Why using temporary or flexible workers makes good business sense
If you’re responsible for recruitment in your organisation, it can be easy to fall into a pattern of hiring permanent staff for each vacancy that arises. After all, that’s the traditional model, isn’t it?
Next time, however, stop and think before you draw up that long-term contract. It might be that a temp works out better for business. This month on the blog we’re looking at why you shouldn’t shy away from creating a more flexible workforce – and you may be surprised to find out it’s not all about money.
Increasing your flexibility
As we enter a period of economic uncertainty the key to surviving and even growing, is adaptability, allowing you to take advantage of any opportunities that arise. A source of temporary workers can allow you to quickly upscale your workforce when demand is high as well as reduce numbers when you hit a quieter patch.
Persistently hiring and firing permanent employees is not only bad for morale and likely to give you a terrible reputation as an employer, but it’s time-consuming and could leave you in hot water legally if you don’t go about it the right way. But hanging on to a large workforce when the orders are drying up doesn’t make good business sense either.
Temporary employees can be brought in for a short period of time to respond to a business need or to take on a specific project. And they can also fill the void left by long-term sickness or maternity leave.
Saving you money
If you only need to bring someone onboard for a short time it can be cheaper to hire a temp than commit to the cost of a permanent employee. You may find you’re paying an hourly rate and there is likely to be a reduced liability on the company to pay for perks and benefits.
However, be warned, if the temp turns into a longer-term assignment it can often be better value for money to take on a permanent member of staff. Make sure you check out the figures before making your decision.
Finding the right person
When you have a vacancy in your business that needs to be filled quickly, it can sometimes be tempting to make a rush decision simply to get someone into the role.
Instead, consider filling the ‘gap’ with a temp. This could give you breathing space and time to make sure you find someone who is the right ‘fit’ for your organisation.
And you never know, you might even find that your ‘temp’ turns out to be the right person after all.