The Staffing Edge Blog

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

7 Ways Staffing Firms Can Better Compete Against Job Boards

Posted by Stacey Duggan

|

Feb 13, 2019 9:00:00 AM

7_Ways_Staffing_Firms_Can_Better_Compete_Against_Job_BoardsThe latest figures show job boards are as popular with job seekers as ever. For many staffing firms, this presents a problem. How can you effectively compete with giant job boards like Indeed and Monster?

Download "How Small Firms Can Compete with the Top Staffing Agencies" Whitepaper

This is especially the case as Indeed recently announced it would stop providing free traffic to staffing firms. This disrupts the industry standards, which saw job boards and staffing agencies work in tandem over the last 15 years or so.

As Indeed and other job boards slam the door on this long-lived cooperative stance, what can you do to improve your ability to compete? Here are a few ideas to get you started.


1. Staffing Firms Can Still Pay to Play

The first thing to do is realize that Indeed hasn’t said they won’t provide candidate traffic to staffing firms. They simply want a fee for the service, as do many other job boards.

Evaluate your current traffic. If a significant portion of it comes from job boards that are now demanding a fee, it might be worth paying for the service. If your traffic from them is low, you should shift your focus anyway. There are other, more lucrative opportunities for your staffing agency out there.


2. Make the Most of Social

A free alternative to job boards is social media. If you’re not already using your Twitter and Facebook accounts to reach candidates, you should put some effort behind this option in 2019.

Staffing firms can also take the budget they might otherwise allocate to job boards and put it into social media advertising. For example, you can post jobs freely on LinkedIn and Facebook, and then support those postings with ads on both social networks.


3. Adopt Inbound Strategies for Recruiting

You’ve likely heard about inbound marketing, which draws prospective clients to you. In fact, you might already be using it to help build your client base.

You can also successfully use inbound strategies to improve your recruitment process and draw in more candidates. Think about creating a content strategy to draw job seekers to your website and encourage them to apply. Can you offer them tips or how-to videos on improving their resumes? Think about how your expertise can assist job seekers, and then answer their questions.


4. Check Your Recruiting Funnel

Job boards aren’t driving all of your applications, even if they do provide a significant portion of traffic. A bigger problem may be your own recruitment funnel, which could be leaking potential candidates.

Check your funnel so you can convert more visitors to your website and job board. Make sure your website is responsive and mobile friendly, and streamline your application portal to simplify the process.

You can even add a chat feature to answer questions and engage job seekers before they apply. In short, make it easy for people to apply through your own website and you’ll see this traffic source increase.


5. Try Different Advertising Avenues

The big job boards aren’t the only places staffing firms can advertise jobs. If you’re not varying your advertising efforts already, it’s time to start.

Social media advertising is one option that was already mentioned. You can also try search engine marketing and SEO. There are also job aggregators and even talent community websites. Target some of these additional avenues, and watch your traffic sources shift.


6. Focus on the Candidate Experience

Another thing you can do is put more emphasis on the candidate experience. Word of mouth is still an important marketing tactic, and the best way to control it is to ensure each person who applies has a great experience with you.


7. Leverage Technology

Are you using an applicant tracking system? If so, make sure you mine it for candidates before you start advertising. The perfect person may be hiding right under your nose.

With these tips in hand, you can prepare to go toe-to-toe with the biggest job boards.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

How to Sell Your Staffing Agency

Posted by Anna Mastrandrea

|

Jan 28, 2019 9:00:00 AM

How_to_Sell_Your_Staffing_AgencyYou’ve spent years building up your staffing agency. Year after year, you’ve been building the value of your agency.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

Now you’re planning to retire or you’re ready to make your next foray in business. Maybe this was always part of the plan, or perhaps the move has been prompted by changing life circumstances. Maybe it just seems like a good time to get out and try your hand at something new.

So how do you cash in on the business you’ve built? Selling your agency might sound like a difficult task, but it’s easier than you think.


Calculate Your Staffing Agency’s Value

The first thing to do if you’re planning to sell your staffing firm is to value the business. This is similar to any other business, so you shouldn’t have too much trouble finding a formula or someone to assist you with the valuation.

You’ll need to know the business’s gross and net revenue, as well as the value of assets, such as your website or your office building if you own it. You’ll also need to factor in liabilities and debts, as well as overheads.

Next, you might want to factor in the growth of the business as well, especially in an industry like staffing. The industry has been growing steadily over the past few years, so there’s the promise of increasing returns for any potential buyer.

It is better to have a third party evaluate your business before a sale. This can help you hit the market with a realistic price attached. It also helps to be able to back up your numbers from a neutral third party. Buyers may otherwise feel your numbers are inflated or try to offer you a low price compared to your agency’s value.


Start the Search for a Buyer

When you’re planning to sell your business, you want to be sure you’ve found the right buyer. This isn’t always the person or group that will pay top dollar.

Look for buyers who have staffing industry knowledge, as well as those who are interested in keeping the business running. Buyers without knowledge might not be good for the business. Other buyers may have plans to maximize their value and then cash out, leaving the business in shambles.

If there are several interested buyers, you can usually command a higher price. You can also ask for incentive-based increases. Since the buying process can take time, this structured agreement locks the buyer into a higher price if you hit certain performance goals during the process.


Check the Legal Fine Print

You’ll want to engage a lawyer when you decide to sell your staffing agency. Agreements can be tricky to negotiate. You want to be sure you’re selling the business for fair market value. You also want to be sure the agreement doesn’t allow the buyer to skip out at the last minute.

If you have partners or shareholders, you’ll also need to be sure the sales agreement doesn’t impact them or any agreements you have with them in a negative way.


Plan Ahead

A last-minute sale is sometimes unavoidable. You may receive life-altering news and need to sell the business quickly.

For the most part, however, selling your staffing agency should be a long-term plan. If you want to sell your agency, you should be planning to do so in three to five years from the time you start planning.

This gives you a chance to build the value of the business so you can get an optimal price. Take steps like diversifying your client base and motivating your internal team to deliver results. When the time comes, you can command a higher price for a well-run and growing staffing agency.


running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Staffing Agency

5 Tips to Get Your Clients to Pay Sooner for Staffing Services

Posted by Ray Gonder

|

Jan 16, 2019 9:00:00 AM

5_Tips_to_Get_Your_Clients_to_Pay_Sooner_for_Staffing_Services-1Cash flow is often a concern for those involved in the staffing industry. You require liquid funds to administer payroll on a regular basis. You also have other expenses to worry about, such as the rent for your office space and the bill for your staffing services website.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

One of the most common issues with cash flow is the payment of invoices. You bill your clients, then wait 30, 60, or even 90 days for them to settle their bill. In the meantime, you need to keep administering payroll and paying your bills. The picture can become even bleaker if clients are late paying their invoices.

These tips can help you change the story at your staffing agency. Use some or all of them to encourage your clients to pay their invoices sooner and keep the cash flowing through your agency.


1. Offer a Discount for Paying for Staffing Services Early

This may sound counterintuitive to you, especially if you spent a good deal of time working out your price points. Offering a discount just may not seem to be in the cards because you have to maintain optimal profit margins.

Nonetheless, this can be a great technique for encouraging your clients to pay invoices sooner. A small discount may encourage them to pay early, so they can save a little bit extra. This keeps the cash flowing through your agency. It keeps your clients happy too.


2. Adopt a Penalty to Discourage Late Payment

Offering a discount for paying staffing services invoices early is a “carrot.” You can also adopt a “stick” method and enforce a penalty for late payment. This discourages your clients from paying late since they’ll end up paying more.

Be sure to communicate the penalty clearly, and be sure to enforce it when someone is late. Many companies communicate a late-payment policy, but they don’t enforce it.


3. Collect a Down Payment from New Clients

Before you provide staffing services to new clients, ask them to put a deposit on their account. This can help you manage your cash flow more readily, and it also secures you in case the new client pays late or doesn’t pay at all.

You might also create a policy that allows clients to get their deposit back after a certain amount of time. This can encourage your clients to pay you on time whenever they have an invoice.


4. Create Payment Plans for Trusted Clients

Some clients may not be able to pay you in full every month. In that case, create a payment plan for them to ease their payments. This can help keep cash flowing and ensure that your clients are paying you on a regular basis.

The details of the payment plan can also include terms about making early payments, which can encourage clients to pay if they happen to have some extra cash.


5. Communicate about When Payments Are Due

One of the simplest things to do is send reminders to your clients. If your invoices are due 30 days after receipt, send out a payment reminder three weeks after the invoice goes out. Your clients are busy, and the invoice may have slipped their minds. The reminder might get them to pay the invoice sooner.

Also be sure to tell your clients about the different ways to pay for their staffing services. Offering them alternative payment methods, such as credit cards, can mean you see payment sooner rather than later.

There are many ways to encourage your clients to pay their invoices sooner. Try out some of these techniques and see the difference it makes in when you’re paid for staffing services.


7-questions-independent-recruiters-need-to-ask-before-placing-their-first-contract-roles

Topics: Staffing Agency

5 Client Retention Strategies for Staffing Agencies

Posted by Karen McMullen

|

Jan 7, 2019 9:00:00 AM

5_Client_Retention_Strategies_for_Staffing_AgenciesCompetition in the staffing industry is heating up. As the industry continues its steady growth, more people have become aware of the opportunities in this area. The result has been a growing number of staffing agencies offering a growing number of services.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

The good news is the number of clients has also been on the rise. More companies are looking for workforce flexibility, which includes increased requests for temporary and contract workers. Many companies are also turning the process of finding permanent employees over to the staffing firms they work with to find other types of workers.

The question for many staffing agency owners is how to keep clients once they bring them on board. It’s five times more cost effective to keep an existing customer than it is to try to gain a new one. Once you’ve brought someone on as a client, you don’t want them to leave for another agency.

Try one or more of these client retention strategies. Your customers will likely be happier and stick around longer.


1. Staffing Agencies Must Focus on Good Customer Service

At the end of the day, a staffing agency is reliant on its clients. You want your clients to be happy with the services you provide, which means you must provide top-notch customer service.

While your primary goal is placing the right job candidates with the right clients to fill roles, customer service goes beyond this. Ask your clients for their feedback. Check in with them often. If there’s an issue, respond to it promptly.

Providing stellar customer service is the easiest way to keep clients happy and coming back for more.


2. Expand Your Service Offerings

Have you talked to your clients about their staffing needs lately? Someone who came to you looking for temporary staffing services may be looking to make more permanent hires. Others might be interested in contract staffing.

You could also offer other services if your clients demand them. By expanding your menu of offerings, you can keep your clients satisfied. In turn, they will be less likely to go looking for those same services elsewhere.


3. Reward Loyalty

Businesses often focus on getting new customers to sign up, sometimes at the risk of neglecting their existing clients. Think about bank adverts enticing new customers with iPads or free cash in their new accounts. What are their existing customers getting for sticking with them?

Staffing agencies should take the opposite approach. Remember, it’s more costeffective to keep a customer than to get a new one, so reward client loyalty. If someone has been with you for a while, why not send them a gift card and a thank-you note? You might consider offering a discount or another type of reward.

This helps your clients see value in sticking with you instead of setting out for greener pastures.


4. Become More Collaborative

You may believe your clients came to you because they wanted a “hands-off” approach to hiring. At the end of the day, however, they still have some say over who works for them. They’ll decide who’s the right fit and who isn’t.

By becoming more collaborative, staffing agencies can create a more inclusive hiring process for clients. This can eliminate poor hires for the client. It also helps them feel as though you’re responding to their needs, and that you really do care about helping them succeed in hiring.


5. Get the Right Candidates

This is easier said than done. Staffing agencies put quite a bit of emphasis on finding the right candidates to meet their clients’ hiring needs, so you may believe you’re already doing this.

Your clients may think otherwise. If some of your candidates haven’t been the right fit, your client may seek services elsewhere Listen to their feedback and refine your candidate search and hiring process. Your clients will believe their needs are being better served when you show you can bring in the right people every time.


running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Staffing Agency

How the Wrong Funding Option Could Be Costing You Money

Posted by Chelsea Henry

|

Jan 2, 2019 9:00:00 AM

How_the_Wrong_Funding_Option_Could_Be_Costing_You_MoneyEnsuring you have the right funding is crucial to keeping your operations afloat. This is especially true for a staffing agency owner. Whether you’re just starting out or you’re in the middle of expanding your business, the right funding options will keep the cash flowing and your business growing.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

The wrong funding option, on the other hand, could be costing you money, in addition to causing other problems within the business. Here’s how.


The Wrong Funding Adds to Your Bills

If you opt to take out a bank loan, you could actually end up adding to your bills without giving your business the liquidity it truly needs. A loan may seem like a great idea at first, but it deposits a lump sum into your account. Once the money is used, you’re on the hook for paying it back with interest.

This isn’t a long-term solution for a business trying to improve cash flow. Instead, the loan injects cash into your business on a one-time basis and then becomes yet another financial burden for you to manage month to month.


Interest and Debt Pile Up

It should be obvious how a loan can add strain to your finances, particularly if your cash flow is upside down. In the staffing industry, this scenario is all too common.

Once the cash is gone, you have a debt to pay, coupled with mounting interest payments. If your cash flow is uneven, you may find yourself torn between paying the interest on the debt or funding payroll. You might even be tempted to take on more debt to meet all of your financial obligations.

This could mean the financial situation within your business becomes worse instead of getting better, even with the additional funding.


There Are Other Funding Options

Many business owners choose bank loans because they believe this is the only option for them. This isn’t true.

You have plenty of options as a staffing agency owner. A bank loan might be just one of many options available to you, and in many cases, it may not be the right option for your business.

Explore other options to find the right funding for your business.


Are You Getting the Right Funding?

If you’re not sure you’ve picked the right funding option for your staffing agency, you can talk to the experts. They’ve helped many other businesses like yours, and they know what options are available.


how-tse_s-back-office-support-helped-a-staffing-agency-expand-nationally

Topics: Staffing Agency

5 Tips for Pricing Your Services as a Startup Staffing Agency

Posted by Karen McMullen

|

Dec 31, 2018 9:00:00 AM

5_Tips_for_Pricing_Your_Services_as_a_Startup_Staffing_AgencyStarting your very own staffing agency is both an exciting task and an exhausting one. You’ll need to make decisions on almost every minute detail, and every decision you make will affect how the business performs.

Download "7 Questions Independent Recruiters Need to Ask before Placing Their  FIrst Contract Roles" Whitepaper

You have the skills after years of working in the staffing industry and developing expertise. Nonetheless, there are many tasks you’ve likely never considered. For example, how will pricing work at your startup staffing agency?

Figuring out pricing is actually one of the more difficult tasks facing new staffing agency owners. You don’t want to go too high and scare off potential clients, but you also don’t want to go too low and undermine your operations. How can you figure out what pricing will be just right?

These five tips will help you determine the right prices for your startup staffing agency. By using them, you’ll have an easier time finding prices that work for both you and your clients.


1. Remember You’re a Startup Staffing Agency

The first thing you need to consider when you’re thinking about pricing is that you’re new to the scene. Clients and candidates don’t yet have a reason to trust you. Working with you is a bit of a gamble.

The right price will help them weigh the risk of working with a new, untested agency. For this reason, you shouldn’t price your services too high. This gives new clients an incentive to work with you.


2. You Must Account for Your Costs

You don’t want to go high, but you also don’t want to set your prices so low that you can’t cover all of your costs. As a startup staffing agency, however, it’s difficult to know what’s going to be “too low.”

You haven’t yet had a full year of operation, so predicting exactly what your costs will be is difficult. Even large companies can struggle with this task, particularly if something changes in the market or they’re undergoing growth.


3. Don’t Use the Lowest Possible Price

One good thing to do when you’re working on pricing for your startup staffing agency is to model a few scenarios and find the lowest possible pricing for your services. This may be the break-even point. Under this price point, you’d actually be losing money.

Once you’ve discovered this number, set your prices above it. Using a higher price point will give you leeway if things don’t work out quite the way you thought they might in your break-even model.


4. Look at Pricing Used by Similar Agencies

Another thing you can do is research how other staffing agencies are pricing their services. You might look at the large agencies, but also take a look at other smaller and startup agencies in your area.

These companies are your direct competitors, so you don’t want to be priced too much higher without offering much more in the way of service and value. Their pricing may also indicate something about their overhead costs, which could give you a ballpark figure for your own costs.

Finally, don’t forget to factor in how the company is doing. It can be difficult to find this information, but if the agency isn’t doing well, you probably don’t want to copy its pricing model.


5. Consider Sliding Scales for Your Clients

Different clients have different needs, and the pricing offered at your startup staffing agency should reflect this. You might want to consider using sliding scales for pricing. This gives you more leeway to find pricing that truly works for both you and the client.

Determining a pricing model for your startup staffing agency isn’t always a walk in the park. These tips can make it easier to find the right prices for your new agency.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

Staffing Firms: 5 Tips to Start the New Year Right in 2019

Posted by Corinne Camara

|

Dec 26, 2018 9:00:00 AM

Staffing_Firms_X5Tips_to_Start_the_New_Year_Right_in_2019The new year is right around the corner. The last few weeks of the year often put people into a more reflective mood. What did you accomplish this year? What didn’t you accomplish?

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

They then begin to look ahead and make plans for the future. What lessons did you learn from failures and successes this year? How can you turn those lessons into goals for 2019?

This is almost certainly true for anyone in business, including staffing agency owners. As you begin to look back at the year that was and the year ahead, take some of these tips to heart. They’ll help you get started on the right foot in 2019.


1. Invest in the Right Technology

If you’ve been putting off adopting a new system or upgrading your current software, January is a great time to make the change. Heading into 2019, technology is more important than ever before.

Those who haven’t yet adopted applicant tracking systems or staffing agency software should review their options. These types of technological tools can help you complete work with more speed and accuracy than ever before.

If you’re hoping to streamline your process in 2019, technology will be key to your success.


2. Consider Some Financial Resolutions

If growth is your goal in 2019, you may need to explore your financial options to help you achieve it.

If cash flow worried you in 2018, then you’ll also have money on your mind. Review the books and look at the financing options you used throughout the year. Are there other, better options you haven’t yet considered?

If you need to raise some capital, consider putting some work into your business plan now or filling out some applications. They could be the difference between having the funding you need on January 1 and starting the year behind financially.


3. Level up Your Marketing Game

If you’re hoping to grow your business in 2019, it’s time to consider taking your marketing game to the next level.

Be sure to do some legwork now and look at the big-picture strategy. Who do you want to reach? What new audiences or markets are you trying to break into? Answering these questions will help you as you devise a marketing plan designed to fuel brand awareness and business growth.


4. Consider Outsourcing

The end of the year is a great time to review your business processes and procedures. What are you spending too much money on? What’s taking up most of your time?

Repetitive processes and a lack of expertise could be holding you back. If you’re spending most of your time on administrative tasks around the business, it might be time to get a helping hand.

Consider outsourcing some of your business processes, particularly those back-office tasks that keep you from the truly important tasks in the business. With payroll, compliance, and bookkeeping in someone else’s knowledgeable hands, you can get back to hiring, networking, and more.


5. Review New Legislation

There have been many legislative changes in some provinces throughout 2018. As you head into 2019, take a moment to review them all. Are you still operating in line with the law, or do you need to make some tweaks to your policies?

This can also be a good time to take a peek at the legislative forecast for 2019. What bills are on the books? Which new laws are set to take effect in the next few months? Knowing in advance can help you prepare for the changes.

With these tips, you can work toward building a better agency in 2019 and beyond.


running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Staffing Agency

How to Improve Your Staffing Agency’s Recruiting Process in 2019

Posted by Mai Dowdie

|

Dec 24, 2018 9:00:00 AM

How_to_Improve_Your_Staffing_Agency_s_Recruiting_Process_in_2019The new year is right around the corner, and you’re likely turning your thoughts to how you can improve your business in the upcoming year. As you look back on 2018, identify both successes and failures. Knowing what worked and what didn’t can help you make better decisions as you look towards improving 2019.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

One of the targets for improvement in any staffing agency is likely the recruiting process. What can you do to improve your process in the year ahead?


Upgrade Your Staffing Agency Software

One of the first things you can do when it comes to improving the recruiting process is to upgrade the technology you’re using. If the applicant tracking system you’re using is out of date, it might be time to upgrade to a newer model.

Another thing you might want to consider is staffing agency software in general. This kind of program is designed specifically for staffing firms, so it meets your unique needs better than other products on the market.

The right software can help you streamline hiring.


Write Better Job Descriptions

Have you been finding the candidates you want to hire? If not, it might be time to consider the way you’re writing job descriptions. Focus on making the requirements of each job more specific, and be sure to use keywords.

You can work with your clients to craft better descriptions. They may have a better idea of what the role requires, while you have a better idea of how people will discover the posting.


Widen the Net

If you’ve been advertising your clients’ open positions in a few select places, hoping to draw in the right candidates, it might be time to spread the net a little wider.

You don’t need to post every position in every single location, but identifying more niche job boards could help you locate the right candidates.


Focus on the Candidate Experience

How quickly do you get back to your candidates once they’ve applied? Do you communicate with them throughout the process, or do they get radio silence from you?

Communication is just one step towards improving the candidate experience. There are other steps you can take as well. For example, you can work with returning candidates more closely to find more jobs they might be interested in.

Providing a better candidate experience will ensure even unsuccessful candidates tell others about you in a positive light.


Automate

As you move into 2019, consider automating more of the recruiting process. Your upgraded software can help you with this.

Automation has been a building trend over the last few years, and adopting it in 2019 can help you make the recruitment process faster and easier for your agency. Sorting through applications, contacting candidates, scheduling interviews, and even administering tests has never been easier.


Review and Measure the Process

Before you begin implementing changes, take stock of where you are right now. Review how you currently recruit. See how it stacks up against some of the goals you might have set for yourself in 2018 or goals you want to achieve in 2019.

How quickly do you place candidates? Where do you source most of your candidates? What job postings received the best response?

Knowing this information gives you benchmarks. It can also offer insight into where and how to improve. If you know which job postings performed the best, analyze them. What did you do that made them stand out?

As you implement changes, be sure to continue reviewing and measuring your success.


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

5 Signs You Need to Update Your Staffing Agency Software

Posted by Chelsea Henry

|

Dec 19, 2018 9:00:00 AM

5_Signs_You_Need_to_Update_Your_Staffing_Agency_SoftwareTechnology is one of the main drivers of change in the workplace today. Initially, new technologies may be adopted to make certain tasks faster and easier. Over time, however, technological innovations can completely revolutionize the way you do things.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

Take a look at staffing agency software, like applicant tracking systems. Initially, these software tools were brought into staffing firms to make the task of sorting applications and selecting the right candidates easier. Now they’re an indispensable part of the hiring process, even guiding screening, interviewing, and the writing of job descriptions.

The problem with software, of course, is that rapid innovation means it quickly becomes outdated. Most staffing agencies can’t afford to update their software every year or two, so they try to manage with what they have as long as possible. This strategy can make sense, but it can also leave you using outdated software long after it’s stopped being useful.

If you notice any of these five signs, it’s time to update your software.


1. The Staffing Agency Software You Use Is Obsolete

This is probably the best indication you need to update your software. The company that made it has since sunsetted the product, or they may not even exist any longer.

While your software may continue working for now, it’s only a matter of time before it ceases to be functional. Whether it’s an operating system update or the new hardware of the future, this relic of a program won’t be able to keep up.

Save yourself some headaches and make a switch now.


2. The Software Is No Longer Meeting Your Needs

When you purchased it, this program did everything you needed it to do. This isn’t the case any longer.

This can happen for a few reasons. It may be the software is old and outdated. It could also mean your firm has outgrown it and you require a more robust platform to keep up with your demands.


3. You’re Having Trouble Integrating with Other Systems

Perhaps one of the best signs you need to update the software you’re using in your staffing firm is incompatibility. Your program just won’t connect with the systems your clients and suppliers are using.

This is cause for concern. Part of the reason you use software is to ease tasks like the transfer of data. If the program isn’t meeting these expectations or it’s causing more headaches than it’s solving, it is most definitely time for an upgrade.


4. Newer Software Has More Features You Need and Want

New software incorporates new tools and features. As technology progresses, older tools are updated, tweaked, improved, and even adapted into new features and tools.

While this isn’t a reason to update on its own, it will eventually mean your program no longer has features considered essential to running a staffing firm efficiently. Take the applicant tracking system. A decade ago, these programs were considered state of the art. Today, the software you were using in 2008 would hardly perform all the functions you need.

You don’t need to spring for every bell and whistle on a top-of-the-line program. Just make sure you have what you need.


5. No One Knows How to Use It

Software is improving all the time. Remember when people had to know MS-DOS or another programming language to even use a computer?

An updated program may be easier and more intuitive for your staff to use than older programs. If the one person who knew how to use the program has left, it’s definitely time to upgrade.

Staffing agency software plays an integral role in your agency’s operations. Make sure you keep operations running smoothly by keeping software up to date.


running-a-staffing-agency-the-who-what-when-why-and-how

Topics: Staffing Agency

5 Tips to Help Your Staffing Firm Attract Better Candidates

Posted by Laura D’Andrea

|

Nov 28, 2018 9:00:00 AM

5_Tips_to_Help_Your_Staffing_Firm_Attract_Better_Candidates-1The gig economy in Canada has continued to grow, and this change has been pushing the staffing industry as well. As the holiday season approaches, more businesses are ramping up their production, and that means there’s more demand for workers and staffing services than almost any other time this year.

Download "Running a Staffing Agency: The Who, What, When, Why, and How" Guide

As you grow into 2019, you want to keep your momentum. There’s just one problem. You aren’t attracting enough of the right candidates for your staffing firm.

In fact, it’s gotten to a point where you’re now asking yourself, “How do I find the right candidate for a job?”

To begin, you’ll want to be sure you’re paying attention to the job descriptions you’re posting and where you’re posting them. You’ll also want to employ the right technology to assist you with the candidate screening process, as well as interviewing. Throughout the process, you should also be paying attention to the candidate experience.

Not sure how to find the right people? Use these five tips to help you find the candidates your clients need.


1. Focus on the Candidate Experience at Your Staffing Firm

This first thing you should do if you want to attract better candidates for your staffing firm is to shift your paradigm. Yes, you want to find the right people, but have you thought much about what you’re providing to the candidates who do apply to work with you?

This is a common oversight for staffing agency owners. Instead of focusing on how to attract the right people, think about the candidate experience. How could you make it better? If candidates have nothing but good experiences, they’ll be more likely to recommend you to others, as well as take your employment offers.


2. Write Better Job Descriptions for Your Postings

Another common issue is poor job descriptions posted by staffing agencies. What you say about the roles you’re advertising has a big impact on who applies for the position.

If you’re not attracting the right kind of talent, take a look at the job descriptions. Vague criteria and generic skills listings make it less likely you’ll attract the people you really need. Revisions may be in order.


3. Use the Right Staffing Agency Technology

What kind of technology are you using to support your efforts? If the answer is none, you’d do well to adopt staffing agency specific software.

Even if you are using a program, you might want to review its features and capabilities. How old is it? Can it help you search candidates by keywords or other filters? If not, it’s time for an upgrade to the latest in applicant tracking systems.


4. Spread Your Net Wider

Where do you post open positions with your staffing firm? If the answer is LinkedIn alone or the generic job boards, you may have found the reason you can’t seem to find the right candidates.

Take a look at more specialized job boards if you need skilled workers in particular fields. You might also want to widen your networks, posting to more social media channels or other online forums. Even heading out to a local job fair or university campus could help you find more of the right people.


5. Use Better Screening Techniques to Sort the Best from the Rest

The final thing you can do to help your staffing firm find more of the right candidates is to improve your screening efforts. You may actually be finding the right candidates, but they’re awash in a sea of underqualified applicants.

Better screening can help you sort the best from the rest when you receive too many applications.

If you’re still struggling to find the people you need, talk to the experts at a back-office service provider. They can help you by taking some of the administrative burden, leaving you free to focus on people.


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Agency

Keep me informed with the latest staffing industry news

Jeff Kells  Freedom Staffing Group  Competing with the BIG multinational agencies ? IF SO, This case study is a must-read
David Machils  Intercast Staffing  Thinking of Starting  a Staffing aGENCY ? IF SO, This case study is a must-read