re-evaluate your customer relationship management.

One of the major things your clients are looking for when hiring your agency is an ongoing partnership. The gig economy has changed the nature of hiring for many companies, meaning that clients want an agency they can rely on long-term to provide a steady stream of talent. If these clients realize your agency is more focused on closing sales than helping them achieve long-term security, they’ll move on to the next agency.


2. Poor Communication

Although this is part of what defines your customer service as poor or excellent, it bears discussing on its own because communication is what ensures high performance. Excellent communication enables you to connect with clients both professionally and personally.

Clients who feel that your communication is too infrequent or too disinterested will leave your agency because it’s a signal to them that you aren’t making the effort to learn about their recruitment wants and needs. In other words, if your agency has poor communication, it can be an indicator to clients that you won’t provide the culturally fit candidates they’re asking for.

Your agency should make an effort to keep engaged with its clients. Some effective strategies for keeping the lines of communication open and strong are:

- Creating timelines for each placement

- Setting alerts for each timeline so that you can contact them periodically for progress reports

- Staying in contact regarding necessary paperwork and information your recruiters will need to make effective placements

- Having both phone and e-mail correspondence, as well as in-person meetings. Face-to-face meetings have particular benefits, like focused engagement and a sense of personal connection that builds trust throughout the placement process.


3. Poor Administration

This last reason for losing clients is perhaps the most important. Without a proper back office infrastructure for implementing your hiring process, your efficiency will be affected in every capacity. If you don’t have an effective system in place for facilitating job orders, with all the paperwork, invoicing, and applicant tracking that’s required, your performance will plummet.

Clients will notice when your agency appears to be playing a game of catch up to place the talent they need. They’ll also notice if your candidates are unhappy because of late payments and a lack of attention to their rights and their needs. They won’t stand for paperwork being lost. There won’t be a chance to improve the lines of communication because they’ll leave as soon as they notice your agency is at risk of non-compliance.

That’s why your agency should outsource its administration so your core business won’t suffer. Having access to software designed to strengthen your back office and experts who know Canadian administration inside and out will empower your agency to offer clients the best service.

Keep these three reasons in mind whenever you’re looking to improve your staffing agency’s retention rates.


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

Why Staffing Companies Need Up-to-Date Technologies

Posted by Laura D’Andrea

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Dec 25, 2017 9:00:00 AM

Why_Staffing_Companies_Need_Up_to_Date_Technologies.jpgTechnology can either make or break staffing companies. As the tech industry continues to progress, the staffing industry can reap the benefits of the latest and greatest new developments. Do you know what technology you need to become an industry leader? If not, you won’t want to miss out on these game-changing technologies in the staffing industry.

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Client Relationship Management

One thing many staffing companies lack is exceptional customer service. A client relationship management system is one of the best ways you can personalize your relationships with both your clients and your applicants. By saving previous communications and profiles, your recruiters will be able to provide each client with the personalized service they deserve.

This will leave your employees feeling more equipped to deal with clients instead of feeling like they’ve been thrown into the deep end.

With this type of personalized service, you’re also more likely to create return clients and candidates, which yields a higher revenue for your company. It’s a win-win.


Applicant Tracking System

As a staffing agency, you want your turnaround time to be as quick and efficient as possible. An applicant tracking system will help you store contact information, resumes, and more about each applicant.

This way, when you’re searching for someone to fill a position, you have access to all the information you need right at your fingertips. This allows you to dedicate less time to searching and more time to placing candidates, reducing the time needed to fill each position.

In doing so, you’ll also be able to boost your company’s productivity. With an easily navigable database, you’ll create a pipeline for future placements, saving you even more time later down the line. Who doesn’t want that?


Get the Best of Both Worlds

Now that you understand why client relationship management and applicant tracking programs are essential for staffing companies, there’s an easy way to reap the benefits from both these programs without forking over handfuls of cash on two separate systems.

Instead, modern programs like Stafftrak allow you to combine these two platforms to give you the ultimate user experience. Don’t waste your time learning how to navigate multiple systems when you can benefit from only one user-friendly tool. It’s that easy.


Financial Reporting System

You’re already juggling clients, applicants, internal meetings, and many other tasks; the last thing you need is to be stressing over financial reporting as well. Companies that enlist out-of-date financial reporting (or none at all) have to worry about paying bills, creating invoices, processing payroll, and so much more. When you have a financial reporting system that takes care of all that for you, things are much easier.

Missing out on important financial obligations like taxes or payroll can have serious legal consequences. Making sure you have a system that can keep up with your needs and help you abide by all employment laws is essential.


Digital Marketing

There are many different online marketing platforms and technologies that can greatly improve the lives of recruiters. First and foremost, social media presence is an absolute necessity in today’s tech age. Your clients and candidates will be scoping you out on social media before partnering with you. This is your chance to make a great first impression and establish yourself as an industry leader.

Additionally, LinkedIn is essential for those looking to expand their candidate pool to find people with specific job experience or skills.

Digital advertisements are also a great way for you to get in front of the companies and candidates you want to attract. By choosing specific criteria for people you want your ads to appear in front of, you’re maximizing your reach while also targeting people who may benefit from your recruiting efforts. A marketing platform can help you do all of these things and more.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Agency

Top 7 Challenges Faced by Staffing Firms and How to Solve Them

Posted by Mai Dowdie

|

Dec 20, 2017 9:00:00 AM

Top-7-Challenges-Faced-by-Staffing-Firms-and-How-to-Solve-Them---compressor.jpgOver the past ten years, the number of temp agencies in Ontario has increased by 20 percent. As such, more and more people are getting involved in the recruitment industry.

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With new opportunity also comes new challenges and obstacles. There are many challenges faced by staffing firms on a daily basis that can hinder and negatively impact business. It’s important to be aware of the various challenges faced by staffing firms and how to effectively solve them.

1. Not Pinpointing a Niche

What makes your staffing agency special? If you don’t instantly know the answer, this is a sign that your company isn’t pinpointing a specific enough niche. There are hundreds of other staffing firms out there; you need a value proposition that will have clients flocking to your doorstep.

Consider your company’s strengths and weaknesses to help you choose which niche is best for you—where does your expertise lie?

2. A Disregard for Effective Compliance

Keeping up to date on new legislation is one of the most difficult challenges faced by staffing firms. The legal landscape is constantly changing, and it can be overwhelming to try and keep up, let alone master the changes.

If you’re struggling to stay in the know, getting in contact with a compliance expert can benefit your agency.

3. Technological Ignorance

The technology your staffing firm uses can either make or break your company. With so many different options and functions available, you need to be aware of the programs that can help you keep up with your competition in the industry.

Things like social and mobile recruiting are essential when communicating with your clients and candidates, and back-end solutions are crucial for smooth operations. Don’t fall behind—keep up with the latest tech advancements in the staffing industry.

4. Clients Who Don’t Pay Up

The last thing you want is to be stuck with a client who doesn’t pay up. It’s detrimental to business. To avoid this, it’s essential to run credit checks on any and all clients, and diligently examine your client’s credit terms. If you’re still having a problem with non-paying clients, consider implementing further collections processes to ensure prompt payment.

5. Sub-Par Customer Service

Working in the staffing industry, you deal with other people day in and day out. When the success of your business is dependent on how well you manage others, it’s essential for your customer service representatives to be helpful and genuine.

Consider investing in additional customer service training if you believe your employees can benefit from improving their people skills.

6. Inefficiency

How quickly you place candidates is essential in the staffing industry. If your clients are coming to you for a temporary, contract, or full-time worker, it means they need them now. Because of this, you need to be able to find the right person in the least amount of time.

An applicant tracking system can help you keep your candidate pool organized so you are able to sort through and find the perfect candidate for every job quickly and efficiently.

7. Dry Client/Candidate Pool

Have you run out of ways to attract new candidates and clients? A digital presence is one of the easiest ways to solve one of the many challenges faced by staffing firms. Social media has become essential in online recruiting, meaning you will need to make your presence known on the world wide web. If you’re not already on LinkedIn, it may be one of the most useful assets to your company’s recruiting efforts.

Investing in digital marketing will also help get your brand in front of more people. With targeted reach, you can reach exactly who you want, when you want.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

What Do Companies Look for in a Recruiting Agency?

Posted by Corinne Camara

|

Dec 18, 2017 9:00:00 AM

What Do Companies Look for in a Recruiting Agency--.jpgWe’re often so focused on improving our recruiting agencies based off what our successful peers are doing in the industry, that we forget to look at things from our clients’ perspective. How will you know if you’re providing optimal customer service, after all, if you’re not aware of your prospects’ buying signals?

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The key to growing your client base isn’t just about being able to fill positions at companies, your process, customer service, and expertise matter too. Delivering a uniquely dedicated hiring service will both attract new clients and keep them loyal to your brand.

If you want to know what aspects of your recruiting agency’s brand are the most magnetic to potential clients, keep reading.

Deep Knowledge of the Staffing Industry

Clients are looking for a recruiting agency that’s passionate and well-informed about the latest staffing industry trends. Any old staffing firm can place candidates for clients, but only an agency that’s a leader in the industry due to its deep knowledge will consistently attract new clients. 

Clients aren’t just looking to fill positions, they want candidates who are skilled and are guaranteed to be culturally fit for their roles. These clients are also aware that only recruiting agencies with a broad range of hiring strategies, such as online marketing and mobile recruiting, have a chance to source coveted passive candidates. 

Having a specialized niche also helps. Not only will you have expertise in staffing but in a particular industry as well. You’ll become an expert when you focus on one industry or type of talent, which, in turn, will increase the likelihood that you’ll have repeat clients who are willing to refer your agency too.

A Thorough Job Order Process

Even at the earliest stages of a job order, thorough client relationship management is key for many serious-minded clients. They want to know you’re not just talking the big talk when it comes to the hiring process. Is your front office organized enough that your ability to search and match candidates from your database is swift and efficient? Is your back office organized enough to ensure no pieces of the puzzle fall by the wayside? Having the right technology helps. 

You’re going to have clients who approach you during busy seasons and slow seasons. Both will have demanding job orders for you that require specific talent, sometimes with short notice. If you can prove to these clients that you’re up to the task of providing them with the right candidates within the right time frame, you’ll be assured loyal clients.   

Leave no detail of a job order to chance. Whether it’s invoicing and payroll, paperwork, or ongoing communication with clients, you need to ensure your customer service is second to none. Many agencies are outsourcing their back office admin to experts who can implement proprietary software, because they don’t want to leave anything to chance.

Commitment to an Ongoing Relationship

Even if your recruiting agency is focused on temp staffing, you should treat your clients as partners that you’re committed to sourcing the best talent for. It’s a huge warning flag to potential clients if your agency is only focused on making placements and then moving on. This behaviour signals to clients that your agency prioritizes quantity over quality and doesn’t care about the clients’ goals.

The best recruitment agencies have repeat clients that they’re always in contact with and whom they are always finding new sources of talent for. It’s in your agency’s best interest to treat all clients as VIPs.

The three qualities discussed in this blog will help you build your client base. The agencies that can compete with the big staffing firms are those that understand that the staffing industry is complex and people-driven.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

Staffing Agencies Should Note These 7 Important Recruitment Strategies

Posted by Ray Gonder

|

Dec 15, 2017 9:00:00 AM

Staffing Agencies Should Note These 7 Important Recruitment Strategies--.jpgMany staffing agencies in the industry are stretching themselves thin when it comes to generating sales, often with only a few clients making up the bulk of their placements. While this might be a good starting place for newer agencies, it’s not a strategy that will hold its own during a recession. And should your agency fall into a rut of inconsistent sales, it could be difficult to recover from.

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Staffing agencies must always focus on continuously growing their client base and their sales volume by extension. If you are the owner of a permanent staffing agency, for instance, you should have 10 principal accounts. As well, you’ll want a stable 20 more accounts for back-up. Temp staffing agencies must ensure they’re billing around 75 clients monthly or at least about 40 clients (if you’re dealing in high-level contracting).

One key way you can start improving your attraction rates is by spending time targeting your agency’s niche. Once you know that, it’s just a matter of paying attention to the following seven significant recruitment strategies.

1. Target Your Agency’s 50 Best Prospects

Staffing agencies that are experts in their niches are the most successful because they know what their prospective clients’ needs are. Do research into 50 companies in your agency’s niche and their competition, as well as the current state of their industry. You should have a clear picture of what staffing solutions your agency can provide when you engage with your prospects.

2. Customize Alerts for Your Prospects

Effective client relationship management (CRM), even for prospective clients, is important. You should have alerts set up in Google or through software that includes CRM features. Such alerts will keep you on track with prospective client updates and their hiring triggers as they arise.

3. Have a Solid Follow-Up Process

To hook your prospective clients, you’re going to have to do some legwork marketing-wise. It will take several contacts with your clients for you to make an impression with them, so you should develop a strong follow-up process.

Of the 50 companies you targeted, select the top 20 and contact them at least six times within the first nine weeks of engaging with them. The frequent contact will build recognition so that when you approach them with a presentation, they’ll be more receptive to it.

4. Target 10 More Companies Each Quarter

To successfully reach out and contact each of your targeted 50 prospects, you need to be persistent. Even after a few months have passed, you must follow up with your clients and let them know you’re dedicated to being their staffing solution.

Be vigilant about researching each new client’s needs and don’t be discouraged by objections. Often, when clients object, they are providing staffing agencies with buying signals for what they truly want.

5. Get Referred Business

Have knowledge of influential people in your niche who could help you generate more leads. This strategy is simple on the surface but very effective if you are specific to your niche and make personal contact with your peers.

Clients earned through referrals strengthen your employer brand considerably as well.

6. Attract More New Clients with a Client Referral Program

A well-designed client referral program can help generate sales. If you’re meticulous about how you implement such a program, as much as half of your new clients will be generated from it.  

Some significant points to remember for successful client referral programs: have a theme, have someone in charge of it, and continually monitor and adjust results. You should also highlight those employees who have generated the most referrals to encourage healthy competition.

7. Make Personal Contact a Priority

Although online marketing and marketing automation are very important, so is keeping a human touch in your staffing business. Make every third contact with your prospective clients a conversation, and personalize your relationships. Direct contact differentiates your agency from your competitors in a critical way: It shows your passion to know and help your clients.

These seven recruitment strategies form a framework that will keep your staffing agency growing sustainably.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

How a MOL Blitz Can Affect Your Staffing Firm

Posted by Laura D’Andrea

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Dec 1, 2017 9:00:00 AM

How a MOL Blitz Can Affect Your Staffing Firm--.jpg

The Ministry of Labour conducts workplace inspection blitzes throughout the year as part of the “Safe at Work Ontario” compliance strategy, which according to Workplace Safety & Prevention Services is, “designed to raise awareness and increase compliance with health and safety legislation.” What do these MOL blitzes mean for your staffing firm and how can you be prepared for when they visit you?

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What Is a Ministry of Labour Blitz?

MOL blitzes focus on sector-specific hazards and concern a wide range of programs. From basic employment standards to health and safety requirements, MOL blitzes seek to protect workers’ rights under both the Occupational Health and Safety Act and the Employment Standards Act, and enhance employers' awareness of their responsibilities. The focus of MOL blitzes and initiatives are announced ahead of time, but individual workplaces are not identified in advance nor are they given notice.

Health and safety in the workplace is addressed by MOL blitzes and initiatives that aim to raise awareness of workplace hazards. This includes issues such as falls, slips, and trips and, notably, new and young workers. If your client has recently staffed summer students or season workers, they may be subject to an MOL blitz where inspectors will be looking for adequate training, orientation and supervision, and safety measures and procedures within the workplace.

MOL blitzes and initiatives also check that employers across the province are upholding employment standards. Inspections may occur regarding issues such as: minimum wage rates, work hours, overtime, holiday pay, and statutory holidays. As the number of people working rises, it is important to fairly and accurately compensate staff within the workplace for the work they do. As a staffing firm, it is paramount to make sure that the quality of employment of your clients and staff are protected.

What Does This Mean?

MOL blitzes target workplace hazards that can lead to high-cost injury claims that have severe ramifications for both the workplace and your staffing firm. Any claims that result from injuries that cause fatalities or long-term and/or chronic disabilities are passed along to employers in the form of higher WSIB assessments, insurance premiums, lost time, and lower productivity. Moreover, as a staffing firm, placing staff into a potentially unsafe work environment reflects badly on your clients and on your business.

What Can You Do?

As a successful staffing firm, you need to ensure that client’s workplaces are not only safe and properly documented, but that the temporary workers you manage know their rights, have the proper qualifications, and have signed the appropriate documentation. Workers must be aware of the duties of their position, so they don’t take on more than they are qualified for, and know that they have the right to refuse unsafe work.

Ignorance is not an excuse and being proactive and seeking help from the professionals is the best way to be ready for a MOL blitz. Identify the potential hazards in your client’s workplace yourself and establish a plan for how to approach any injury or illness. Having a well-documented health and safety program visibly in place is essential to safeguarding both your client and your staffing firm. Find out what exactly needs to be done to ensure compliance before the inspector arrives and considering performing a spontaneous audit on the workplace yourself.

If the workplace is targeted for a MOL blitz, work with the inspector and comply in correcting any deficiencies identified by the MOL inspector. Workplaces must allow the MOL inspector into the workplace and during the blitz campaign, inspectors have been instructed to take a zero-tolerance approach, meaning that if a workplace is found to be non-compliant, the MOL will prosecute in some way. This may extend to both your client’s workplace and your staffing business, too.

Make sure your staffing firm is prepared for the 2017-2018 Ministry of Labour blitzes.

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