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What Major Changes Are in Store Now That Ontario Passed Bill 148?

Posted by Karen McMullen

|

Feb 12, 2018 9:00:00 AM

What-Major-Changes-Are-in-Store-Now-That-Ontario-Passed-Bill-148---compressor.jpgBill 148 was passed on November 22nd bringing many changes to the Employment Standards Act effective January 1st, 2018. Also referred to as the Fair Workplaces, Better Jobs Act, 2017, this piece of Ontario legislation means big changes for Canadian companies and employees alike. 

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Learn how these changes will alter the Ontario staffing industry moving forward, and how you and your clients will be affected. 

Minimum Wage

The minimum wage increased to $14.00 per hour on January 1, 2018, and will increase to $15 per hour on January 1, 2019. The general minimum wage will then continue annual increases at the rate of inflation.   

Paid Personal Emergency Leave

All temporary workers who have been on assignment longer than one week are now entitled to two paid emergency days in a calendar year, for medical emergencies relating to the worker themselves or defined family members. Previously, the paid personal emergency leave was limited to workplaces with 50 or more employees. 

Temporary workers are also entitled to eight unpaid days of leave, for a total of 10 days per calendar year. While employers may request evidence reasonable in the circumstances from their employees to qualify for the leave, Bill 148 incorporated changes whereby employers can no longer require a letter from a certified health practitioner. 

Staffing agencies must be prepared to handle and track these changes and rights for their assignment employees.  Discussions with clients are needed to determine the costs associated with these new benefits and ensure master service agreements are updated accordingly.  

Does your staffing agency need helping managing all the changes associated with Bill 148? At The Staffing Edge, we have updated our systems to manage tracking of personal emergency leave days and billing options to clients. Let us help with the ever-changing legislation.

Statutory Holiday Pay

The statutory holiday pay calculation also changed effective Jan 1, 2018. The calculation is now based on the number of days worked in the pay period immediately preceding the statutory holiday. Most temporary workers will now receive a full day’s pay for public holiday payment under the new calculation method. Statutory holiday pay will be payable to everyone who works the week before the holiday or the week of the holiday. 

All staffing agencies will need to review current master service agreements with clients and discuss new changes and how the new costs will be distributed. The Staffing Edge has updated systems to streamline calculation of statutory holiday pay due to assignment workers under the new calculation.

Assignment Termination

The new legislation also affects assignment employees whose assignments need to be ended.   If you’ve committed to a temporary employee that their assignment will last longer than three months, but then have to end their assignment before the three months is complete, workers will be entitled to one week’s notice of their assignment ending.

It’s important to understand assignment duration and to clearly communicate with all temporary employees what you know about the assignment duration. Staffing agencies should be working with their clients to ensure they provide working notice where possible or have another placement immediately available to offer the assignment workers.   

Equal Pay for Equal Work

The equal pay for equal work clause, to take effect on April 1st, 2018, ensures that Assignment Employees are entitled to receive equal pay for “equal work,” meaning work that is substantially the same, requiring the same skill, effort and responsibility and performed under similar working conditions in the same establishment. This extends to all employees, including full-time, temporary, seasonal, casual, and part-time workers.

There are exceptions for differences in the rate of pay based on seniority, merit, systems that measure quantity or quality of production, and other reasons not based on the gender of a worker, such as, for example, skill-based differences.

Staffing agencies will need to work with clients to develop clear job descriptions for assignment employees.  Where clients’ full-time employees have different responsibilities and skills required in the work they do, these need to be clearly stated in their job descriptions also. This will help to determine if there are differences in the roles assigned to temporary workers vs full-time employees. 

Staffing agencies will need to educate clients that temporary workers will be able to request a review of their wages if they believe there to be a disparity. All clients will then have to work in cooperation to respond to these requests.

Is your staffing agency struggling to keep up with managing and tracking all the changes of Bill 148? Do you need help with managing all the back office pieces of the legislation? Let The Staffing Edge help your agency stay compliant and support continued growth by providing you the tools you need to succeed.

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Topics: Staffing Industry

5 Must-Know Staffing Industry Trends for 2018

Posted by Corinne Camara

|

Feb 2, 2018 9:00:00 AM

5-Must-Know-Staffing-Industry-Trends-for-2018---compressor.jpgSo far, 2018 is off to a great start. While you might be feeling comfortable now, one thing you know about the staffing industry is that it’s constantly changing. In the upcoming months, you’re likely to see some changes to recruiting, the candidate market, and more.

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How will the most popular staffing industry trends change the game? Keep reading to find out how your agency can stay ahead of the trends and make 2018 your year!

1. Independent Contractors on the Rise

There are many perks of working as an independent contractor. From setting your own hours to working in your sweatpants, many people have begun to favour this lifestyle over the convention nine-to-five workday. In fact, 69 percent of workers prefer to work as independent contractors.

As a staffing agency owner, it’s more important than ever that you master how to differentiate between independent contractors and employees. You’ll also need to learn how to properly set up payroll for any independent contractors you place—no tax, EI, or CPP deductions necessary.

If you’re still not 100-percent sure how to go about classifying and paying independent contractors, don’t worry, you’re not alone. It’s a common problem among staffing agencies, which is why back office solutions providers are available to help.

2. Mobile-Centric Application Forums

In 2016, 78 percent of millennials searched for jobs from their cellular devices. As mobile becomes the most commonly used device for searching the web, it only makes sense that this would translate into all aspects of internet usage—even applying for jobs.

Of all the staffing industry trends, recruiters will really need to evaluate how they’re attracting top talent. Are you optimizing your recruiting strategies for mobile job applicants? If not, you could be missing out on qualified candidates.

During this first part of 2018, make sure you analyze how you’re appealing to individuals on mobile devices and how you can optimize processes. If you master the art of mobile recruitment, you’re sure to see stellar results throughout the duration of the rest of the year.

3. More Positions in Tech, Physical Labour, and Healthcare

With an increase in technology comes the loss of many jobs. Fewer people are required to work at restaurants with the introduction of the digital server. Likewise, fewer factory and industrial workers are required as more and more assembly lines become automated. Where the demand for workers comes in is for jobs that can’t be automated.

Positions in the tech, physical labour, and healthcare fields will continue to see an increasing demand in 2018. It’s one of the top staffing industry trends to remember. With these positions unable to be completed by machines (yet), they will continue to be in high demand, with employers turning to staffing firms for solutions.

4. Diversity Continues to Rise

As in past years, gender and ethnicity are still major influential factors to consider in workplace diversity. However, there are elements of diversity that are gaining more momentum. Fourteen percent of companies are placing more emphasis on hiring members of the LGBT community. They’re also concerned with tackling the issue of ageism in 2018.

5. AI All the Way

AI is helping to automate up to 75 percent of the recruitment process. You read that right, 75 percent. Of all the staffing industry trends, AI is ready to shake up the marketplace when it comes to efficiency.

AI has the ability to focus on candidate skill level over unconscious biases. It will also help to reduce time sourcing, keep you organized, and help analyze big data. Sounds perfect, right?

With all these changes in store for 2018, we’re excited to see how the staffing industry will evolve to meet these staffing industry trends.

 

Topics: Staffing Industry

4 Staffing Industry Trends That Will Change the Game in 2018

Posted by Ray Gonder

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Jan 15, 2018 9:00:00 AM

4_Staffing_Industry_Trends_That_Will_Change_the_Game_in_2018.jpgWhether you have years of experience in the staffing industry or you’re planning a new start in 2018, this year is going to be a big one that will impact everyone in the market. As a recruiter, you have the satisfaction of knowing that the work you do every day helps other people live better lives. If you want to continue making a difference in your role, you’ll need to know how to prepare for the upcoming staffing industry trends.

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So, how can you prepare for the staffing industry trends in the new year? Get familiar with these four topics, and prepare your team accordingly.

We know you’ll achieve great things this year!


1. Smaller Candidate Pools

In good news for the Canadian economy, the unemployment rate is lower than it has been in years. In not so good news for the staffing industry, this means finding qualified candidates who aren’t already employed may be more challenging heading into the new year. Individuals in niche industries with sought-after skills and qualifications are likely to be scooped up quickly.

As such, 2018 brings a new importance to maintaining a level of excellent customer service. It is more essential than ever to maintain favourable relationships with your current candidate pool in order to provide you with viable candidate options this year.


2. Increasing Demand

One of the staffing industry trends that has been on a continuous rise since 2011 is the growth of the staffing industry. Each year, we have seen a significant growth in the demand for candidates, and correlatively, the demand for the services of staffing agencies. This is great news for staffing agencies, but it can also pose as a greater challenge, as the candidate pools are becoming smaller, with companies being more specific regarding the specific skills and qualities of their candidates.


3. Higher Wages for Employees and Temp Workers

Due to the smaller candidate pool and increasing demand for workers, job hunters will have more leverage than ever in 2018. Since they are a precious commodity, highly qualified candidates know their worth and will not settle for anything less than they deserve—or it’s onto the next position.

Companies will have to bargain with prospective employees in ways they have never done before. If they are determined to bring skilled individuals on board in 2018, businesses will need to appeal to new employees and temp workers by offering higher wages, better benefits, and exceptional work environments. If companies can’t offer prospective candidates these options, people will seek out better options elsewhere.


4. Keeping up with Social Media

The staffing industry has seen an increase in mobile-focused methods for acquiring new candidates. Digital marketing has opened a new way to communicate with clients and candidates alike. Teens, for example, spend on average up to nine hours on social media per day. As recruiters, this gives you a potential nine-hour time slot every day to reach out to potential candidates.

When you post a job posting on a large board like Indeed or Monster, you may find some qualified candidates, but you will also have to sift through underqualified applications, making your search feel like finding a diamond in the rough. With social media sites like LinkedIn and now Facebook, you can not only post jobs but search through and advertise to individuals that meet very specific criteria.

In 2018, we are excited to see what changes these social media sites will introduce that will make the lives of recruiters that much easier when searching for qualified candidates.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

7 Staffing Industry Trends to Watch for in 2018

Posted by Ray Gonder

|

Jan 8, 2018 9:00:00 AM

7_Staffing_Industry_Trends_to_Watch_for_in_2018.jpgThe staffing industry is expected to undergo many changes in 2018. Get in the know so you can stay ahead of the staffing industry trends in the new year. Keep your eyes peeled and prepare for these seven staffing industry trends.

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1. Greater Need

As more and more companies, both large and small, recognize the benefits of working with a staffing agency, the demand for staffing is expected to increase in 2018. Some of the highest in-demand jobs in 2018 are expected to be nurses, computer software engineers, biomedical engineers, environmental engineers, and market research analysts.

Staffing agencies are likely to see a greater demand in these areas and should plan accordingly to develop a candidate pool related to these fields.


2. Smaller Candidate Pool

This year, Ontario’s unemployment rate is the lowest it’s been since 2001, sitting at 5.8 percent. As such, fewer people have been looking for work and using the services of a staffing agency.

While the unemployment rate is expected to increase in 2018 as a result of the minimum wage increase, this still poses a challenge for recruiters. As the demand for workers grows, the candidate pool will not drastically increase to meet this need. As such, recruiters who do not already have a reliable candidate pool to work from may find 2018 a challenging year for finding qualified candidates, especially in niche markets.


3. Candidates Are Looking for a Little Something Extra

Finding the right fit for a candidate today isn’t just about the job itself. Millennial workers favour their workplace experience over a higher pay. If a job offers a great benefits package and an excellent office culture with a reduced pay, Millennials are more than willing to take the pay cut. This demand will continue to influence 2018 staffing industry trends, as employers attempt to make their workplaces more desirable to candidates.


4. Misclassification Crackdown

The Ontario government is cracking down on misclassification in the workplace. To avoid paying taxes, some companies classify their employees as independent contractors, escaping paying things like employment insurance, benefits, and more. This is illegal and the Ontario government is zeroing in on the staffing industry. In 2018, we will see an increase of prosecution against agencies that try to evade the CRA.


5. Uncertainty of Bill 148

Of all the 2018 staffing industry trends, Bill 148 is perhaps the most unpredictable. Passed on November 22nd, the changes imposed in this bill will influence the staffing industry in both 2018 and 2019 (and long afterward). Some of the changes we will see are increases to leave time, an increase in the minimum wage, and changes to scheduling requirements.

Staffing agencies need to make themselves familiar with the changes. A back office solutions provider can help.


6. Demand for Digital

Online marketing will continue to play a vital role in the staffing industry trends of 2018. Websites like Indeed and LinkedIn will continue to be some of the best resources for recruiters to access talented candidate pools. Similarly, digital advertisements will continue to reach candidates at the right time.

An increasing demand for digital analytics will bring a surge of data-based decision making. This will help recruiters solidify and perfect their recruitment processes in order to attract the best talent in a proven fashion.


7. Growing Importance of Wellbeing in the Workplace

Over the past few years, there has been a significant effort to end the stigmatization surrounding mental health in the workplace. In 2018, it is expected that companies will continue to develop their policies to better accommodate those suffering from mental health issues.  


A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Staffing Industry

5 Staffing Industry Mistakes You Can’t Afford to Make

Posted by Mai Dowdie

|

Jan 5, 2018 9:00:00 AM

5_Staffing_Industry_Mistakes_You_Can_t_Afford_to_Make.jpgWhether it’s your first day in the staffing industry or you’ve been recruiting for years, bad habits can be detrimental to your business. There are a variety of industry mistakes that could lose you clients, candidates, and credibility.

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In order to avoid getting caught in a serious ordeal, ensure you’re not making some of the most common and serious mistakes in the staffing industry. From candidate management to new technology, learn how you can recruit in the most efficient and effective ways possible; you really can’t afford to be making any kind of mistakes in a high-demanding job like this.


1. Misclassification

Misclassification of workers is a major problem in the staffing industry. Some companies will try to cheat the tax system by classifying their employees as independent contractors. This is a major problem, and the Ontario government is starting to crack down on businesses misclassifying their workers.

Being found guilty of misclassification could land agencies in hot water. Make sure you learn the difference between an employee and independent contractor to avoid being caught up in a serious legal battle.


2. Placing Unqualified Candidates

Placing an unqualified candidate doesn’t work out well for anyone. Bad recruiting is disheartening for the candidate, it reflects poorly upon your skills in the staffing industry, and your client will not be impressed that you wasted their time.

Instead, it’s important to do all the necessary research before placing a candidate. Ensure you know all the job functions and your candidate’s levels of skill so you can make informed placement decisions everyone’s happy with.


3. Poor Customer Service

There are many different staffing agencies all vying for the same candidates. How do you convince candidates to work with your agency over another? While your niche market may be one influential factor, the main way to solidify a working relationship with desirable candidates is to provide them with excellent customer service.

Providing excellent customer service will also help you gain and maintain clients. Word of mouth is the most effective means of advertising. If you have a satisfied client, they are likely to recommend you to other companies, which will help you develop a wider client base.


4. Falling behind on Legal Requirements

Canadian legislation changes so frequently that it can be hard to keep up sometimes. But this is no excuse for not complying with the law. If you require assistance staying up to date on newest legislation surrounding the staffing industry, it is best to reach out to a back-office solutions provider that can keep you informed on all aspects of the law pertaining to your business.


5. Using the Wrong Software

Eighty percent of your communication with candidates should be listening. By listening, you’ll be able to identify exactly what they need and what positions best suit their unique set of skills and talents. Yet, nothing is more annoying than asking your candidate the same question over and over again—they’ll start to tire of you and potentially contact another staffing agency to assist them.

To avoid this, an applicant management system is essential for agencies in the staffing industry. These systems can help you store all of your previous communications, as well as notes and information about each candidate in an organized fashion.

Additionally, an applicant tracking system will help save you a significant amount of time and money. By keeping your candidates and their resumes neatly organized, you’ll have a dependable pool to go back to every time you need to fill a job order.


Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Industry

What Staffing Agencies Need to Know about the Changes with WSIB

Posted by Corinne Camara

|

Jan 3, 2018 9:00:00 AM

What_Staffing_Agencies_Need_to_Know_about_the_Changes_with_WSIB-1.jpgThe WSIB is committed to keeping the Canadian workforce safe and healthy. In order to best do so, new changes are being implemented. Is your staffing agency prepared? If not, you’ll need to know the major changes and how they’ll affect you and your clients’ businesses.

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Rate Framework

Each business has a different health and safety risk dependent on the nature of the work, payroll size, and previous health and safety record. Based on a business’ classification, its WSIB insurance premium may be higher or lower. These premium rates are calculated based on the cost of new injuries and illnesses, overhead charges, and unfunded liability amortization charges.

With the new changes to the rate framework starting in 2020, over 300 Ontario businesses will be affected. Based on this new NAICS model, Schedule 1 employers will have increased transparency and stability in the premium rate-setting process. This includes a simpler, easier-to-understand, and streamlined classification system.


Chronic Mental Stress Coverage

The importance of proper mental healthcare is more important than ever. In collaboration with the Ontario Medical Association and a team of highly qualified psychologists and psychiatrists, WSIB will be introducing new support programs in 2018 to assist those suffering from work-related chronic mental stress.

As outlined in Bill 127, chronic mental stress can be the result of workplace harassment or bullying. To qualify, individuals are required to obtain a medical diagnosis. Those who meet the requirements of work-related chronic mental stress will be eligible for benefits and additional support.  

With similar coverage currently being offered in BC and Alberta, Ontario aims to recreate this roll out and development, which indicates great promise for Ontario.


Medical Marijuana

The Canadian medical marijuana industry is valued at $130 million with over 50,000 patients currently on prescriptions. While the marijuana industry looks promising, the concerns surrounding medical usage in the workplace still have not been completely eliminated.

Marijuana, even once it’s legal, is still considered workplace impairment. WSIB has assured that there will be action taken to prevent workplace impairment from medical marijuana.


Compass Tool

You never want to place a valued temporary associate at a company that does not value a safe working environment. The WSIB Compass Tool is a great way for you to check the status of a business before placing a candidate there.

The Compass tool allows you to see the number of injuries that have happened in a workplace, the severity of the injuries, the number of people who took time off after the accident, and how many people involved in the accident received benefits a year prior to the incident. This tool also gives you the ability to compare up to five different businesses’ health and safety statistics. 

With all this information at your fingertips, you never have to worry about placing a candidate at a company that may risk their health or safety. You’ve built trust with your temporary associates; don’t risk that relationship by potentially placing them directly in harm’s way. Do your research beforehand, made easy with the new WSIB Compass tool.


Looking Forward

As the WSIB unrolls its newest changes, there will likely be more information your staffing agency needs to be aware of. If your staffing agency is still looking for additional and future information regarding the changes to WSIB, it’s in your best interest to reach out to a back office solutions provider. The experts can help you stay compliant while helping you provide your clients with the most up-to-date and factual information surrounding the new WSIB changes.


Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

5 New Technologies That Are Essential to the Canadian Staffing Industry

Posted by Karen McMullen

|

Dec 22, 2017 9:00:00 AM

5-New-Technologies-That-Are-Essential-to-the-Canadian-Staffing-Industry---compressor.jpgIf you want to start a staffing firm successfully, you’ll want to keep abreast of technological developments in the industry. Why is this important, you might ask? Well, it’s about efficiency. To consistently grow your client base and network, you’ll need the right tools to deliver proficient, ongoing customer service. You’ll need the best data to inform your placements and business decisions. And you’ll need the right tech to reduce redundancies and improve efficacy.

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We’ve gathered five new technologies that are essential to the Canadian staffing industry.

1. Automated Resume Screening

Your recruiters have many tasks to perform on any given day in your firm—tasks that are both necessary and time consuming. Resume screening is one such example. Your recruiters waste so much time reviewing resumes from unqualified candidates that they have no time left over to connect with top talent. 

Automated resume screening is a technology that allows your applicant tracking system (ATS) to learn what types of skills and experience you’re looking for in candidates. It is a known fact that most applicants are unqualified for the positions they’ve applied for. In fact, 75 percent of HR managers spot inaccuracies or lies in the resumes they review. 

Automating this process lets your recruiters zero in on promising candidates straightaway and boosts the competitiveness of your staffing firm.

2. Machine Learning

Machine learning is a technology that optimizes your ATS further by learning your staffing firm’s recruiting patterns. What machine learning does for functions like automated resume screening, for instance, is analyzes your database’s data to determine which candidates you consider successful. Once machine learning has the data it needs, it uses it to crosscheck potential candidates’ resumes with past successful candidates, making automated screening more accurate over time. 

Machine learning is essential to the Canadian staffing industry not only because of its ATS benefits, however. By virtue of being an algorithmic technology that doesn’t require a user, machine learning decreases unconscious biases in the recruitment process, which is invaluable for landing diverse talent. 

This technology is made possible by advancements in artificial intelligence, which brings us to our next innovation of note.

3. AI Chatbots

This technology proves that the Canadian staffing industry has become decidedly more futuristic in recent years. AI chatbots can be programmed to closely mimic interactions with recruiters, with a set of pre-qualification questions, answers to common inquiries, and updates for candidates during the application process.

AI chatbots are making the initial connection and communication with candidates much smoother. While they aren’t exactly mainstream yet or a replacement for the good old human touch in the recruitment process, chatbots stand a good chance of maximizing time management and resources. 

4. Natural Language Processing

Natural language processing is a technology that, like machine learning, has the ability to make your candidate database more diverse. To succeed in the staffing industry, you need to avoid biased recruitment practices, like writing job descriptions that use gender-biased language, for example.

What natural language processing does is analyze the language in your job posting descriptions and suggest alternative phrasing for any words or terms that might be potentially biased. Revising your job descriptions with such a technology can lead to a more diverse talent pool, which in turn improves your employer branding.

5. End-to-End Recruitment Management

Since the gig economy has really fired up Canadian staffing efforts in 2017, end-to-end recruitment management has become vital. Back office paperwork and compliance can be the bane of a new staffing firm, which is why agencies are partnering with admin experts who provide all-in-one proprietary software and ongoing consulting and back-office management to integrate it.

What all these new technologies have in common is the goal of helping your staffing firm adapt to changes in the market as they emerge. Keep these solutions in mind as your progress with your staffing firm operation!

Everything You Need to Know about Starting a Successful Staffing Firm

Topics: Staffing Industry

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.

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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

3BestPracticesoftheStaffingIndustry.jpg

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.

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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

6StaffingIndustryTrendsYouCan_tAffordtoIgnore.jpg

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

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