The Staffing Edge Blog

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Temporary Help Workers: Time for a New Approach

Posted by Stacey Duggan

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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

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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.

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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

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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

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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.

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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

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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.

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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

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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

Vacation Season is Over: Getting by without Seasonal Workers

Posted by Laura D’Andrea

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Aug 21, 2017 9:00:00 AM

Vacation Season is Over Getting by without Seasonal Workers--.jpgOne of the year’s busiest work seasons for companies, summer vacation, is nearly over. By the end of September, many people will be returning to their regular school and full-time work schedules, and seasonal workers will be finishing their contracts with companies.

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This is a boon for the companies that sought the temporary workers, since they have achieved their staffing needs during vacation season and no longer need the extra staff. However, it’s a different story for the temp staffing agencies that were placing seasonal workers.

Temp staffing agencies have changing needs throughout the different hiring periods of the year, just like the need of the companies they’re partnered with. And for newer staffing agencies, slower periods for placements are important times to shine since the industry is growing more competitive each year. Want to know how staffing agencies can get by without placing seasonal workers? Keep on reading.

Keep the Industry Conversation Going

This first strategy probably seems like a headscratcher to you, but it’s more straightforward than it seems. When you keep on top of the latest staffing industry trends, it’s easier for you to professionally brand your staffing agency so that you can keep the dialogue flowing between your candidates, clients, and other recruiting professionals.

Flexing your branding muscle can help you keep a pulse on what types of candidates are needed outside of vacation season, what industries are in desperate need of temp workers, and what other staffing agencies strategies are for slower hiring periods.

Strengthening your brand is also a way to maximize your staffing agency’s budget, according to LinkedIn. 82% of over 2,000 staffing leaders LinkedIn surveyed agreed that a strong brand attracts more business. After all, it communicates to your target audience that your staffing agency is an expert in its niche.

Don’t Fear Data

Some newer staffing agencies might be hesitant about investing in new technology because it means more expenses. New technology often doesn’t come cheap and you already have enough invisible costs stacking up with administrative duties when you start a staffing agency, after all. But embracing data and new technology could be just what you need to drum up a healthier number of new candidates and clients.

Using all-in-one software that can handle an applicant tracking system, a client relationship manager, and a financial reporting system can do miracles for optimizing performance levels.

When you can actively customize and track the progress of all your candidates and their placements, and have a solution to automate data-entry for important admin duties like payroll and taxes, you can better balance you back end and front end business aspects. You can be completely confident of compliance, which means you can focus on the core of your business and how well it improves daily.

Your Short-Term Goals are Equally as Important as Your Long-Term Ones

Remember not to overemphasize your long-term goals for your staffing agency. This last pointer is particularly aimed at newer agencies that want to ensure their big picture plans are in order. However admirable and productive big picture thinking can be for your business, too much of it can derail you from considering immediate concerns.

If you’re struggling in the aftermath of vacation season, take stock of your niche and whether it’s time to unlock a new revenue stream with contract workers in addition to your temp and seasonal workers. What projects do your clients have on deck that might need specialized candidates only you could provide them? Are any of your clients suffering from many absent employees on sick or maternal leave?

The strength of a new staffing agency is its ability to adapt to the current status quo of the job market. And luckily for you and your business, this is the age of gig economy. You’re the hub that facilitates a major percentage of employment in Canada nowadays. Your short-term goals are the best way to build up to your long-term goals.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

How to Keep on Top of the Latest Staffing Industry Trends

Posted by Mai Dowdie

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Aug 7, 2017 9:00:00 AM

How to Keep on Top of the Latest Staffing Industry Trends.jpgLinkedIn’s Global Recruiting Trends for 2017 emphasized quality of hire amongst its top five takeaways. In the coming year, the staffing industry will need to become even more innovative at sourcing candidates to stay competitive. And for those who are just starting their temp staffing agency this year, you’ll want to know key strategies to hit the ground running inside and out.

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So how can you maximize your recruiting process’ potential? You have to stay on top of the staffing industry’s latest trends. Such trends allow you talk the talk and walk the walk when you’re aiming to compete with the big staffing firms.

So, are you curious about the best methods for staying current with industry trends? Read on o learn a few of the significant ways you and your staff can become recruiting experts from the get go down below.

LinkedIn Reports

Each year, LinkedIn releases for businesses a free to download report that is based off thousands of staffing leaders they’ve surveyed from the staffing industry.

These reports cover everything from how staffing firms evolve their recruiting tactics, key benchmarks and metrics for the year, budget breakdowns, and even future predictions of where staffing trends are heading.

These reports are invaluable to new staffing firms who are looking to gain their footing and leverage key trends (i.e. performance analytics and automation) to grow fast. You should study LinkedIn reports for their key insights, and let the major findings regarding recruiting tactics inform your techniques to grow your firm.

Social Media

Social media is a multipurpose tool for staffing firms both old and new. Staffing firms that succeed at working social media into their recruitment process find that their business brand is much stronger. And moving into 2018, a robust brand is a must-have for the staffing industry, which stresses attracting a bigger target audience.

But social media platforms like LinkedIn, Twitter, and sometimes the business side of Facebook can offer real-time updates from industry professionals. You can observe latest trends as they emerge. Your marketing staff’s efforts should include building a presence on these platforms as well, showing your expertise and passion for the industry by engaging with other professionals in the online community.

As a way to connect with people and build relationships, social media is the perfect way to network and grow your candidate pool and client base organically. Take advantage of the platform as an ideal way to spread awareness of your brand and even drum up passive candidates (those skilled yet often hesitant to sign on to a staffing firm).

Implement Back Office Solutions

Lastly, you should consider how better technology can help you keep on top of latest trends. Employing efficient administrative technology streamlines the everyday tasks that bog down the recruiting process. When you don’t have to stress so much about data entry, payroll, compliance with ever-changing business laws and HR management, you have a lot more time to devote towards furthering recruiter expertise.

Outsourcing your back office solutions to those who have years of experience in admin and finance is another way you can tighten up your daily operations. Don’t underestimate how much your front end will gain in time, resources, and efficiency when you’re relieved from repetitive administrative duties.

The more you optimize your daily operations, the more you can optimize your business plan to include effective marketing and research into latest trends. Make sure you don’t take staffing industry trends too lightly, as they can help steer your staffing firm towards greater growth.

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

Is Canadian Staffing on the Rise?

Posted by Karen McMullen

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Jul 28, 2017 9:00:00 AM

Is Canadian Staffing on the Rise.jpgAs more and more Canadians eagerly seek to join the workforce, the need for expert staffing services increases. Businesses often struggle with in-house hiring strategies, so outsourcing may be a means to recruit the best employees possible.

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The Canadian staffing industry is poised to grow over the next few years, so businesses must be ready to adapt, integrate, and reach out to experts for help. Here are a few factors you need to consider.

Emergence of Niche Staffing Firms

Staffing firms are faced with a variety of obstacles on a daily basis. While some are easy to surmount, many continue to weigh new companies down. In a job market that is saturated with agencies that claim to have workers’ interests at heart, it’s more important than ever that staffing firms find their niche within the job-seeking world and grow.

Some staffing firms find great success only after identifying their own areas of expertise within the job market. Any agency can hire for any role, but one that is fully immersed in a particular industry would be better suited to finding the best candidates for that field. This kind of bespoke staffing ensures that every dollar spent is working for the success of both their clients and their own enterprise.

Garnering renown within the industry is key to the success of any staffing firm and focusing resources on the core growth of the company is paramount. Canadian staffing is on the rise and businesses need to be ready!

Canadian Staffing Industry Outlook: 2017 Update

Is Canadian staffing on the rise? In 2016, Staffing Industry Analysts saw the Canadian temporary staffing industry fall flat, as steep declines in the province of Alberta were offset by modest growth in Ontario, Quebec and British Columbia. For 2017, Staffing Industry Analysts project that Canadian temporary staffing will see an increase in revenue of 4% year over year in 2017, reaching a market size of C$8.5 billion; the report projects a slight deceleration to 3% growth in 2018.

Before “jumping the gun” on staffing prospects, it is important to consider factors such as:

  • provincial and territorial differences;
  • metropolitan bias; and
  • targeted market size and density.

Canada is a vast nation and output of certain provinces and metropolitan areas skews growth in the country more generally. Ontario (Toronto), Alberta (Calgary), British Columbia (Vancouver), and Quebec (Montreal) are just a few examples of provinces whose large metropolitan cities drive the demand for jobs. Within these regions, staffing firms must find a balance between job market demand and the density of skilled workers within a given sector.

New Technology Drives Growth

Not only has 2017 seen Canadian staffing on the rise, but it also heralds the emergence of new technology that drives the growth of industries across the country. The inability to adapt to technology is one of many reasons why people fail in the staffing industry, so it’s important for businesses to learn to evolve.

Nowadays, customer relationship management (CRM) and applicant tracking system (ATS) software are vital to staffing operations. Staffing firms have a plethora of tools to track talent, catalog resumes, and match qualified workers with clients in need.

The days of pen and paper filing and passive interaction are numbered, and the dawn of detailed analytics is at hand. New software helps fill the gap in skill shortages for various industries and it’s easier to facilitate contact between workers and businesses.

Focus on Your Business

Although a larger pool of workers means a greater chance of finding the best candidates, it also means a longer, time-consuming ordeal of sifting through a large number of applicants. This kind of turnover may lead to an unwanted increase in administrative work. However, outsourcing basic HR tasks may be just what your company needs.

With Canadian staffing on the rise, it’s important that businesses know how to benefit from the arrival of skilled workers into the job market.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

5 Recent Staffing Industry Developments You Should Know

Posted by Stacey Duggan

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Jul 3, 2017 9:00:00 AM

5 Recent Staffing Industry Developments You Should Know--.jpgIf you compared the staffing industry ten years ago to the today’s industry, you would see changes that have shaped and altered the recruiting process drastically. The recruitment industry is constantly evolving, and it’s important for both temporary and permanent staffing agencies to keep up and stay informed.

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Have you been staying up to date on the latest changes to the recruitment industry? If not, here are five recent developments that you should know about to prepare and adjust your business model accordingly.

1. The Industry is Growing… Quickly!

The staffing industry is growing every year at an exponential rate. In 2016, this industry generated nearly $140 billion, employing over 16 million people. It is estimated that by the year 2020, 20 percent of companies will rely on staffing agencies for their recruitment needs.

With the recruitment industry growing at such an alarming rate, it’s important for staffing agencies, now more than ever, to be prepared to meet business demands. Companies must be ready to accommodate larger orders with quick turnaround times to succeed in the growing industry.

Is your staffing agency up for the challenge?

2. Technological Advancements

Technology is taking the world by storm, and the staffing industry is no exception. In today’s digital market there are so many technological options that can help agencies conquer the industry.

Applicant tracking systems and client relationship management systems allow staffing agencies to be more efficiently run and organized than ever.

Additionally, mobile recruiting has revolutionized the staffing industry. Not only can staffing agencies access their recruitment software on-the-go, but mobile recruitment strategies can help increase applications and decrease website drop-off rates.

3. Greater Emphasis on Data Analysis

To make the most informed decisions for their companies, staffing agencies are turning to data analysis. With most recruitment processes taking place online, it’s easier than ever for companies to track successful online metrics and make decisions based off these numbers.

Data analysis can also help companies determine what their potential candidates respond to best. Through A/B testing, staffing agencies can test a variety of different options to see what tactics result in the greatest number of applications.

4. Back Office Solutions

With such a high demand on the staffing industry to produce results, sometimes less-demanding administrative tasks can fall by the wayside. Staffing agencies that recognize this problem are quick to see the value in back office solutions.

Why does your staffing agency need a back office solutions provider? Back office solutions can manage all HR and payroll administrative tasks so that companies comply with national standards and regulations. Back office solutions allow for staffing agencies to focus on staffing, and not have to waste their time with tedious, time-consuming administrative tasks.

5. Offshore Recruiting Is on the Rise  

While there is no shortage of staffing agencies in any given country, many companies now outsource their staffing to overseas recruiting companies. The primary reason for offshore recruiting in the staffing industry is that the majority are cheaper than acquiring the same services in North America.

Offshore recruiting is especially helpful for companies with a high demand for new candidates. For the price of offshore recruitment, it is a much wiser investment for companies to pay less to achieve more.

For North American staffing agencies, this is a problematic development in the staffing industry. To compete with inexpensive offshore recruiting firms, Western companies must find a differentiating factor that offshore companies cannot provide. Whether it’s exemplary customer service or a specific niche market, North American companies will need to adapt their services if they want to succeed in today’s industry.  

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Topics: Staffing Industry

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