The meeting discussed the importance of incorporating administrative job orders into a staffing agency's business mix, even if the agency specializes in a particular niche (such as healthcare, finance, IT, customer service, or administration). The agency should have a job board on their website that separates niche roles from administrative roles, and always let clients know that they can provide staffing services for all positions within an organization. To build a pipeline, the agency should constantly interview candidates and collect their information (email, name, phone number) to add to an email list for future job opportunities. When vetting candidates, the agency should look at the client's job description and determine the candidate's qualifications. To build a pipeline, the agency should aim to interview 20 candidates per week per role, even if there is not currently a role to fill. When submitting a candidate to a client, the agency should create a presentation that summarizes the candidate's accomplishments, skills, and certifications. The meeting also discussed the types of insurance that small business owners and staffing agencies should have, and listed some insurance companies that offer coverage for staffing agencies. The meeting discussed the types of contracts used by staffing agencies, such as temporary staffing, temp-to-perm, direct placement, payrolling, managed service, and statement of work contracts. The meeting also mentioned payroll factoring companies that specialize in financing staffing agency payrolls. Finally, the meeting discussed the tasks that a virtual assistant for a staffing agency could handle, such as lead generation, resume screening, scheduling interviews, data entry and database management, social media management, email management, reporting and tracking, marketing support, and administrative tasks
