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Redefining recruitment strategy to incorporate contract workers

Posted on February 27th, 2013 Read time: 1 minutes

As the economy continues on its slow path to recovery, many businesses are seeking out temporary workers to complement their workforce. In a recent survey by job placement company Accountemps, three-quarters of CFOs interviewed said using contract workers is somewhat or very beneficial during employee absences and another 72 percent said temporary workers help their organizations access specialized skills on an as-needed basis.

In 2012, more than one-quarter of the average workforce was considered temporary or contingent, up from 23 percent in 2011, according to a recent survey by Aberdeen Group, in partnership with Randstad Sourceright. The research company states employers recognize greater diversity, improved productivity and reduced costs as benefits associated with bringing in non-permanent staff.

As businesses rely more on these professionals, they should be mindful of integrating recruiting processes for both full time and seasonal staff to create the most effective blended workforce, Aberdeen and Randstad recommend.

However, organizations often face difficulty "[connecting] the dot between traditional employee hiring and management of the contingent workforce supply chain," according to the survey.

Collaboration between key internal units, creating a defined strategy and having the right technology were high on the list of concerns for employers looking to create a more integrated hiring process.

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