The Benefits of Using a Contingent Workforce

6 BENEFITS OF USING A CONTINGENT WORKFORCE

Has your organisation considered hiring a contingent workforce? Gone are the days when an organisation hires contractors solely as a quick hire. Whilst this still does happen on occasions, being a contractor is a now full-time career for many telecommunications experts, and organisations are beginning to understand the benefits that contract recruitment (as appose of permanent) can have on their businesses productivity. At First Point Group, we have successfully placed candidates into many telecommunication contract jobs across the globe. Here are six reasons how a contract recruitment can benefit your organisation.

TRY BEFORE YOU BUY APPROACH

Hiring a contractor means there is minimal or no long-term commitment, so your organisation can see their capabilities in action. If the contractor exceeds expectations and you have open headcount, they could be made a permanent hire in the knowledge that you already know they will work out. If not, then you can simply let their contract expire when you no longer need their expertise.

DECREASED RISK

A contractor is not a permanent member of staff, they are not managed by your HR team, they are paid, taxed and managed (in terms of HR) by the specialist telecommunications recruitment agency. The agency legally insures the contractors work, underwrites all compliance matters, and therefore maintains the clients best interests and decreases the clients risk as part of the contract. You get the expertise, but not the risk.

KNOWLEDGE TRANSFER

A career telco contractor will have worked within many businesses (sometimes even competitors of yours) resulting in them having developed a skillset to help transfer knowledge into your organisation. It’s a great way of quickly upskilling your permanent team by hiring an expert (on a contract basis) to impart their skills and bring them quickly up to speed.

EASIER HIRING AND FIRING

Typically, contractors can start immediately. With no notice period to serve they can start quickly, compared to a permanent hire where you may wait 1-3 months. You set the contract duration and the notice period so should the contractor not be required any more, the flexibility is in your hands, and without any long drawn-out internal HR process.

PORJECT STAFFING LIFE CYCLE MANAGEMENT

We’ve seen telecommunications organisations go through busy periods and hire several permanent staff without considering a contractor as an option, then when the busy period concludes there is a need to reduce costs – typically headcount, which can come with long drawn out retrenchment costs. A contractor enables you to quickly decrease your costs effectively especially during the project down turns.

COST SAVINGS

Hiring a contractor can actually be a cost saving exercise if you factor in all the “hidden costs” when hiring a permanent member of staff such as: IT hardware/systems, training, 401K, internal headcount cost allocations, and various licenses. A contractor is not just a cost-effective hire but a cost.

For more information about hiring contractors, contact your local FPG contact.