Recruiting Challenges and Pitfalls with Contingent Workers | DCR Workforce Blog

Recruiting Challenges and Pitfalls with Contingent Workers

We may not always be in agreement with someone who claims that his or her job is a very hard one; but I am sure such a claim by a recruiter will generally pass unchallenged. After all, look at all that is involved in recruiting – starting with tracking vacant positions, creating appropriate job descriptions, finding talent pipelines, screening the candidates, verifying their credentials and getting the candidate on board – trained and ready to fit into the company and its culture. Only, it is not about one candidate or one job; it is an ongoing and never-ending effort.

Some issues that arise in recruiting:

  • Finding good talent (after all, human beings do not come with standard, assembly line attributes and specifications) and convincing them to throw their lot in with you,
  • Keeping up with the changing recruitment techniques out there, like using social media, referrals and alumni programs for recruiting – while making sure that the candidate still meets your needs and fits the company’s culture,
  • Maintaining the skills and knowledge needed to properly screen a candidate.  You can’t find a great Ruby on Rails programmer if you don’t know much about software development.
  • Onboarding the candidate using an effective process, Meeting the targets set on diversity,
  • Ensuring that the hiring process does not come under fire for discriminating against any applicant, for any reason,
  • Understanding local market demands to verify that you are offering market-based compensation

Important guidance for hiring contingent workers:

  • To avoid co-employment and misclassification issues, don’t use your internal recruiting staff to source temporary workers unless they are capable of doing so.
  • Create a reliable supply base composed of staffing agencies that can provide the resources you need, when needed, at market-based rates. Sourcing the right talent in the face of skill shortages may prove very difficult.  Be sure that you understand supply and demand by skill set and location.  Challenge your staffing agencies to find creative sources of great talent
  • The screening processes are as critical for temp workers as for your permanent employees.  Contractually bind staffing agencies to all of your screening and onboarding requirements.
  • Understand legal regulations for temporary workers.  There are financial, legal and business risks associated with non-compliance should the worker be misclassified among the available categories of independent contractor, Statement of Work project team, or permanent employee. The Affordable Care Act alone could pose a serious risk to employers who misclassify their workers or fail to get their health insured as specified.
  • Manage off-boarding processes to protect your security, intellectual property, and assets when the worker leaves.
  • A good Vendor Management System can help you gain control over your contingent workforce management program.
  • Managing your temp workforce takes time, effort and knowledge of unique requirements that don’t apply when managing permanent employees.  Should you think that your internal staff lacks the bandwidth or skills to meet the requirements, consider outsourcing this program to a Managed Services Provider who can deliver increased operational efficiency, lower program costs, and reduced risks.

As companies turn increasingly to hiring contingent workers, it becomes an organizational imperative to set effective processes for recruiting good quality contingent workers.


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.