Temporary Talent Acquisition Trends – 2014 | DCR Workforce Blog

Temporary Talent Acquisition Trends – 2014

Temp Help ServicesThe use of temporary help services is forging new records, as it grew to nearly 2.8 million in January, 2014 from 2.6 million in January, 2013. Temporary employment growth is strongest in in healthcare, business professionals and support staff, and engineering and manufacturing. Among the factors driving this growth are inflation, total employment, higher numbers of high-paying skill-based jobs and the adoption of temporary workers by more industries. According to a survey by CareerBuilder, 42% of companies are planning to hire temporary workers in 2014. The use of contingent workers is trending is upward, and it is time employers set strategies in place for the induction of contingent workers; be they SOW-based labor, traditional agency contractors, or independent contractors.

Strategies and Best Practices:

Days when temporary employees went unrecognized and unappreciated at the workplace are over. According to a recent industry survey, staffing companies are getting high approval rates from their workers for the training programs they offer, their responsiveness and their trustworthiness.

  • The focus of staffing agencies now is to increase the rate of re-deployment of workers with “in demand” skills. Technology comes to the rescue here by creating talent pipelines, enabling businesses to maintain contact with former workers.
  • Employers today realize the importance of the candidate experience through the recruitment process and have put plans in place to improve and streamline their processes. Technology is used to reduce the time taken to fill a position, to increase flexibility in conducting interviews, and to provide better communication with candidates.
  • More than 50% of employers have plans to use social media to connect with candidates who offer the right fit for the role, based on their own professed needs and wants. Candidates and recruiters are using social recruiting techniques to expand their networks.  Companies are adopting new approaches to building their employer brand.
  • Technology also enables companies to solicit and engage the based candidates from around the globe. Collaboration tools have made remote workers highly effective.  However, this approach requires commitment from both sides; and strong managerial capabilities to exercise the required oversight and ensure productivity. Crowdsourcing where work is divided into bite-sized packages and distributed across a group of individuals with the strongest qualifications in each packet is also an option that reaps rich dividends in costs and time to market.
  • The supply and demand imbalance continues in science, technology, engineering and mathematics (STEM) professions.  Proactive companies and staffing agencies are joining with colleges, universities, and training organizations to ensure that capability development is in place to meet their current and projected needs.
  • The strategic importance of non-employees is directly proportional to their use.  Corporations are increasingly recognizing the need to manage their temporary workforce as a strategic asset.  As such, contingent workforce reporting and analysis has evolved beyond the desire to capture usage and transactional information.  Companies today are seeking to conduct peer analyses, evaluate trends over time, and conduct comparisons of staffing options by worker classification.

Real talent is never easy to come by, and companies have to constantly innovate upon their strategies to make sure that they stay ahead of the competition in attracting the human capital they require. To do so, their approach has to be comprehensive, with a clear insight into the market trends and a proactive approach, which embraces developments and overcomes challenges.


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.