The Staffing Edge Blog

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What Staffing Agencies Should Know about Ministry of Labour Blitzes

Posted by Stacey Duggan


Dec 8, 2017 9:00:00 AM

WhatStaffingAgenciesShouldKnowaboutMinistryofLabourBlitzes.jpgStaffing agencies, especially the newer ones on the block, can often run into trouble trying to keep up with changes in Canadian government policy. If you own a foreign staffing firm opening new branches in Canada, compliance can be much more difficult to navigate. Remaining compliant is vital if you want to avoid detrimental setbacks like heavy fines and prosecution.


All staffing agencies should be prepared to be inspected by Canada’s ministry of labour for compliance. Every year, the ministry carries out what it calls “workplace inspection blitzes” to determine whether businesses in various industries are upholding their workers’ rights and safety. While businesses are given fair warning about the timeframe of a blitz, the recruitment industry relies on compliance.

Continue reading if you want to ensure your staffing agency is prepared for a blitz.

Thorough Investigations

Noncompliance affects the morale and safety of your workers, which in turn impacts the overall success and efficiency of your organization. A lack of efficiency in staffing agencies is particularly noteworthy because, as staff performance levels are reduced, it becomes more difficult to catch up with more established staffing agencies.

LinkedIn’s 2017 survey of 2,000 industry professionals has established that, while the budgets of recruitment businesses are going up, competition is becoming fiercer as well. Staying compliant allows firms to maximize their budgets as well making sure they do right by their workers.

The ministry’s blitzes are thorough and account for violations of both the Occupational Health and Safety Act (OHSA) and the Employment Standards Act (ESA). The last “zero tolerance” blitz enforced in Ontario in March 2017 targeted 103 workplaces and found that only 28 of them were fully compliant.

Common Crime and Punishment

The March 2017 blitz discovered that the most common cases of noncompliance were overworking employees, omitting public holiday and overtime pay, and poor recordkeeping. The ministry stated the recovery of $125,267 in unpaid entitlements. In addition, 42 employers were fined anywhere from $250 to $300.

Ontario’s ministry has reported that, since 2015, the number of executives who have been prosecuted has gone up by 40 percent. The ministry is seriously cracking down on bosses who don’t take employment standards and regulations to heart.

These findings by the ministry are illuminating to say the least. The staffing industry has long had troubles with recordkeeping, and newer firms often contend with mountains of paperwork before they can successfully launch. With compliance measures like blitzes and punishments for noncompliance becoming stricter each year, and with good reason, staffing agencies need to ensure they are compliant from the start.

Year-Round Inspection

Blitzes are meant to be proactive and crack down on noncompliance in high-risk sectors as well as sectors that have a history of noncompliance and employ vulnerable workers. Even though you are fair to all your candidates, they are considered vulnerable as temporary workers.

Blitzes aren’t meant to catch employers unaware; they are a necessary measure to protect workers’ rights and safety. Blitzes are also a good reminder of how easy it is for an industry like staffing to let its compliance slide due to lack of administrative diligence.

To ensure you’re staying on top of your back-end duties, regardless of whether it’s related to payroll, records of employment, or taxation, you should outsource your administrative duties. There are experts who can handle all the paperwork you need to keep compliant and even software that can streamline admin to the point of making your entire operation run much smoother.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

3 Best Practices of the Staffing Industry

Posted by Karen McMullen


Nov 27, 2017 9:00:00 AM


The staffing industry is thriving right now, what with the gig economy being the new normal and a wave of new grads now trained and ready to hit the market. There’s no mystery as to why many new staffing firms are appearing in Canada. But with so much competition for the same group of skilled candidates, you have to wonder how the top staffing firms successfully provide placements year-round.


The truth of the matter is this: If your staffing firm follows a critical set of best practices, success is all but assured. Curious as to which best practices drive the staffing industry and its top firms? Read on for three best practices.

1. Automation

You might be feeling like you’ve had an earful about digital transformation at this point, but here’s the thing: Digital transformation is a process. A common misconception about digital transformation is that the phenomenon is a “one-and-done” deal, where you transform whatever aspects of your administration need it and then continue with business as usual. For the staffing industry especially, digital transformation is a process that must optimize both front- and back-end operations on a continuous basis.

When you automate time-consuming tasks like data entry for applicant and client profiles, that helps your recruiters become more efficient. However, it doesn’t account for how your back office might be affecting your firm’s performance levels. Automating your back office with software that can handle tasks like payroll, government remittances, and compliance is critical.

Holistic automation is a best practice of the staffing industry because it acknowledges how back- and front-end operations feed into one another. Automation maximizes your budget and your efficiency at the same time.

2. Perpetual Compliance

The second of the staffing industry’s best practices might sound farfetched to you. If you know a thing or two about how complex Canadian compliance can be, then you might even say it’s impossible to keep a new staffing firm wholly compliant.

You can achieve perpetual compliance if you outsource back office duties to specialists. Not making compliance a priority for your firm is very risky; you can be fined for late remittances, employee misclassification, and more.

By outsourcing to a back office solutions providers, you’ll partner with compliance experts who can ensure you’re always compliant. This expert help can go a long way to helping you succeed in the staffing industry.

3. Mobile and Social Recruiting

These days, most recruiting activities occur via mobile and social media networks. Remember that new wave of skilled new grads we mentioned above? Most of those candidates can be scouted on social media, whether it’s Twitter, LinkedIn, or Google+ to name just a few.

To capture the millennial market, your firm should ensure its online marketing strategy is top notch. Make sure your website and applicant portals are mobile-responsive in design and create accounts on popular social media sites. Recruiting in the internet age is about attracting candidates to you, not the other way around.

Keep on top of these three best practices to become one of the top firms in the staffing industry!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

6 Staffing Industry Trends You Can’t Afford to Ignore

Posted by Mai Dowdie


Nov 17, 2017 9:00:00 AM


You must keep up to date with industry trends in order to keep up with the competition and improve your business operations.

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That’s why we’ve gathered a list of our top six staffing industry trends that can shrink your profit margins if you remain unaware of them. Read on for trends that will help elevate your staffing firm to new levels in 2018!

1. The Gig Economy Is the New Normal

While we’re sure you’re at least aware of how much the gig economy has become a hot topic in recent years (it’s part of why the staffing industry is thriving after all), the term is no longer a buzzword. The gig economy is now considered the status quo for the North American job market Many workers prefer the workplace flexibility of contract work to the traditional nine-to-five position. Business owners too benefit from greater worker flexibility.

To stay competitive, include contract staffing in your range of services.

2. Online Marketing

Online marketing for staffing firms is vital now, with nearly all clients and candidates investing a fair amount of time researching agencies online before engaging them. With effective online marketing, you can attract clients and candidates to your agency.  

Without online marketing, on the other hand, your staffing firm will face a steep challenge in making the initial connection with clients and candidates. How will you get noticed? It’s worthwhile to invest in a holistic online marketing strategy.

3. Mobile Recruiting

This trend is about widening your window of opportunity to capture more talent. A Pew Research Center study identified a whopping 94 percent of job seekers have browsed or researched positions via their smartphones!

What does this mean for those in the staffing industry? Your website and job ads must be mobile friendly. Don’t miss out on such a large percentage of candidates.

4. Involved Social Recruiting

This trend is one that your firm will follow naturally if your online marketing is on point. When you set up your firm’s Twitter or LinkedIn accounts, for example, don’t just devote those platforms solely to promoting job opportunities. Use social media to communicate your employer brand and expertise.

Social recruiting can land you top talent. By staying engaged and showcasing your knowledge, you attract culturally fit candidates.

5. Making Diversity a Priority

Your staffing firm must account for several types of diversity moving forward. We already know from Mckinsey’s 2015 research that gender, racial, and ethnic diversity helps companies boost performance. But have you considered age and thought diversity?

Moving forward, your firm will need to become even more unbiased in its recruitment process to ensure you don’t overlook promising candidates due to arbitrary factors. Companies are striving to gain unique talent by increasing their diversity, and your firm can be the one to provide such talent.

6. Automating Time-Consuming Admin

Often, managing back office administration is the biggest hurdle for staffing firms. That’s why the trend of automating administrative tasks with all-in-one recruitment software has become so important.

Automating data entry, applicant tracking, client relationship management, and financial reporting frees up your firm to focus on your core business. 

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

3 Reasons the Staffing Industry Is Thriving

Posted by Laura D’Andrea


Nov 8, 2017 9:00:00 AM

3 Reasons the Staffing Industry Is Thriving--.jpgAs 2017 draws to a close, it’s clear that the competition in the staffing industry isn’t dying down anytime soon. And according to LinkedIn’s Global Recruiting Trends Report, 79 percent of the staffing leader respondents expect the volume of candidates they place to continue increasing. If you’ve been on the fence about starting a staffing agency, now’s the best time to decide to go all in.


The staffing industry is thriving right now for several reasons, but many of them are interrelated to three overarching trends. Read on if you want a fuller picture of why there’s no better time to start a staffing firm and make a smart investment.

1. The Gig Economy

A combination of the recovery from the last recession, digital disruption, and an ongoing skills shortage has led to a paradigm shift in the job market. For both clients and candidates, the gig economy is considered the new status quo because it offers an ongoing solution to the triple threat just mentioned. To put it simply, the gig economy is about a job market driven by temp and contract work. 

For clients, temp and contract workers offer increased staffing flexibility, allowing for optimal staffing levels and reduced costs. A staffing firm can thrive by providing these much-needed temp or contract workers. 

Candidates benefit from participating in the gig economy by having access to multiple temp/contract job offerings. The gig economy enables candidates to supplement their income, break into an industry (especially if they are new grads), and achieve a better work-life balance. 

The gig economy is why there’s lively growth and competition in the staffing industry, and it’s also why temp staffing is the employment solution of the future.

2. Technological Innovation

As much as technology disrupts traditional business models, it also transforms daily operations for the better. Proprietary software has been developed specifically for the staffing industry, taking the most time-consuming matters into account. Things like customer relationship management (CRM), applicant tracking, and compliant financial reporting can be dealt with through one integrated software, like the Staffing Edge’s award-winning Stafftrak. 

With daily tasks optimized, the application and placement process is faster and less complicated. Recruiters can now focus whole-heartedly on sourcing talent and closing deals with clients without stressing about back office details. And with most progressive firms implementing such software, the staffing industry is seeing healthy competition and constant improvements.

3. Online Marketing

While this last point is related to technological innovation, it’s a phenomenon worth talking about in more detail because of its significant growth in recent years. Especially now that mobile technology is highly sophisticated, successful online marketing allows staffing firms to tap into an even larger base of potential candidates.

The tech-savvy millennial generation of talent is often on the go, and online marketing accounts for this with mobile responsive sites and application designs. One of Stafftrak’s major strengths in fact is that it’s web-based software, making it accessible by staffing firm agents anywhere and expanding the window of opportunity to source millennial talent.

Online marketing entails how you present yourself as a brand as well. Employer branding has now become just as important to the hiring process as candidate branding. If you have the correct mix of strong communication (via your website, its blog, and social media) and search engine optimization, your staffing firm is guaranteed high attraction rates.

Effective online marketing keeps the industry thriving because it improves staffing firm visibility and enables better talent attraction.

We hope you found the above facts about the industry’s growth insightful!

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

Temporary Help Workers: Time for a New Approach

Posted by Stacey Duggan


Oct 18, 2017 9:00:00 AM

Temporary Help Workers-Time for a New Approach.jpgThe Toronto Star recently did an expose on the practices of a temporary help agency and a company that hired temporary workers.

The Star raised important points regarding the role and treatment of workers.  It focused on temporary workers and described the working conditions for those workers. We don’t doubt or argue with their findings. In fact, The Star has performed a public service in bringing this issue to the surface. 

They are correct, there are organizations who find labour for companies that operate only on a cash basis without proper employment records, pay stubs, or without safety training and basic employment rights.

There are many more temporary help agencies who work legitimately to fulfill a very real need for clients who need additional workers to smooth out fluctuation product cycles or season shifts. Temporary work also provides workers with flexible lifestyle options, allowing them to achieve a better work-life balance. Many workers receive much needed work experience allowing them to move on to full-time work.

As temporary help agencies are focused on creating an environment that benefits both temporary workers as well as clients it is difficult to stand by and watch these activities give a negative image to the entire industry. Companies that provide temporary workers and pay only in cash are increasing in number every year—and they threaten to disrupt the entire industry. Companies using temporary help agencies currently have no clear way of knowing if the agency they are engaging is legal or not.

As we have an interest in the rules and regulations that affect temporary help agencies we have been very actively involved with the Canadian Government through the entire Bill 148 process, starting with meeting the Special Advisors to giving feedback on Bill 148.

Throughout the process, we proposed a different approach. An approach that would help strengthen protection for workers, bring companies who hire temp workers into the discussion, and one that would help the government weed out players that were trying to skirt the law.

We proposed and continue to support the creation a Self Regulatory Organization (SRO) to oversee the activities of temporary help agencies to ensure they meet all government standards. Simply put, the SRO would be responsible to certify that temporary help agencies are operating in compliance with government legislation. Like current self-regulatory organizations, they would have the ability to discipline agencies that do not comply.

Under this approach, clients would be required to hire temporary workers from temporary help agencies certified by the SRO, giving them confidence that they are not dealing with a fly-by-night operator who is trying the skirt the law.

Our proposed approach would not only protect the companies that use temporary help workers, but it would also protect the workers themselves by ensuring that they work for reputable firms. We believe it’s time for a new approach to tackle the issue of temporary workers in a way that benefits the workers and clients alike.

We know it can be done because we have been performing similar activities for temporary help agenciesfor over 20 years. All of our clients (THAs) go through a rigorous process to ensure that they are compliant with government rules and regulations.

The majority of temporary help agenciesthat we work with are small businesses that are unable to internally handle the complex rules and regulations required under the Employment Standards Act, the Labour Relations Act, and from WSIB. We ensure that temporary workers employed by temporary help agencies receive their proper pay stubs and records of employment. We also ensure that the proper mandatory payments for CPP, EHT, EI, WSIB, and PIT are made to the proper government authorities.

We perform safety inspections on client sites to ensure that proper safety training is given to employees and, that the work sites have the proper safety notices for workers. We do not allow cash payments to workers.

Bill 148 does make some changes for temporary workers, but it does not deal with the core issue: companies operating on a cash only basis will continue to exist and will continue to skirt the law. They don’t care about the law in the first place and are likely to continue ignoring the law even after Bill 148 is adopted. In fact, Bill 148 will spur more agencies to operate on a cash basis since the new legislation put more costs on legitimate employers, thereby increasing the profit incentive for illegal agencies, while providing no mechanism to stop the illegal activities.

However, if both sides are required to take some responsibility for temporary workers—the THAs and the companies that hire temp workers—then together we can ensure that temp workers are protected. The SRO would also give temporary workers the ability to know which agencies are approved and operating legitimately and those that are operating outside the law. It is a win for workers, companies, and the government.

It's time for a new approach to ensure fairness for temp workers and for companies.

Stacey Duggan is Chief Operating Officer of The Staffing Edge. The Staffing Edge is Canada’s largest back office solutions provider dedicated to the staffing industry.

Topics: Staffing Industry

How to Stand Apart from Competition in the Staffing Industry

Posted by Shannon Dowdall


Oct 11, 2017 9:00:00 AM

How to Stand Apart from Competition in the Staffing Industry--.jpg2017 has been the most competitive year yet for the staffing industry. And with the coming years not looking to let up on the skills shortage, your new staffing firm should steel itself in the hunt for skilled candidates. Staffing firms are using a formidable combo of digital transformation and focused employer branding that seems hard to match, especially when those firms have been established longer than yours.


But the key to standing apart from your competition is much simpler than it appears. Have you thought about whether any of these competitors have robust back office solutions? Read on if you’re curious about how to make your up-and-coming staffing firm shine bright and compete with the big staffing firms.

Cover Your Back-End to Spur Front-End Success

While the bigger firms might have more resources and staffing industry experience, a lot of them don’t necessarily have an optimal back-end infrastructure. And by infrastructure, we mean systems that can streamline your paperwork and bookkeeping. If 2017 has proven anything as a constant in the staffing industry, it’s that due diligence for government compliance in Canada must always be met. 

In 2016 the Ontario Ministry of Labour has become even more vigilant about their workplace inspection blitzes, having convicted no less than 122 employers failing employment standards. These failures cost employers thousands of dollars in fines and potential imprisonment if the failure to comply is serious enough. 

Your new staffing firm can stand apart from competition by setting a high standard for compliance, regarding both payroll and business laws. Engaging a back office solutions provider that has experts on Canadian law will help you keep abreast of changes to employment standards, as they are announced. Not to mention your front-end staff will have less admin weighing down their day-to-day efficiency.

Automate and Optimize Your Everyday Operations

Although there needs to be a good balance in your staffing firm between an individualistic human touch and automated tasks, we can all agree there are some processes that only slow down your daily operations. Like data entry (including clerical errors that need correcting like double entries) or having shortcut list for available candidates. 

A back office provider can implement proprietary software, like Stafftrak, that can automate both applicant tracking and client relationship management and even handle financial reporting. There’s even features for tracking performance and productivity levels, so that you and your staff can consistently challenge yourselves to up your expertise. 

The faster your staff can find skilled candidates that your clients are looking for, the more placements you’ll be able to make. A lot of the time, what separates your new staffing firm from the more experienced ones is simply their ability to zero in on talent fast and connect them with clients even faster.

Increase Work Flexibility

The traditional office of a staffing firm is great when it’s running at maximum efficiency and without the burdens of back office admin spilling over into front-end duties. But have you considered that a key way to stand apart from other staffing agency’s might be in making your workplace more mobile?

Stafftrak can be accessed via mobile devices because it’s web-based. This three-in-one proprietary software is also exclusive to partners of back office provider The Staffing Edge, meaning your staffing firm stands apart in its unique work flexibility.

Our current generation is one of workers and candidates who are surfing the web via their mobile devices (whether smartphones or tablets). When you can give your staff the ability to work from anywhere, you give them the flexibility and access they need to progress with client placements at any time.

Remember that to improve your new firm’s standing in the staffing industry, it’s less about growing bigger and more about maximizing your time and resources. And back office solutions for your administration can cover both of those bases!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

Have You Considered These 7 Staffing Industry Trends

Posted by Mai Dowdie


Sep 8, 2017 9:00:00 AM

Have You Considered These 7 Staffing Industry Trends---1.jpgThe staffing industry has evolved quite a bit since the start of 2017. As technology continues to disrupt fundamental business practices, the traditional recruiting process has been transforming.

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Since LinkedIn’s Global Recruiting Trends Report has identified that 56 percent of all recruiters expect hiring volume to increase throughout 2017, being on top of current staffing industry trends is important. Knowledge of these trends is especially important if you’re the owner of a newer staffing firm, as your future growth is impacted by how effectively you utilize significant trends.

With the above in mind, check out these seven staffing industry trends you should consider when making plans to improve your firm’s performance levels.

1. Your External Employer Brand’s Perception Is Key

What candidates and clients can find out about your firm before they engage directly with you and your recruiters matters. Nowadays, online marketing takes precedence over traditional marketing tactics like cold calls, flyer ads, and lunch meetings with prospective clients.

Make sure that your website is mobile friendly, and any content for your blog or social media are optimized with keywords for search engines.

2. Data-Driven Recruiting Software Improves Your Best Practices

Staffing firm-specific software, which includes features like an applicant tracking system (ATS) with integrated Client Relationship Management (CRM), allows your firm to improve your recruitment process holistically. 

Staffing firm software streamlines your recruiters’ daily tasks like pre-screening candidate resumes, and uses performance metrics to compare past successes against current productivity levels.

3. Diverse Hiring Improves Success

Data-driven recruiting is also important for reducing human bias in recruiting, so that your pre-screening and job description writing process don’t cut out diverse and skilled candidates. Your clients, who have realized the power of hiring, are also seeking after diverse candidates.

McKinsey has discovered in fact that businesses that are diverse in gender outperform non-diverse gender companies by 15 percent and ethnically diverse companies outperform by 35 percent! In other words, your firm should aim to hire employees and candidates diversely moving forward.

4. Skills Matter More than Degrees

As mentioned in the third trend, part of hiring diversely is about emphasizing skills. This strategy is also impacting the eligibility of all candidates applying to staffing firms in 2017. Staffing firms up until now have hired candidates based on their relevant postsecondary training and certifications, but are shifting towards searching for highly skilled passive talent.

5. Financial Administration Becomes More Complex

New staffing firms have a lot of overhead and rigid budget issues. For example, legislative changes to things like minimum wage and noncompliant business practices make financial administration even trickier.

Your staffing firm will need to make payroll and compliance solutions a priority.

6. Outsourcing Your Admin to Experts

Firms are looking towards solutions like outsourcing their back office duties to experts to ensure their budget is watertight and compliance is in shipshape. Providers like The Staffing Edge have been in the back office solutions business for years, and have acclaimed all-in-one software like StaffTrak that they can implement to help with ATS, CRM, and accurate financial reporting. 

This trend is one that’s very impactful to your new staffing firm’s daily operations.  Outsourcing admin helps you keep on top of several trends already mentioned tied to increasing productivity.

7. Optimize Your Employee Experience

The last of these staffing industry trends is about tying the threads of all the other trends together. Your recruiters and candidates are the lifeblood of your business in the staffing industry and there’s been a revelation in recent years about this fact.

From keeping your employer brand strong and ensuring you’re placing the best candidates, to attracting more diverse and passive talent, making the recruitment process about what your employees and candidates want is crucial.

We hope this roundup of staffing industry trends has been informative and that you consider implementing them in your recruitment strategy.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

5 Innovations in Canadian Staffing Services for 2017

Posted by Corinne Camara


Sep 6, 2017 9:00:00 AM

5 Innovations in Canadian Staffing Services for 2017--.jpg2017 marks the year that all industries made larger leaps than usual towards becoming fully digital. Making your business brand heard on social media and having a mobile-friendly website and app has never been more important for growth. Digitization of daily operations allows for agile decision-making. For Canadian staffing services, speed can make the difference between landing talent and losing out to competitors.


With the gig economy changing the nature of recruitment in Canada, Canadian staffing services are on the rise. But what defines the successful staffing firms from the middling ones are those that know about and implement some of the latest innovations in technology to optimize their recruitment process!

Read about five game-changing innovations for the staffing industry below.

1. Machine Learning

Out of the entire key insights disseminated by LinkedIn’s current Global Recruiting Trends Report, one of the most important is that 56 percent of over 4,000 respondents expect to hire even more people than last year. But despite the saturated job market Canada has, there’s only a small group of skilled candidates that all staffing firms want. 

To single out talented candidates, staffing firms have been employing applicant tracking systems (ATS) to automate the resume screening process. Machine learning is another layer to ATS, a computer program or algorithm that integrates with the ATS to analyze and compare job descriptions with your candidate database. 

Machine learning cuts back on the amount of time your recruiters would usually spend on resume screening and optimizes your ATS so that it can highlight promising candidates who measure up to some of your most successful placements.

2. Customized Algorithms

Canadian staffing services have more chances to thrive when they can easily match companies with culturally fit candidates quickly and efficiently. When you have an ATS that comes with customizable algorithms, you’ll be able to easily search your candidate database for the best fit with relatively no fuss. 

Algorithms work off the input of a job description and, like machine learning, go through a series of analytical steps with your database to find the closest match. This innovation is particularly significant for new staffing firms as it works with your existing candidate base, which is much less costly than onboarding new candidates.

3. Mobile Staffing Software

With the largest cohort in the Canadian job market being Millennials, who are those works aged around 23-37 years old, your staffing firm would be missing out on a large chunk of talent if it’s software wasn’t smartphone-friendly.

Making Canadian staffing services mobile has both revolutionized the workplace, allowing for recruiters to pursue applicants and continue managing candidate/client relationships from anywhere. Mobile-friendly ATS means better customer service, which together with a strong social media strategy will have your firm attracting more business than ever!

4. Financial Reporting Systems

Financial compliance is tricky to maintain in a staffing firm, especially if your firm is a branch of a foreign company operating in Canada for the first time. With the government making changes to minimum wages, vacation pay, and sick leave (to name a few), you’ll need a financial reporting system to help you keep compliant.

A financial reporting system is software that can handle customized invoicing, payroll scheduling, and even government remittances and collections. This innovation has helped streamline back-office duties by eliminating mountains of paperwork and cutting back on accounting costs.

5. All-in-One Software

This last innovation ties a bunch of the above innovations together. All-in-one staffing software is designed with the major concerns of running a staffing firm in mind. All-in-one solutions possess an ATS, a client relationship management system, and a financial reporting system.

2017 is all about data and the successful integration of it into the recruitment process. Make sure you utilize the above innovations to your advantage.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

3 Staffing Industry Trends You Need to Know

Posted by Laura D’Andrea


Aug 30, 2017 9:00:00 AM

3 Staffing Industry Trends You Need to Know.jpg2017 has a big year for technology in the staffing industry. LinkedIn’s Global Recruiting Trends report for this year, for instance, has identified many fascinating statistics about tech-driven staffing industry trends. Chief among these stats was finding out 56 percent of staffing leaders and professionals expect hiring volume to skyrocket, while the size of recruiting teams at most staffing firms remains the same.


The reason for this is because staffing firms are putting more emphasis on using technology to leverage their existing state of affairs. Let’s take a look at what the foremost staffing industry trends illuminate about what makes a successful staffing firm, for 2017 and onward!

1. Automation is the Name of the Game

Perhaps the most significant of these 2017 staffing industry trends, although they’re all interconnected, is using automation software to both maximize staffing firm resources and improve placement rates. Automation is improving upon the traditional recruitment process in several ways, including: machine learning for screening of resumes, matching clients with rediscovered candidates buried in databases, and natural language processing to boost job description quality.

But is this just a passing trend? The truth is that automation is becoming a mainstay. By cutting back on the amount of time spent on clerical tasks and choosing resumes based on comparing past successful candidates with current applicants, automation is bringing more innovation and diversity to hiring.

Automation speeds up the daily operations of a staffing firm significantly. Don’t underestimate how this trend can be the dividing factor between early-bird firms who land elusive passive candidates and firms that can’t quite keep their hiring volume up.

2. Data...Data Everywhere

Utilizing metrics pulled from Big Data and generally all data accumulated by your staffing firm will increase moving forward. This trend is what automation builds off to neutralize human bias and bring more insight into how recruiters and candidates can perform better.

Data is quite possibly the lifeblood of a staffing firm, because it empowers recruiters and managers to get a glimpse at the big picture of the industry (and their individual firm fits into it). When you don’t have robust enough software to manage all the data your business generates, you’ll find yourself struggling to launch your staffing firm successfully.

Yet being able to organize your firm’s applicant tracking, client relationship management, and financial reporting data is critical to not just to starting a successful firm. Expert data management enables you to compete with the big staffing firms, which is what all-in-one software like Stafftrak offers.

3. Diversity Elevates Your Firm’s Brand

Automation and the data driving it empower your firm to hire and place more diverse candidates. The last of these three staffing industry trends, while still involving some digital processes like social media, has more to do with your firm’s brand. The 2017 recruitment industry has recognized the power of diverse hiring and how it improves attraction rates for both clients and candidates.

When you utilize the tools discussed in the above two trends in this blog to engage and hire broad range of candidates, you’re not only setting yourself apart from competitor brands. Making diversity a part of your brand also ensures you land unique candidates with strong skillsets.

Your staffing firm should keep track of these trends as they continue to develop through the end quarter of 2017 and beyond. These three trends build off one another to create a framework for running a successful staffing business. The future of the staffing industry is in harnessing data to innovate new staffing strategies and brands that aren’t afraid to “hire outside the box.”

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

6 Temp Staffing Trends & Challenges to Know for 2017

Posted by Corinne Camara


Aug 25, 2017 9:00:00 AM

7 Temp Staffing Trends & Challenges to Know for 2017--.jpgSince the gig economy is undeniable in Canada’s job market in 2017, temp staffing placements have become a key strategy for companies to keep properly staffed year-round. For those who are starting a temp staffing firm, this could be both a blessing and a curse.

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While the recruitment industry is seeing an increase to its budget moving into 2018, the amount of time spent during the actual recruitment process has become increasingly protracted to keep up with the demand for talent.

You need to know everything about starting a successful staffing firm before you dive into this business, which is why we have three key challenges and three progressive trends you should know as a temp staffing firm in 2017!

1. Fierce Competition

LinkedIn’s Global Recruiting Trends Report for 2017 identified that 83% of search and staffing leaders have made talent acquisition their priority. But despite the gig economy ensuring a saturated job market for candidate searches, there’s a big difference between landing talent and landing skilled talent.

Often in today’s staffing industry you’ll find that it’s not enough to have many candidates on offer for companies. Companies have projects and goals that require specialized talent placements, part of why the Canadian skills shortage is ongoing. Know that when you start a staffing firm, you’re going to need strong strategies for landing the skilled workers fast. After all, your competitors won’t wait for you to keep pace.

2. Finding Mutual Cultural Fit

As a staffing agency you have to strike a fine balance between satisfying the needs of your candidate with the needs of your clients. Both employees and employers want the same thing, cultural fitness. This is a relatively new challenge in the recruitment industry, due to the rapidly growing millennial (workers aged 23-37) cohort in the job market. Temp staffing firms must ensure that candidates are finding their ideal workplace and role.

3. Persistent Staffing Firm Branding

A trend which helps mitigate the challenges of competition and cultural fitness is persistent branding. It’s not enough to employ a “pay your dues” attitude regarding your firm’s personal brand anymore. Nowadays with social media allowing for dialogue between candidates, clients and industry leaders, your firm’s branding helps you communicate your niche and the expertise of your recruiters. A strong brand attracts more business, too.

4. Automation of Admin

Successful staffing firms know that with all of Canada’s different business laws and tax rules, administration is difficult to contend with. That’s why there’s advantageous software being designed for staffing firm use to streamline daily operations. There are several advantages to using such software, but chief among them are the optimization of the back end of your business to maximize the time and resources spent on the front end.

5. Tracking Quality of Hire

New firms will learn fast that data is their best friend regarding finding the best solutions to cultural fit. Tracking things like client retention per year, number of candidates placed, and client/candidate satisfaction are key metrics for ensuring mutual cultural fit.

6. Outsourcing for Compliance

This final trend goes together with staffing firm software. To further accelerate efficiency, staffing firms are outsourcing their compliance matters to experts.

All these challenges and trends make up the status quo of the recruitment industry in 2017. Use this knowledge to reach your full potential moving forward!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

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