Contingent Work as a Hiring Platform | DCR Workforce Blog

Contingent Work as a Hiring Platform

Temp to Hire

A quick check across any job board would bring home the importance of work experience in any job search. But that is quite like the chicken-egg conundrum as only a job-in-hand will provide the coveted ‘experience’. Thus, sometimes, temporary jobs are looked upon as a foot in the door, and act as a stepping stone to a better employment in future. By showcasing their skills and capabilities, people can try out prospective employer in a temporary job and move on to a permanent job, with the same employer or a different one, seeking the same skill sets.

According to a recent American Staffing Association report, 88% of staffing employees say that temporary or contract work made them more employable while 77% of them say it’s a good way to obtain a permanent job. On the other hand, 80% of staffing clients say staffing firms offer a good way to find people who can become permanent employees. So much so that, temp hiring today is taken as a solid indicator of growth in overall number of jobs for the immediate future. Temp work is also recognized as a good avenue for persons seeking to change their line of work.

In this burgeoning market, more and more employers are veering toward the option of retaining some flexibility in their workforce and improving responsiveness to market forces, through hiring temp workers. But considerations other than this as well as a clear awareness of issues involved will help staffing companies to take informed decisions on such sensitive matters.
Many companies hire temps to fill qualified positions left vacant temporarily when regular employees leave suddenly or need medical/vacation/maternity/disability leave. They may also be trying to meet temporary and unexpected demands due to special assignments or higher/seasonal demand. For short term requirements, hiring a temporary worker helps to save costs. Even if the vacancy is for the long term, hiring someone temporarily offers companies an opportunity to evaluate the worker without any commitment and offer a full-time position, only if inclined – or search for a more suitable candidate in the interim.

When an employer hires a temporary worker through an agency – a whole lot of responsibilities in the matter are passed on to the agency. These include the cost of recruiting, screening, testing and hiring workers, payroll responsibilities including paperwork and withholding of taxes, unemployment and workers’ compensation insurance and any other employee benefits. Some agencies fulfill training needs also as it ensures better performance on the job, barring any company-specific requirements which may require some orientation too. Many employers today find such agencies indispensable when they offer high quality service in a professional and timely manner establishing long-term positive relationships for mutual benefit.

Establishing such a reliable professional relationship with the staffing agency through a thorough process of due diligence could go a long way in mitigating any concerns related to the screening and testing of the temporary hire and the verification process as well as legal and compliance risks. It can also pave the way to accepting the temp as a direct hire, at the first opportunity.


Disclaimer:
The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.
Lalita is a people/project manager with extensive experience in operations, HCM and training and development across industries like banking, education, business consulting, BPO and information technology. She believes in a dynamic approach to life and learning as change is the only constant.