Office team staffing, outsourced recruitment, behavioral hiring. All have become commonly used buzz-words among Bay Area human resources and staffing industry professionals. While the terms refer to different activities, their intent is the same: gain the competitive advantage by implementing new tactics and strategies in the hiring and use of office staff. If you are familiar with the current trends in staffing, that’s great. If your organization is benefiting from their implementation, that’s even better. If you are interested in learning more about current strategies and tactics in staffing, read on.
Access a Scalable WorkForce
Call it downsizing, rightsizing or a layoff. Companies trim their staff to eliminate waste and focus on their strengths. This has led to the development of the temporary talent workforce – the people who can be called in for the short-term project or ongoing basis. While using contract talent is certainly not a new concept, incorporating staffing across an organization’s competitive strategy is.
Companies are turning to office staffing for a variety of needs. The idea driving this trend is simple: bring in people to meet the demand for labor or expertise only when those people are needed. Companies executing this strategy are able to reduce fixed expenses by maintaining a smaller direct (or permanent) staff. As workloads increase, they are able to bring in top quality candidates using a human version of a just-in-time inventory system. As an added benefit, the cost of a contracted hire is often lower than that of full-time employees by passing along the benefit expense to the agency.
Today’s bay area staffing workforce crosses all lines of business and areas of functional responsibility. While temporary help used to be thought of as administrative support, the term has now come to encompass marketing, human resources, sales, and operations positions. For many startups, the fastest-growing category of staffing is interim office talent – from marketing and administrative candidates right up through Director of Operations. The following are the major staffing trends associated with the contingent workforce.
Fill-in for short-term demand such as a vacation or special projects. Using supplemental help allows existing staff to focus on more pressing business. It frees them from time-consuming tasks that disturb workflow and do not add much value.
Variable Capacity Staffing
Strategic use of temporaries to accommodate workloads which are known to vary in seasons or other cycles. This results in inconsistency between the amount of work to be done and the available number of employees, keeping direct employees working at peak effectiveness. In some instances, employers have actually developed a shared workforce that rotates from one business to another to accommodate each company’s unique seasonal needs.
Need help staffing certain jobs or departments with disproportionately high turnover, driven by routine or mundane work? Find an agency that can rotate employees into and out of these positions based on productivity. As a result, performance and quality increase, while the employer’s liability and headaches are reduced.