The Staffing Edge Blog

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What’s in Store for the Staffing Industry in 2019?

Posted by Karen McMullen

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Mar 20, 2019 9:00:00 AM

Whats in Store for the Staffing Industry in 2019With two months of the new year now behind you, you may already be seeing some trends forming in your agency. What you encounter could be part of larger, industry-wide trends for 2019.

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What are experts predicting for the staffing industry during the remainder of 2019? If the first two months are anything to go by, it’s going to be an interesting year.

Continued Staffing Industry Growth

The staffing industry has been growing at an exceptional rate for several years now, and the trend is predicted to continue. The key difference is there could be a slowdown in the rate of growth.

Why is the industry going to keep growing? The trend towards temporary and contract employment is projected to continue apace. The gig economy is in full swing in the United States and Canada, and most experts don’t see this changing any time soon.

Changes in the market could also contribute to staffing agency growth. There are some concerns about an economic slowdown, which could translate to higher unemployment rates. Temporary and contract staffing is likely to expand in this scenario, which could mean more clients for staffing agencies.

Low Unemployment Introduces New Challenges

For the moment, however, unemployment is relatively low in Canada and the United States. This creates a more challenging environment for staffing agencies. Employers may still be on the hunt for new employees, but there are fewer job seekers.

This generates more difficulties for recruiters to successfully locate and place qualified candidates.

Two things could change this narrative for 2019. An economic slowdown could increase the number of people looking for jobs. This would make more candidates available.

A number of people aren’t counted in unemployment statistics because they’ve stopped looking for work. These people may now re-enter the market on account of low unemployment. This would create an influx of candidates, again making the recruiter’s job easier.

Investments in Technology

Another growing trend for 2019 is the increasing investment in technology. Many industry leaders believe technology has now become make-or-break for staffing agencies seeking optimal operations. Those who adopt new technologies will become leaders, while those who don’t will get left behind.

It’s probably the reason many experts suggest those in the staffing industry should increase their budgets for technology. Adopting new technology, such as chatbots and AI, could be the difference between growing your business and losing out to your competition.

A Shift to Service Orientation

One interesting trend to watch in 2019 is the shift to a service orientation within the staffing industry. Already, industry leaders are talking about the need to focus more on both the client and candidate experience.

Sustained growth over the last several years in the industry has increased the number of staffing firms. Competition is fiercer than ever, which means agencies like yours need a way to differentiate themselves and compete.

The experience you offer your clients and candidates is one way to offer something different. Candidates who have a good experience are likely to return for more assignments. They’ll also be more likely to recommend your agency to others. Clients who have a good experience are likely to continue working with you and even increase the services they purchase from you.

Rising Concerns for Compliance

Another industry trend to keep an eye on will be the increasing concern about compliance, especially in the Canadian market. In the last two or three years, a number of provinces have introduced new rules and regulations aimed at tightening the staffing industry.

New employment laws, like increased minimum wages and more paid and unpaid leave for employees, also affect your compliance efforts.

The staffing industry will continue to evolve through 2019. Although the road ahead isn’t without its challenges, there are also many positive trends to look forward to.

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Topics: Staffing Industry

How the Gig Economy Is Helping the Staffing Industry Grow

Posted by Chelsea Henry

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Jan 23, 2019 9:00:00 AM

How_the_Gig_Economy_Is_Helping_the_Staffing_Industry_GrowTemporary employment has become more common in the last 30 years or so. However, it’s only been in the last decade that people have discussed what’s known as the gig economy.

The gig economy, at first glance, looks a bit like temporary staffing. In it, workers move from job to job or task to task. They may work for a series of employers, one after another, or they may work for a number of different employers concurrently.

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The difference is that in the gig economy, more workers are choosing short-term employment opportunities. It’s also spreading to more skilled professions, such as IT and healthcare. Finally, the gig economy comes with benefits many workers are seeking, such as increasing variety, more freedom in terms of assignments and job types, and even more flexibility in terms of schedules.

The gig economy has also had significant impacts on the staffing industry.


The Staffing Industry Is Equipped for the Requirements of Gigging

As mentioned, the gig economy looks very similar to temporary employment. It does have a fair amount in common with the idea of temporary work. Workers are offered time-limited roles or hired on an as-needed basis. They’re assigned tasks, and when those tasks are completed, they may have the opportunity to re-sign with the employer or move on to the next gig.

Complex legal requirements apply, and the staffing industry has the experience and expertise to help both workers and companies maneuver through this potential legal minefield.

There’s also an increasing focus on finding the right talent. As mentioned, the gig economy encompasses more skilled workers. The staffing industry already has experience finding those workers and matching them with employers.


Helping Clients Adjust to the New Economy

Many employers aren’t equipped to deal with the new demands of the gig economy. As already demonstrated, they may not be ready to deal with the legal demands of hiring contract workers or the administrative burden of bringing on temporary employees.

Many employers are also unaware of what these types of workers are looking for. They may believe most people are still wedded to the idea of a steady 9-to-5 job. In reality, more workers are looking for increasing flexibility. They’re happy to work remotely or have flex hours that allow them to work when it suits them.

Staffing agencies help their clients adjust to these new realities by keeping up with trends and providing valuable expertise and insights. This, in turn, makes their services more valuable.


Helping Workers Find Gigs

Staffing agencies can also assist those who are looking for their next gig. As a result, many agencies are noting an increasing number of candidates who stay on the roster. In the past, permanent staffing meant a candidate was unlikely to stay in your database. Temporary positions were often limited to general labour and administrative positions.

Talented and highly trained individuals are now more likely to stay on your roster of candidates for a longer time. They may be willing to accept more than one job at a time as well, provided the gigs can work together.

As the gig economy continues to grow, both employers and workers are turning to the staffing industry to find each other.


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Topics: Staffing Industry

How Can We Weed out Bad Apple "Temp" Agencies That Give the Industry a Bad Name?

Posted by Stacey Jones

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Oct 22, 2018 9:00:00 AM

How_Can_We_Weed_out_Bad_Apple_Temp_Agencies_That_Give_the_Industry_a_Bad_NameThe gig economy in Canada has been growing, and with it, the staffing industry has been growing exponentially. Many employers are looking for more flexible arrangements with their workers, and many workers themselves are looking for ways to take power back into their own hands.

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This has led to a marked increase in the use of temporary contracts by employers, and workers are taking full advantage. The staffing agency plays a key role by connecting employers and workers seeking opportunities.

Unfortunately, there will always be unscrupulous people running “fly-by-night” operations in any industry, and the growing staffing industry in Canada has been no exception. Bad apple “temp” agencies have been giving the industry a bad name by harming both clients and job seekers.

Is it possible to weed them out of the industry? There are a few tactics people are already trying in an attempt to restore the industry’s good name.


The Problem with Fly-by-Night Temp Agencies

When people outside of the staffing industry think of temp agencies, they’re often thinking of these fly-by-night agencies—the ones who exploit vulnerable workers. They place them with clients without inspecting the sites for safety or providing adequate training. In some cases, they may not comply with the law.

These agencies may look to minimize costs for their clients at the cost of their workers. Their actions give the staffing industry a bad name.


Government Crackdowns

The provincial governments have recognized how problematic these types of agencies are, and they’ve started to take measures to weed them out. In Quebec, the government introduced the Comission des norms, de l’equite, de la sante et de la securite du travail (CNESST), which requires all agencies to register and be licensed. CNESST can then take measures against agencies that don’t comply with laws.

Other provinces are following suit with laws and enforcement agencies. Unfortunately, this also causes problems for legitimate agencies. They have to deal with additional administrative burdens, such as licensing and registration.


Creating Higher Standards

While governments have introduced legislation to help curb the existence of fly-by-night temp agencies, the industry itself can also play a role in creating higher standards.

Currently, there are few barriers to starting a staffing agency. There are no educational requirements, professional licenses, or other accreditation to prevent people from starting a firm. The cost of entry to the industry is also low.

This could be viewed as a strength in some ways, but it also allows unscrupulous businesspeople to start agencies and exploit both clients and workers.

By creating professional codes of standard, requiring professional licensing, and offering formalized education in recruitment and staffing services, major players in the industry can improve standards and create higher barriers to keep bad apples out.


Working with Inspection Boards

Another steps players within the industry can take is partner with government agencies, like the Workplace Safety and Insurance Board of Canada (WSIB). Taking steps to protect workers’ safety is in everyone’s best interest.

The staffing industry should also work with local governments to create laws that will help everyone. Licensing laws and other measures designed to protect workers are steps in the right direction but only if they truly benefit everyone in the industry, from agencies to job seekers to clients.

Weeding out the bad apples of the temporary staffing industry is possible, and these are the first steps in the right direction. The staffing industry can reclaim its good name.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

4 Keys to Survive the Ebbs and Flows of the Staffing Industry

Posted by Karen McMullen

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Oct 10, 2018 9:00:00 AM

4_Keys_to_Survive_the_Ebbs_and_Flows_of_the_Staffing_IndustryWith the rise of the gig economy in Canada, the staffing industry has seen a huge upswing. That said, however, anyone who has been involved in the staffing industry for some time knows it experiences ebbs and flows like any market.

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Some of the ebbs and flows happen over long periods of time, while others will happen on a weekly or monthly basis at the level of the individual firm. At certain points in the year, business will be booming. At other points, things may seem to slow down.

Why is improving cash flow important?

Improving your cash flow is important if you want to survive these ebbs and flows. By planning your cash flow more effectively and ensuring you have coverage when a dry spell hits, you can more easily weather any ups and downs. Use these tips to survive the changing tides of the industry.


1. Secure the Right Financing Options for Staffing Industry Businesses

If you were short on cash to pay your bills or do payroll, what would you do? You might think about turning to the bank for a loan.

This isn’t always the right option for businesses in the staffing industry. It certainly doesn’t help if you get a one-time loan and burn through the money. There are ups and downs in this industry, just like any other, and a loan can quickly become just another financial obligation.

Think about alternate options for funding your business during downturns in your cash flow. Think outside bank loans, turn to lines of credit, use credit cards, or even think about payroll factoring as possibilities.


2. Work with the Right Partners

Another thing you can do to help you weather the ups and downs of the staffing industry is ensure you have the right partners in your corner. You’ll need partners who are flexible, able to increase their support during busy months and enabling you to scale back when things get slow.

Be sure the people you’re working with are the right fit for your business.


3. Build Your Network and Market

One of the best things you can do in the staffing industry is build a robust network of contacts, including both job seekers and clients. The more effort you put into building your network, the more likely it is you’ll face less downtime.

Marketing can also be key for businesses in this industry. It helps you build your network of contacts and get the word out about your business. A good marketing strategy can be insurance against the ups and downs of the industry. It may not eliminate all the downtime you face, but it can help you create a steadier flow of work.


4. Create a Budget and a Forecast

Nobody has a crystal ball, although it often feels like that could help you weather the ebbs and flows of the industry a little better. You can do the next best thing and create a forecast for your cash flow.

This will allow you to visualize when you’ll have money and when you may need to tighten up spending. Having this guide can help you weather the inevitable changes in cash flow throughout the course of the fiscal year.

A budget helps you stay on course and meet your goals as you continue to grow your business.

Weathering the ups and downs of the staffing industry is a challenge every firm faces. With these tips, you can work on improving your cash flow and be better prepared to face whatever the market tosses your way.


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Topics: Staffing Industry

How the Changes to Ontario Public Holiday Pay Will Affect Your Agency

Posted by Chelsea Henry

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Jul 4, 2018 9:00:00 AM

How-the-Changes-to-Ontario-Public-Holiday-Pay-Will-Affect-Your-Agency--compressorOntario has recently introduced many changes to employment legislation, which have had wide-ranging impacts on staffing agencies and businesses alike. One of the most talked-about has been the changes to minimum wage legislation, but the government bill included provisions on many subjects. Leave, holiday pay, equal pay, unionization, and scheduling were all addressed.

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The government initially drafted the bill containing most of these changes last spring to follow up on recommendations of a special committee. Following the release of the draft, there was much debate, and continuing conversation with stakeholders led to a number of revisions before the bill was passed in November.

Even after the legislation was passed, however, discussions continued. The government considered feedback from many different stakeholders. The legislation continues to be amended and tweaked.

One recent update has been to public holiday pay and how it will be calculated. The government’s latest revisions happened on May 7, 2018, and took effect on June 1, 2018.

Reverting to the Tried and True

Ontario Regulation 375/18 was filed on May 7, 2018, and went into  effect on June 1, 2018. It essentially restores the previous formulation for calculating public holiday pay. Many stakeholders expressed concerns about the proposed new formula, even before the government passed Bill 148 in November.

The new proposed formula appeared to have been made without a proper review of the impacts, which prompted concerns from stakeholders. Through continuing dialogue, the Minister of Labour determined there were legitimate concerns and proposed to revert to the old formula between June 1, 2018, and December 31st, 2019.

Missing the May Holiday

Unfortunately, the change didn’t come into play soon enough. Staffing agency owners needed to calculate public holiday pay for the Victoria Day holiday using the new formula. Under this method, agencies must divide regular wages earned during the pay period prior to the holiday over the number of days worked in that period.

For example, if an employee worked five days and earned $420, they would need to be paid $84 for the public holiday.

Looking Forward to Summer Long Weekends

The old formula was restored on June 1, 2018, which means the remaining holidays of the summer and the rest of the year will be calculated using the older method. The Canada Day public holiday will see Ontario staffing agencies return to the previous formula. Every public holiday for the year of 2019 will also follow this formula.

Ensure your payroll provider and HR staff are well aware of the change and have reverted back to the older method.

The Previous Formula

A reminder about the older formula is in order since it’s about to be reinstated. Under this formula, public holiday pay should account for the total amount of regular wages earned and vacation pay payable for the four work weeks before the week of the holiday. This amount is then divided by 20.

For example, if the hypothetical employee had earned $420 each week for the four weeks prior to Canada Day, their total amount would be $1,680. Their payable vacation pay would also be factored in, and the total divided over 20. This employee would earn approximately $87 as public holiday pay.

A New System in 2020

The reinstatement of the previous formula is currently scheduled to end on December 31, 2019. Until then, the Minister of Labour plans to study the impacts of changing vacation pay formulas and how to make these changes better for everyone involved.

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Topics: Staffing Industry

What Is Quebec’s Bill 176?

Posted by Mai Dowdie

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Jun 20, 2018 9:00:00 AM

What-Is-Quebec’s-Bill-176--compressorIntended to take effect in January 2019, Quebec’s Bill 176 will affect non-federal employees in Quebec, or about 90 percent of the workforce. This means changes to employment legislation in the province will also affect many staffing firms and employers alike.

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Bill 176 seems to be following a trend to update employment legislation taking place across the country. In 2018, both Ontario and Alberta saw new legislation come into effect. Quebec’s proposed legislation seems poised to follow in their footsteps.

Amending Labour Standards

Similar to Ontario and Alberta, Quebec’s Bill 176 is aimed at updating and amending the labour standards. In fact, the proposed law is literally named “An Act to amend the Act respecting labour standards.” 

The legislative bill’s title suggests the primary reason for these changes is to facilitate family-work balance. This could have been a response to other provinces surveying their own labour standards. It could also have been a response to the backlash from Quebec nurses facing what they feel is excessive overtime.

Major Changes Ahead

Any time legislation is proposed to make changes to existing labour codes, staffing agency owners should sit up and take notice. Governments can often be reactive, introducing hastily drafted legislation without fully considering the impacts on employers, employees, and the broader society. Ontario’s Bill 148 is a good example. Current federal legislation about legalizing marijuana is yet another. 

If Bill 176 does proceed, it would take effect in January 2019, which gives employers little time to prepare for the changes the legislation is proposing to make. 

As a staffing agency owner, you too need to be aware of the coming changes. They’ll also affect your business.

What Changes Are Coming?

One of the proposed changes staffing agency owners should pay particular attention to is the prohibition against paying employees lower wages for doing the same tasks in the same establishment. Bill 176 suggests this regulation should apply to all employees, regardless of employment status or rate of pay, such as overtime or holiday pay. 

Under Bill 176, an employee will also have the option to refuse to work more than two hours beyond their normal daily hours. Currently, an employee can be asked to remain four hours longer. An employee can also refuse an overtime shift if the employee is not given five days’ notice. Some exemptions will be made. 

Vacations and other leaves are also facing changes. Bill 176 will change the length of time an employee must be employed to receive three weeks’ vacation from five years to three. The current requirement to work three continuous months to qualify for up to 26 weeks leave would be eliminated.

Balancing Family and Work

With relation to the “family-work balance” part of the title, changes will affect an employee’s options for personal leave. The law will revise the duration of unpaid leaves of absence depending on circumstances. This includes bereavement leave. 

Bill 176 will also address the definition of an “employee relative.” Employees must often take leave to act as a caregiver, and more consideration will be given in these cases. A revised definition would also affect bereavement leave and adoption.

Agency Changes

Perhaps the most important change for staffing agency owners operating in Quebec will be licensing. Bill 176 proposes those operating personnel placement agencies or recruitment agencies will need to be issued a licence by CNESST. Employers who work with unlicensed agencies could be fined up to $6,000.

In addition to paying employees equivalent wages, personnel employment agencies will be liable for adhering to these new regulations. This includes holiday pay, vacation pay, and so on.

This is just a brief survey of the changes Bill 176 proposes to the labour standards in Quebec. There are other regulations that will take effect if and when Bill 176 passes. Staffing agency owners should be aware and prepared but also voice their concerns about unintended impacts to the government. Bill 176 isn’t yet law, and amendments are possible.

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Topics: Staffing Industry

3 Things Staffing Agency Owners Must Know about the Alberta Standards Code Changes

Posted by Shannon Dowdall

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Jun 18, 2018 9:00:00 AM

3-Things-Staffing-Agency-Owners-Must-Know-about-the-Alberta-Standards-Code-Changes--compressorThe world of work and business is evolving. As technology changes how virtually everything is done in business, employers must keep up with the new demands of a competitive marketplace. They’re also looking to keep pace with the changing expectations and demands of employees.

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The rise of just-in-time production has spurred the growth of just-in-time staffing, which has led to the growth in temporary and contract work. The gig economy is now in full swing, and many workers have embraced the increased freedom and latitude it brings. Staffing agencies are more popular than ever before, for employers and job seekers alike.

Governments finally seem to have noticed the significant changes, and now they’re attempting to modernize their employment legislation and standards for this new reality. Ontario introduced a number of changes to employment legislation, and Quebec appears ready to follow suit. Alberta has introduced a raft of changes to the Alberta Standards Code.

If you’re a staffing agency owner, you need to know these three things about the changes.

1. Leave Legislation Is Changing

One of the important changes coming is new leave legislation. One change of potential concern to staffing agency owners is the length of time prior to eligibility for leave. Under the previous version of the code, employees had to remain with an employer for one year before they’d be eligible for any leave.

The revised Code shortens this period significantly, making employees eligible for all current and new leaves after just 90 days. Other changes include extending compassionate care leave and maternity and parental leaves.

2. Changing Requirements for Compressed Work Weeks

Many employers utilize what’s been known as a “compressed work week.” A good example is a weekend shift that encompasses three 12-hour shifts worked on Friday, Saturday, and Sunday. This is just shy of the traditional 40-hour workweek but occurs in a much shorter period of time.

This type of work is to be renamed “averaging agreements” and will allow employers and employees to average the employees’ worked hours over a period of one to 12 weeks for the purposes of determining overtime. It must have majority support from affected employees.

3. Changes to Wages

The new Alberta Standards Code has several provisions pertaining to wages. Perhaps the biggest change is to the minimum wage, which will rise to $15 per hour in October 2018. This will be the highest minimum wage in Canada until Ontario follows suit with a $15 minimum wage in 2019.

The revised Code also contains provisions about general holiday pay, overtime, and vacation pay. Holiday pay will now be calculated at five percent of wages, holiday pay, and vacation pay earned in the four weeks preceding the holiday. Employees are no longer required to have worked 30 days in the past year to be eligible.

Vacation pay is now set at four percent of wages for employees who have been employed five years or less. For those who have been employed for more than five years, the rate is six percent.

Overtime banking is now being extended from three months to six months, allowing employees to bank overtime hours for longer. The revised code also allows a banked overtime hour to count as an hour and a half, rather than the straight hour-for-hour formula used previously. Thus, an employee who banks 40 hours of overtime can do so over six months, and they would be entitled to 60 hours of lieu time.

Why You Need to Know

Many staffing agencies offer payroll services to their clients. It’s thus important for them to be aware of changes to employment legislation, especially surrounding leaves, vacations, overtime, and wages.

Keep these changes to the Alberta Standards Code in mind and you’ll be better prepared to serve your clients with operations in Alberta.

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Topics: Staffing Industry

6 Thriving Sectors in the Staffing Industry

Posted by Karen McMullen

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Jun 13, 2018 9:00:00 AM

6-Thriving-Sectors-in-the-Staffing-Industry-compressorThe Canadian economy has remained strong in recent years. Many companies have expanded their operations, which has led to an increased demand for specialized personnel. The employment outlook remains rosy with the economy firing on all cylinders.

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The rate of unemployment fell to 5.7 percent in December, which is the lowest level in the past 40 years. And the positive job outlook will likely continue in 2019 and beyond. Jobs are popping up at an expedited rate.   

So, what are the in-demand roles and sectors in the staffing industry in Canada? Here, you will learn about six thriving professions in the staffing industry.

1. Fulfillment Associate

Fulfillment associates obtain and process orders from customers at distribution centres. They are in demand at the moment due to an increasing number of consumers ordering goods online. The popularity of online sales has led many warehouses to pop up in the country, thereby increasing demand for fulfillment associates.

2. Construction

Construction has picked up steam lately, driven by the housing boom. An expanding population has resulted in increased demand for residential houses. In addition, increased corporate activities have also led to increased demand for commercial buildings.

The construction industry in Canada has continued to grow in the past two years. Urban areas including the GTA are driving the construction sector. This has resulted in an increased demand for construction workers.

3. Alternative Energy

The alternative energy sector is also driving demand for specialized professionals. Interest in renewable energy has increased over the years. There are already many job openings, mainly in the province of Alberta. The number of skilled workers is far below the demand, which is something that staffing firms should consider when creating a recruitment strategy.

4. Business Analyst

Business analysts are also in demand in the country. They play an important role in ensuring efficient business operations. They make sure the business makes the best use of resources and technology, resulting in increased operational efficiency and profitability. With businesses keen on improving operational efficiency, the demand for business analysts will remain strong.

5. Software Engineering

The demand for software engineers will continue to rise in the coming years. They are needed to build applications for different industries. From banking to the pharmaceutical sector, every business today relies on software engineers to keep them a step ahead of competitors and increase profitability.

 6. Project Management Engineer

Project management engineering positions also remain strong in Canada. The booming housing sector has resulted in increased demand for project management engineers. Staffing firms need to develop a strong strategy to solve the shortage of engineers in the country and effectively meet client demand.

With the improving Canadian economy, industries will demand additional labour. Staffing firms should go the extra mile to ensure employers’ demands are met in the most efficient manner. Improving your agency’s operational efficiency through the use of technology and outsourcing non-core tasks to a back office services provider will help your team focus on recruiting the best talent that will effectively meet client needs in the staffing industry.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

Is Your Staffing Agency Leveraging the Gig Economy?

Posted by Ray Gonder

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Jun 6, 2018 9:00:00 AM

Is-Your-Staffing-Agency-Leveraging-the-Gig-Economy-compressorYou’re probably aware of the rise of the gig economy by now. Not only is the term buzzing everywhere in the business world, the temporary and contract workers that make up the gig economy are fast becoming a global norm. Your staffing agency stands to benefit greatly from the gig economy and its talent in various industries. 

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The key question to ask, however, is whether your staffing agency is leveraging the gig economy. If your answer is “no” or even “not yet,” it’s time to make a change. Leveraging the gig economy can mean the difference between running an agency that struggles to survive and running one that’s sustainable long into the future.

Tapping into the Gig Economy Means Gaining a Talent Pipeline

Let’s say your staffing agency only offers permanent solutions for a specific niche. While this isn’t a bad business situation to be in within the staffing industry, your risk for productivity slowdowns during off-peak seasons is much higher. You also might have a much more limited base of candidates to select from for your clients. 

When you leverage the gig economy, your agency gains a talent pipeline—a vital asset for any agency aiming to become sustainable. Talent pipelining allows your agency to become more attractive to potential clients by giving you the ability to fill work orders quickly and with versatile talent; you’ll have more than enough time to evaluate your talent for cultural fit before the right client comes looking for it from your agency. 

All the above is possible because the gig economy is packed with skilled recent grads and passive candidates seeking more work-life balance or a supplementary income. 

Expand Your Staffing Solutions

With access to the gig economy comes the ability to add contract staffing to your staffing solutions and unlock a lucrative revenue stream. While your niche specialization is what clients will seek you out for, there are more clients you might not be reaching because your staffing solutions are too limited. Especially during the holiday season and the summer, potential clients are seeking skilled contract workers to fill gaps caused by staff on vacation or personal leaves. 

There are other major benefits associated with offering contract staffing as well, one of the chief ones being that you will retain more clients. When your agency becomes known for its productivity and consistently high-performance rate by offering skilled contract workers, you strengthen the bonds with your clientele. Repeat business is excellent for improving your business brand and by extension brand loyalty, which is important to attract today’s brand-conscious clients.

Generate More Revenue

Growth, of course, isn’t all there is to leveraging the gig economy. Your agency also gains the opportunity to reduce its costs when you access temporary and contract talent. Many businesses prefer to hire temporary and contract workers. Being able to offer a flexible solution for your clients’ business demands is important. We’re living in an age where constant digital transformation often leads to businesses needing to scale up or down in an agile manner.

The gig economy can give you a steady flow of candidates in your talent pipeline and enough clients to increase revenue. When you’re able to more than cover the overhead for your staffing agency, you’ll know that your business is able to stay in the industry for the long term.

So, make sure you strongly consider leveraging the gig economy and the benefits it has to offer.

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Topics: Staffing Industry

5 Marketing Best Practices for the Staffing Industry

Posted by Chelsea Henry

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May 28, 2018 9:00:00 AM

5_Marketing_Best_Practices_for_the_Staffing_IndustryThe staffing industry has never been more competitive. Consequentially, your firm needs to ensure it has a robust marketing strategy to keep its talent pipeline strong and its client base growing. You may know the general steps to marketing your firm, such as focusing on a targeted niche and sharing your expertise, but do you know what the most effective best practices are in the staffing industry?

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To help you get on the right track, we’ve gathered five of the staffing industry’s most significant best practices below for you to consider.


1. Differentiate Your Brand

This should go without saying in today’s competitive staffing industry, but your firm needs to stand out. Whether you’ve chosen a niche for your business or not, you should take time to figure out all the unique selling points of your brand. Granted, knowing your niche helps you pinpoint these strengths more easily, but you should have a concrete idea of how your firm’s geographic location, its hiring process, its candidates, and their skills set your firm apart.

After all, you’re probably not going to be the only firm working in your niche. You must determine your key brand differentiators to effectively attract clients who know they can’t receive the same service from another firm. Differentiating your brand essentially means knowing your niche from the inside out and showcasing your firm’s confidence in its expertise by doing so.


2. Use Online Marketing Techniques

The digital age has transformed the job search process. Most of your candidates and clients measure the strength of your staffing firm’s brand by how up to date your online marketing strategies are. If your firm doesn’t already have a website, build one a.s.a.p. Your niche market is full of savvy online researchers who know how to discern a forward-thinking business from an old-fashioned one, and they won’t engage with brands they can’t relate to. 

Your staffing firm should also publish a blog with relevant content and have several social media profiles on sites like LinkedIn, Facebook, and Twitter to help share this content widely. These digital marketing tools help you communicate your firm’s expertise and available services and connect directly with potential candidates and clients.


3. Make Client Retention a Priority

Marketing to get new business is important, but let’s not forget about client retention. Some staffing firms make the mistake of fixating on growing their client base. While you should certainly always be looking to improve your business’ bottom line, you’d be remiss to neglect your current clients in favour of constantly seeking out new ones. Your long-standing clients are vital to your staffing firm, so make sure you show them your appreciation and improve your relationship management.

Reach out to them on a regular basis with news, trends, and changes in the industry. Connect with clients on a personal level and let them know they’re not just a number to you. Marketing automation can help with these tasks. Happy clients mean genuine and productive partnerships, not to mention repeat business.


4. Improve Your Talent Pipeline

Make sure that your firm continuously improves its talent pipeline. Having great talent to offer clients is good, but ensuring you always have great talent on deck to consistently fill work orders on time is even better. Having a talent pipeline is also sometimes considered a part of relationship management, as it’s a marketing best practice that emphasizes building long-term relationships with talent who will be available for future placements.

To improve your talent pipeline, improve your candidate experience and build and share your employer brand online. Over time, you’ll start to be known for your excellent candidate experience, and more talent will flock to your agency.


5. Track Your Firm’s Progress

Lastly, having quantifiable statistics regarding your marketing plan’s effectiveness is always a good idea. Keep track of your website, blog, advertising, and social media analytics to ensure you’re basing your marketing decisions on real data, not emotions. This will help you improve your marketing over time to see even greater results.

These five best practices will help you build your ideal marketing strategy.


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

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