A business plan is the blueprint you follow to build your company. It outlines all of the major aspects of the business and keeps its architects — you and your business associates — focused and aligned.
But a business plan is also a document you’ll use as you work with other critical stakeholders, including funders, vendors and others, to launch your business. A great deal of forethought is required when creating your business plan, because much like any structure, a solid foundation is a necessary starting point.
An executive summary:Describe what your company is and why it will be successful.
A company description:Detailed information about your company, including a detailed description of the problems your business will solve.
A market analysis:Competitive research that identifies your target market and dissects your industry competitors.
Organization and management:The legal structure of your company and its management hierarchy.
Service:A description of the service you’re offering.
Marketing and sales:An explanation of how you’ll attract and retain customers.
Funding request:If you’re asking for funding, this is where you’ll detail how much you’ll need over the next five years and how the money will be used.
Financial projections:A prospective financial outlook for the next five years, including forecasted income statements and capital expenditure budgets.
John Rampton, in his Entrepreneurarticle titled “7 Steps to a Perfectly Written Business Plan,” builds on the SBA’s basics with helpful tips. For example, he notes the importance of documenting all aspects of your business, saying that investors want to make sure that your business is going to make money.
“Because of this expectation, investors want to know everything about your business. To help with this process, document everything from your expenses, cash flow and industry projections,” Rampton writes.
He also advises making the business plan adaptable based on the audience. For example, bankers will be more interested in financial details, while investors might be more interested in the business concept and the management team.
While the plan should be modified to suit the reader, he says make sure that the foundational data, such as financial projections, are consistent.
He also notes that regardless of who’s reading your plan, it should be clear that you’re passionate, dedicated and care about your business. Doing so can create an emotional connection with others that could encourage them to support your new venture.
Building on Rampton’s tips, staffing entrepreneurs should also be prepared to discuss their venture in any social situation by creating an elevator speech that describes your new company to your audience in 30 seconds or less. You can use that elevator speech when you hit the streets to start courting clients and employees. Be prepared to knock on doors and ask where you can post job listings in the area, and talk to businesses about their temporary staffing needs.
And while it’s important to tell your business’s story, also be prepared to tell your story. When talking with lenders, investors and potential partners, introduce yourself, tell them your background and detail your expertise. Tell them what you’ve accomplished in the staffing industry, explain your entrepreneurial strengths and business successes, and highlight the partners you’ve recruited who possess skillsets or experience you lack.
With a lot of planning and careful execution, you can create a business plan that becomes the foundation of your firm’s success.
Your payroll funding company is a critical partner to your staffing firm. It’s responsible for the essential function of paying your temporary employees when they ought to be paid as well as filing and paying your payroll taxes. If it went out of business, it’s your company’s reputation that would suffer. That’s why it’s important to find a funding company you can trust.
As your invisible partner, your payroll funding company works in your staffing firm’s name in interactions with your employees and customers. Each interaction your payroll funder carries out for you should be undertaken with the same exceptional customer service that has come to represent your firm.
Good communication is essential. When you call, your funding provider should know who you are. You should be connected to a live person and not an answering service. And if you leave a message, they should return your call promptly.
The same should be true for customer service. How your funding company interacts with your employees and customers reflects on your firm. The company should have employees available to take calls five days a week at least ten hours per day, offering considerate, informed communication at every level of support.
Full-service payroll funding companies can also provide back-office administrative services that give you the freedom to focus on your growing business — in some cases, providing software to help you manage your office more efficiently. If you do use a full-service payroll provider, you should feel confident that details such as filing payroll taxes, sending invoices and collections are being handled promptly and correctly. The payroll funding company should also prepare comprehensive management reports on the administrative and financial activity of your firm, so that you can maintain oversight of your business and its performance as you shift your focus toward your firm’s strategic vision.
A professional payroll funding company will have an in-depth understanding of your business. It will be able to assist you in making informed decisions because it understands the issues you face, as well as your financial needs.
Making the decision
When searching for a professional payroll funding company, do your research. Turn to the web and look for any negative comments or news stories that come up through a general search for the company’s name.
Also, look for experience. The longer a company has been in business, the better the odds that it has the know-how to serve your company well. Do not be afraid to ask for references.
As you hone in on your choice, ask the payroll funding company about its source of cash. The answer should give you the assurance that you will receive your funds not just today, but as you grow. You should get the sense that the company can provide additional funding and respond to needs for add-on services as your business requires them.
Choosing a partner to fund your temporary staffing payroll is a big decision. In an industry that competes on price, you want a payroll funding company that distinguishes itself with an approach that combines top-notch customer service, flexibility, professionalism and industry expertise.
There may come a point in the life of your business that the prospects of growth, at least significant growth, in your home market are slim. When that happens, you may start exploring adding another office in a new market.
By establishing a presence in a new geographic area, you can take advantage of previously untapped business opportunities to grow your staffing firm. Expansion also insulates your business from risk by diversifying your client base, which makes losing a customer far less devastating.
Additionally, as Analyst and Author Frank Troppe explained, “Your branch model can be a strategic source of innovation.” Staffing firms, he says, can use their additional locations in new markets as “laboratories of local innovation,” enabling firms to research new potential services or niches they could fill.
But for as many risks expanding into a new market might mitigate, it introduces others. Your firm may not be properly staffed for the demand in the new market, which means you might not be able to meet your new clients’ expectations. There’s also the risk that your staffing firm grows too large too quickly, outpacing the capital you have available to support it.
Research your prospects
Michael Neidle, president and CEO of the staffing advisory firm Optimal Management, offered some advice on some of the preparation to expand your staffing firm. His main message: Do your homework on prospective clients.
“If you fail to identify the requirements of your prospects and/or clients, you will be wasting your time and related investments,” he says.
Neidle suggests you determine the following research on prospects ahead of a move to a new market:
Where are they located?
How much they spend on the services that you offer?
Names and responsibilities of their key managers
Time in business
Standard Industrial Classification and North American Industry Classification System codes (including definitions).
Number of employees
Square footage by location.
Employer Identification Number, social/business websites, etc.
Lead with your expertise
When expanding your geographical footprint into new locations, start with your core staffing specialty, Neidle says — then explore new niches.
“As with expanding lines of business, existing clients that have a presence in the target market region would be an anchor account,” he says. “Within any staffing niche, there would be numerous subgroups (your firm) could drill down to, like in accounting/finance from VP of Finance and CFO to A/P accounts and accounting clerks.”
When your firm is pursuing growth through geographic expansion, funding will be central to your success or failure. Factoring — a form of payroll funding in which temp agencies sell their accounts receivables for a fee to obtain cash flow — can provide a steady foundation for that growth.
Payroll funding means you don’t have to worry about funding your payroll each week. It frees up your finances so you can invest in your growing business. You’ll know you have the additional cash flow to cover your workers’ compensation costs or office lease payments each month or fund a larger-than-usual advance for necessary — and often unexpected — improvements at a new location.
Full-service payroll funding has the added benefit of providing back-office administrative services, such as filing payroll taxes, sending invoices and collections (all valuable time-savers for agencies just getting started in a new market). Outsourcing these services frees up time for you to focus on other aspects of your business that will help it grow, such as meeting with new clients, strategizing and networking, to ensure your business will take hold in its new location and thrive.
Having workers’ compensation coverage is necessary for staffing agencies, both to protect temporary employees in the event of an on-the-job injury or disability and to comply with regulatory requirements.
Compliance in this area, however, comes with significant costs. In addition to penalties for failure to provide coverage, the cost of workers’ comp can be driven up because of administrative and record-keeping mistakes, as well as flaws in or the absence of an adequate employee and claims screening process.
Common challenges Staffing agencies that operate in multiple states must account for the variations in workers’ comp laws. Plus, coverage needs change based on the varying risk levels found in different industries. You must understand and comply with state regulations wherever your agency operates as well as know what to do if a claim is filed. Accurate and diligent record-keeping is essential to avoiding costly penalties.
Additionally, keep an eye out for the signs of fraud. False claims will drive up premiums, thereby increasing costs. While it’s prudent to have a process to accurately collect and record information from a workers’ comp claim, having a process to weed out potential fraudsters from the start is equally important.
Attorney/Risk Consultant Rebecca Shafer, an expert in workers’ comp cost containment and litigation management, explains thatworkers’ comp premiums were once such a big burden for staffing agencies that some were forced out of business, noting that these insurance premiums can be the second-largest expense to companies after payroll. The problem occurs when agencies either fail to control their workers’ comp losses or poorly screen potential employees.
Minimizing costs and risks Workers’ comp coverage is a major expense for staffing agencies. The costs and risks associated with the coverage increase when agencies fail to have policies and processes in place specifically to manage workers’ comp.
To help agencies address these concerns, Shafer offers eight steps for reducing workers’ comp costs:
Vet and screen temporary employees properly with drug testing, background checks and prior injury history.
Refuse to place employees in hazardous or dangerous work environments.
Test and verify the skill sets of employees before they are placed with an employer. Improperly or inadequately trained employees are much more prone to injury.
Verify employees have proper safety equipment and protective gear, or that the client will provide the necessary gear to employees.
Train staff in each placement office on proper and timely reporting of workers’ comp claims.
Have a workers’ comp claims coordinator who actively and regularly follows up with any employee who is off work.
Have a return-to-work program to place employees who do get injured back to work with a different client who can accommodate work restrictions.
Have an insurance broker who is familiar with the staffing business and who can place your company with more than one workers’ comp insurance company.
Mitigating risks and errors while being diligent with claims will help your agency keep expenses manageable while maintaining this critical coverage for employees.
Current market conditions, marked by low unemployment, favor staffing agencies. Last year, the staffing industry saw sales increase 4.4 percent, according to figures from the American Staffing Association. However, sales alone aren’t enough to guarantee success.
To stay profitable, staffing firms need to keep their markup in mind as they pursue new business. Your agency’s markup is a critical determinate of profitability, and it’s based on two factors:
The average rates of other firms in the market, particularly firms offering the same niche services
The rates that an individual firm is able to negotiate with clients
Profitability, then, is largely a product of how well your agency understands the market, as well as its ability to effectively translate that knowledge to pricing.
Choose the right markup
Determining your agency’s markup can be tricky. You don’t want to leave money on the table either by paying temporary employees too much or charging customers too little. The losses might look negligible — sometimes just fractions of a dollar — but when taken together, it could mean significantly less money delivered to the bottom line.
Rates should also factor in market conditions. For example, one pricing strategy could be to set markups that are conducive to forming lasting client relationships. High-volume clients are typically granted a more favorable rate, with the hope that the volume of business makes the relationship profitable over the long term. In more competitive markets, however, agencies will need to negotiate each placement aggressively as they look to win business.
Staying profitable as you bring new clients on board is another consideration. In some cases, there may not be room to negotiate contract terms and conditions, a more common occurrence with large accounts. And with smaller accounts, sales representatives may take the initiative and negotiate markup rates. Firms, however, should carefully determine markups and other terms and conditions internally, closely analyzing margins and profitability before entering into any agreements. Don’t be afraid to walk away if the cost of servicing the account will exceed the revenue it generates.
Consider the big picture
Of course, profitability is more than just having the right markup. Staffing agencies must take a judicious approach to managing costs across the organization to achieve the best profit margin. That means paying careful attention to pay rate; statutory expenses such as state and federal unemployment tax, Social Security and Medicare Tax, and Workers’ Compensation; and gross margin.
It’s essential to understand the factors affecting your agency’s profit margins to maintain profitability as you seek out new clients to grow the business. Knowing the market and the competition, while key to setting markups, is only part of the equation. You must consider all your expenses, as well as your opportunities for cost cutting and revenue growth, to maximize profitability.
Still need help understanding your profit margins? TemPay has developed a spreadsheet that staffing agencies can use to calculate their profits for any combination of pay and bill rates. Enter various expenses into the spreadsheet manually to obtain realistic results. Email firstname.lastname@example.org for details.
Payroll taxes and the administrative commitment needed to manage them are a necessary part of running your staffing agency. Firms can find themselves burdened with the many obligations required just to stay compliant and still know that they’re just one misstep away from a tax levy.
As the employer of record, you’re required to file federal payroll taxes, including federal unemployment, Social Security, Medicare, and withholding in any states where your employees worked during the course of a year.
Those taxes, then, need to be deposited with the proper tax agencies. Some states require that payments be made electronically. That means knowing not only the due dates in specific states for specific taxes, but also the specific method of payment each state requires.
Additionally, before the end of every January, you’ll need to provide each employee with a W-2, and then maintain those records and the documentation supporting them for at least four to seven years.
Keep the auditor at bay
Keeping up with state and federal payroll taxes and the methods for paying them is complicated, especially if you’ve got temporary workers deployed in multiple states. It means allocating the hours and resources needed to research federal and local payroll laws to ensure you remain in compliance and avoid penalties and lawsuits that could negatively affect your bottom line.
Some agencies are understaffed and just can’t afford to have more than one person manage payroll duties. In that case, working with a payroll funding company — whose core competencies are exactly that — can make life a lot easier.
Outsourcing the responsibility of payroll tax administration to a full-service funding company mitigates, or eliminates, the costs and audit risks that can strike agencies failing to manage these taxes. It also brings peace of mind knowing that every aspect of your payroll is being handled by an expert.
Control without the hassle
Through this service, virtually all employee and client communication is done in your name, including issuing payroll checks, invoicing clients and making collection calls. The payroll funding company also pays and reports all payroll taxes whenever and wherever they’re due on your behalf, and generates all W-2s in your name. You get control and oversight of the process, while the payroll funding firm handles the work.
Full-service funding brings relief to staffing firms that don’t want the headaches of processing payroll or the hassles of filing payroll tax reports. It lets you do what you do best: interview candidates, sell services, market your firm and grow your business. Full-service payroll funding companies become an administrative branch of your firm — an invisible partner providing the same great service your customers have come to expect while keeping you audit-free.
If your staffing agency needs funding to grow, a bank is likely to be the first place you turn to. You may even have a relationship with a banking partner already, which can simplify your search.
But traditional bank financing may not be your agency’s best or only option to fund growth. An established payroll funding company that specializes in staffing can provide fast access to capital, along with add-on services to help you grow your business.
Here are some things to consider when evaluating funding options.
A bank is a reputable source of financing, offering preferred terms, a direct source of funds, and often, a variety of financing options. That said, banks tend to be risk averse. Staffing agencies with a strong track record of profitability and a good credit history may qualify for a bank loan, but because staffing companies don’t have hard assets (your temporary employees are your collateral), banks will want you to put up personal property, such as your home or car, to obtain funding. That means you could lose your property to the bank if you were to default on your loan.
Borrowing money from a bank also takes time. After a bank verifies all of your information, your agency may still need to wait to complete the application process and qualify for a loan — if you meet the stringent criteria and prerequisites to secure a loan or line of credit. In addition, you’ll likely only get a portion of the money you’ve requested (but you will pay interest on the full amount), which means you could end up borrowing from multiple sources to fund payroll and other needs. Bank loans also include various covenants that must be continually met, or else you might find your company in default. And if your company growth requires additional money — good luck. If you’re trying to grow your staffing company, the above can slow your progress.
Payroll funding for staffing agencies
Many staffing agencies choose to finance their payroll through a traditional payroll factoring company. These companies offer fast and reliable access to cash regardless of an agency’s credit ratings or assets, ensuring your business can pay employees on time.
Payroll funding entails selling your invoices to get immediate cash, so it’s based on your clients’ creditworthiness, not yours. That means you are not adding debt to your balance sheet, as you are with a bank loan. But you will need to have creditworthy clients to obtain payroll funding. That said, payroll funding companies, especially those that specialize in the staffing industry, are typically much more flexible about who they work with and have a solid understanding of how staffing agencies operate.
Immediate cash flow (advance rates of 90 percent or more of invoice values)
Unlimited funding (based on your customers’ credit)
Quick application process and credit decisions
Funding that grows with your receivables (so you aren’t borrowing more than you need)
Many payroll funding companies bundle their services, including back-office support, client credit checks, etc. So make sure you have a good idea of what you’re getting for your money, whether you’re looking for full-service or money-only payroll funding.
Having predictable cash flow to pay employees is essential for any growing business, but especially for staffing agencies. With the right financing, you can worry less and focus on moving the needle for your company.
The new year is the perfect time to take a fresh look at your payroll funder. Maybe your business has grown, or you’ve added employees, or your needs have changed in other ways. If any changes have occurred, changing providers could save you money and help you be more productive in 2019.
Here are 5 signs it could be time to cut ties with your current payroll funder.
You’ve outgrown the relationship. As your agency grows, it may add offices, expand its client base or ramp up staff. Your payroll funding needs will change, as well. Does your current payroll funder offer special software or back-office services to help you operate efficiently? Can you access additional factoring services, such as direct deposit and prepaid payroll cards? You may also need a more cost-effective solution. Hidden fees can strain your business as you expand, but a different provider may offer comprehensive factoring rates that include services such as 24/7 credit monitoring, postage, envelopes, invoices, W-2’s, and wire transfers.
It’s not reliable. You rely on your payroll funder to pay your temp agency employees in a timely manner. If it went out of business, your company would be left in a risky situation. You may not be able to review the finances of your payroll funding company, but it’s important to find a funding partner you can trust. The company should have a track record of strong financials, bank and client references, and an ample list of long-term clients. Experiencing late payments or other recurring problems is a sign that your funder may be treading water — and you’re putting your agency in jeopardy.
Communication is poor. When you have issues or concerns, your payroll funding company should be available and willing to address them in a timely manner. Good communication is essential for the relationship to work well and for you to maintain strong customer and employee relations. When you call, does your funding provider know who you are? Do you get a live person, or an answering service? How long does it take to return your call? Many reputable payroll funding companies offer extensive support services and have employees available to take calls on nights and weekends. Transparent, honest, considerate communication is also important, as your funding partner must provide the same seamless service to your clients.
It’s not specialized. A payroll funding company that specializes in the staffing industry, and more specifically, your staffing niche, will have an in-depth understanding of your business. It can help you make more informed decisions because it has a proven knowledge of the issues and financial needs of staffing companies. Communication will also be smoother, as a payroll funding company for staffing companies can provide expertise in your industry to help you solve problems and help your business grow. A partner with at least 25 years experience in payroll funding for the staffing industry demonstrates a strong track record of success.
You’re not the only one with a bad experience. If you have concerns about your payroll funding provider, you’re probably not alone. Ask around to see if other firms have used the company and what their experiences have been. What do people say in their online reviews and testimonials? Check out the Better Business Bureau. Even if your experience has been adequate, are there areas you’ve asked your current payroll funder to improve on, but nothing has changed? If you’re not being heard — or your payroll funder isn’t focused on giving you a great experience – it’s time to move on.
All of these issues indicate it’s time to explore your options and find a new payroll funding provider. Consider all of the factors that are priorities for your business and find a partner that combines affordable products with top-notch customer service, technology, flexibility and industry expertise.
Successfully meeting clients’ needs for qualified, reliable personnel takes planning, preparation and a certain amount of creativity. It’s even more challenging in a competitive, near-full job market.
Here are seven tips for maintaining a steady flow of job candidates.
Utilize technology. The latest talent acquisition technologies help staffing firms run smoothly by putting all the information you need at your fingertips. To make life easier:
Choose software that combines recordkeeping with job experience filtering and communications capabilities. It is worth the investment.
Embrace mobile. Use your smartphone or iPad to streamline communication from candidates and clients and make faster decisions for your business.
Post jobs on social media (while at the office or when you are on the go) to reinforce your brand while expanding your reach.
Thoroughly vet employees. Clients want to know that firms go the distance in recruiting, explains John Rossheim, writing for Monster.com. “Anyone can Google for candidates,” Rossheim notes. “To win new business, agencies must show that they will go deeper than the competition or the client to field the right candidates, whether for a temp role, a direct hire or something in between.”
How can you feel confident sending new employees on assignments? Use a referral bonus program to connect with more high-quality candidates, and develop detailed, accurate job descriptions to ensure strong skills matches. To streamline your selection process further, use skills testing and be adept at conducting two-step interviews by phone or videoconferencing.
Keep employees engaged. Nurture relationships with past and current employees through regular communication. When they are on assignment, call to verify the job is what you had described. Ask them how things are going. For those not on assignment, send an email, call or text to let them people you are thinking of them. Find out what they are doing and whether they have gained any new marketable skills.
Inspire loyalty. Is your compensation package competitive for your area? Build a loyal pool of talent by offering competitive wages, training opportunities and performance incentives, such as cash bonuses, entertainment or sports team tickets, restaurant or spa coupons. Also, don’t forget to recognize employees for a job well done.
Start at the source. According to the American Staffing Association, the U.S. Department of Labor places manufacturing and information technology professions at the top of the most in-demand professions in 2018. If your staffing agency specializes in either of these areas, it’s important to maintain strong relationships with local trade schools, colleges and community workforce development entities that will supply future talent. Strengthen these connections by attending events, visiting with local students and businesses, and offering information about career opportunities.
Get creative with branding. Attracting new candidates often requires staffing agencies to broaden their creative horizons. Supplement traditional marketing and advertising efforts with some of these ideas:
Post positions on specialized online job boards (New ones are cropping up all the time.).
Create and offer “expert” presentations for professional and community audiences.
Post flyers and leave business cards in unexpected or unique locations.
Search for new industry publications that offer print advertising. In addition to mainstream media, consider advertising in arts and entertainment weeklies, and online or specialty publications that target your audience.
7. Find cultural fits. Enthusiastic employees who understand expectations and enjoy the challenges of their assignments tend to be the most productive. So, familiarize yourself with your clients’ companies and employees as much as possible. Then accurately communicate the company’s culture to prospective employees to find the best matches. Is it a button-down atmosphere or one with jeans and hoodies? A casual person may not feel at ease in a conservative office and vice versa. Some candidates can fit in well in any environment.
From reviews on recruiting software to reports on market trends, payroll and labor management, the online staffing community is vying for your attention. Industry analysts and news sites can keep you abreast of trends. Personal blogs and stories “from the trenches” provide opportunities to network – and learn from your peers. So, where should you start?
Here are 10 websites to pique your interest and help you polish your professional knowledge.
Who they are: As the dominant trade association for U.S. staffing professionals and businesses, the American Staffing Association (ASA) is the industry’s leading resource for staffing and employment news, information, analysis, legal reference and legislative updates. Its purpose is to “promote and protect the interests of the U.S. staffing, recruiting and workforce solutions industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical and professional practices.”
What they offer: Timely, relevant information, data and resources to help staffing professionals do their jobs. Members receive several exclusive ASA publications to keep them ahead of industry trends, and ASA books and certification materials are available for purchase by members. The association also publishes two trade magazines: Staffing Success and Staffing Industry Review.
Who they are: CEO and Founder Eric Gregg grew Inavero from a startup to an industry thought leader that conducts more than 1.2 million client and talent satisfaction surveys annually. Inavero also partners with ASA to provide service quality research for staffing agencies.
What they offer: An annual list of Best of Staffing Agencies at BestofStaffing.com. The listing features rankings and descriptions in partnership with CareerBuilder and Indeed. Additionally, Inavero’s Best of Staffing® awards recognize staffing industry leaders in client and talent satisfaction.
Who they are: Software Advice is “the leading online service for businesses navigating the software selection process.” Founded in 2005, the company now operates as a subsidiary of market research giant Gartner Inc.
What they offer: Research and user reviews on software applications for small and midsized businesses in markets such as business intelligence and marketing automation, in addition to more than 300 other categories. The company also disseminates regular news bulletins on software companies, new products and updates to existing products, along with trends in software. Its annually updated software buying guide covers the latest staffing agency software and supplies helpful evaluations and information to aid buyers.
Who they are: Recruiting Daily is a Shelton, Connecticut-based media and management services company led by longtime health care recruitment specialist Noel Cocca. Its staff of seasoned recruiting industry professionals research and deliver relevant content aimed at human resource management and staffing agencies.
What they offer: Podcasts, eBooks, on-demand videos, white papers, networking events and industry trade shows, and recruiting tools for today’s talent leaders.
Who they are: The recruitment management services company is known for its award-winning Betterteam applicant tracking system (ATS). Its website has not only timely articles and reviews, but also downloadable boilerplate letters, applications, guides and advice for recruitment and staffing professionals.
What they offer: Reviews of more than 3,000 staffing agencies, ATS and other hiring systems, plus tons of articles and how-tos on popular HR topics such as employee relations, talent acquisition, software and more.
Who they are: The Denver, Colorado-based publishing company, launched by former General Electric marketing communications executive David Folwell, employs a small staff of marketing communications writers to supply staffing businesses with online content, data and resources to help them succeed.
What they offer: The annual State of Staffing Industry Growth Benchmarking Report and the State of Staffing Webinar, which features the latest on tools and tactics used by the fastest growing staffing firms. Staffing Hub also puts on sponsored conferences and webinars and publishes the Staffing Industry Intelligence Blog, how-to e-books on recruiting tactics, social media and digital communications for staffing professionals.
Who they are: TheMountain View, California-based market research firm is an industry advocate specializing in global workforce and staffing solutions.
What they offer: Webinars focusing on relevant contingent labor topics, from the overall economic picture to industry developments and forecasts. SIA’s website highlights the organization’s most recent research reports along with information on staffing best practices, trends and technologies. SIA also provides staffing training and accreditation through its Certified Contingent Workforce Professional (CCWP) program.
What they offer: A steady flow of staffing industry news and thought leadership articles from professionals working in (or associated with) the staffing industry. Topics range from IT staffing to sales strategies to legal advice.
Staffing industry leader websites
Who they are: As role models and trendsetters for the staffing industry, these large firms have the resources to perform in-depth industry research and analysis, as well as deliver high-quality marketing campaigns and content to their audiences.
What they offer: Resource portals and insights hubs chock-full of timely studies, whitepapers, articles and more. Just as importantly, these websites serve as carefully designed models of how firms can deliver powerful, effective messages and content to clients, employees and job seekers.
Recruitment search engine websites
Who they are: These major dotcom search engines include Dice, Indeed, Monster, CareerBuilder, LinkedIn, Glassdoor, Idealist, Action without Borders, Google for Jobs and specialized sites.
What they offer: A treasure trove of talent acquisition and HR resources for staffing industry professionals. Need links to occupational or job descriptions? Statistics? Look no further. Want to peruse resumes and profiles or see what your competition is up to? Click away.
LOOKING FOR MAGAZINES?
Check out one of these industry publications for more strategic insights, best practices, reports, articles and more.