Study the structure of other recruitment agencies to understand the benefits and challenges of the various agency types to help you decide the best focus for you. For example, you might decide to fill only temporary job openings across many different industries.

Make a list of all of the niches in your industry of choice and compare your experience and contacts in each to help you make your decision.

For example, work for a recruitment firm for lawyers if you are interested in law or have a relevant degree. Get a feel for the kind of law you’re most comfortable with to help you narrow down the focus for your own business.

Search for local recruitment courses near you if you prefer face-to-face training. Research the trainers and industry experts that take part in your chosen courses or webinars to ensure they are applicable to your interests.

For example, if you are experienced in recruitment but not in running a business, find someone who is familiar with running a business (or both). Search databases like BusinessPartners for potential partners in your area.

Determine the small business tax deductions you are eligible for after deciding on your location. For example, if you work from home, you can likely claim office costs, including rent. Estimate the space you will need to conduct your operation and don’t pay for anything more than that.

Become familiar with equal opportunity employment laws and restrictions about how to avoid discriminatory practices in advertising job openings. Conduct research on the amount and due dates of payroll and income taxes.

Remember that you are responsible for paying temporary workers out of your own pocket until clients pay, which can be anywhere from 45 to 60 days past the date of a given invoice.

Keep in mind that a business license is not the same as forming an LLC or corporation.

Don’t hesitate to switch banks for a better rate or to open up a separate account.

Check your region’s laws about workers’ compensation insurance (medical, disability, and injury costs) and general liability insurance (damage to property or injury to people). Even if they’re not required, consider investing in them.

Ask local businesses how much they are paying for recruitment services, what would make them change services, and what they look for in a recruitment agency. Differentiate your business from others in one of “The Four Ps:” Price, Product, Promotion, or Place. For example, offering a lower price point or unique promotional offer is one way of standing out from competitors.

Place advertisements in newspapers, business magazines, and online job sites to recruit job applicants. Produce marketing materials, such as a logo for office documents, a company newsletter to send to prospective clients, and company business cards.

Create an LLC operating agreement to determine who manages the LLC and how to deal with profits. This is not required, but recommended. A free template is here: https://www. northwestregisteredagent. com/pdf/operating-agreement. pdf.

Register a free domain using HostGator or Bluehost, or pay through services like GoDaddy. com or NameCheap. com.

Be sure to create a mobile-enabled site—this is important for catering to mobile users, which will likely be a big chunk of your traffic.

Gather the personal information of everyone who is going to use the account. Provide proof of your business name, which you should have from your LLC registration.

Inquire about potential employees to your contacts in the recruitment agency whenever possible.

Register for a small business plan at a credit agency if you haven’t already.

Compare available systems in terms of their costs and features—choose the one that suits your business’ needs best.

Be sure that you understand the regulations and laws in your region that govern vacation pay, overtime, and statutory holiday pay—you must send this information to the applicable government agencies. Consider hiring a payroll administrator—either in-house or outsourced.