Engagement of Temporary Employment Agencies – The Pros and Cons (Rank Princess – SEO)

The hiring of talent for a short-term assignment is called contractual staffing or temporary staffing. Contractual Staffing, although quite prevalent in some occupations today, has been observed to hold a great potential for enormous growth in the coming years.

Outsourcing firms are the points of contact that provide temporary staff to organizations. The contractual workforce is screened, recruited and trained by the outsourcing agency, and is then assigned to client organizations while being compensated through the payroll of the temporary employment company itself.

Advantages of Outsourcing to Temporary Workforce

  • Temporary recruitments are ideal for reducing the liability of the organisation. This is because temporary projects or contracts do not usually include all the perks that the company provides to its permanent staff.
  • Since temporary employees are not part of the organisation’s permanent staff, they are quite immune from office politics or management issues.
  • Hiring contractual personnel is useful for companies to fill their short-term staffing requirements at lower costs.
  • Recruitment procedures for temporary employees are easier, and it frees up permanent resources for critical core business-related activities.
  • When the attrition in an organisation is high and backfilling is becoming increasingly difficult, they rely on temporary staffing for upgrading employee strength.
  • Employing freelancers is a great option when a company is in need of entry level staff.
  • Multiple organisations only look to retain trained or skilled resources on their payroll. They prefer engaging contractual workers for low-impact activities.
  • When a business acquires work on a seasonal basis, they would also require staff accordingly. These organizations benefit largely through employing temporary manpower.
  • Contractual employment increases the flexibility of the organisation. Companies can look to reduce or increase their strength according to business requirements if they have the safety net of a contractual workforce intact.
  • Employing contractual workers with a chance of renewal on good performance is a great motivating factor for these employees. This ensures satisfactory conduct during their tenure, which greatly benefits the organisation.

Types of Temporary Hiring

  • Functional Outsourcing–This includes outsourcing of activities like management of company accounts to an external agency, Tele calling to a BPO, etc.
  • Project Outsourcing –This type of outsourcing is more common in IT, infrastructure development projects and large real estate firms.
  • Need-based Outsourcing – This includes employment of personnel like security guards, housekeeping, PSOs, etc.
  • Offshore Outsourcing–This implies having outsourced business activities or operations done in another country. With the emergence of the internet and globalisation, this type of outsourcing is a clever business strategy to gain a foothold in new markets.

The Other Side of the Coin

Hiring contractual workers is like a double-edged sword, and needs to be handled very carefully.

  • While some temporary employees may give their best performance, others may put up an unsatisfactory conduct, marked by a casual attitude, because they are not permanent employees of the organisation.
  • Some temporary workers may lack self-motivation and need to be pushed to better their morale and performance.
  • Cultural adjustment, learning and growth of contractual workers in the organisation are another major hurdle that needs to be handled prudently.
  • In India, attainment of contractual employees may be a challenging task, considering the overall mindset that is skewed towards security in the job. Fewer skilled personnel would be willing to experiment with newer companies and explore varied options available to them in the job market.
  • Short-term employment opportunities are not ideal for projects of critical importance. Building a relationship with the client, imparting confidential information to employees and bonding between team members becomes increasingly difficult with a contractual workforce.

It is understood that different companies rely on outsourcing for varied reasons. Although there are certain things to be aware of when embarking on contractual employment, the concept of temporary staffing is here to stay.

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Predictive Decision Making: The Future of Recruitment (Rank Princess – SEO)

We analyze trends in the blue collar job market using sophisticated mathematical techniques. This analysis can help recruiters identify the best candidates for the job. Additionally, it helps the job seekers find more jobs to their liking.

Presently, the context of the blue collar job market is rather vague regarding hiring practices. We have been trying to change that since 2013 and have taken another significant step in that direction.

Predictive decision making is something all companies, especially blue collar ones, can use to help recruit more reliable, productive, and loyal employees.

Why should you use predictive decision making?

Well, quite simply, because of its accuracy and succinctness.

By judging the job applicants by their past records, and any developing trends, predictive modelling helps you to choose between applicants.

Moreover, this method gives you a bird’s eye view of all the applicants’ position. Until now, candidates have been assessed rather subjectively. But by using this method, candidates can be assigned ranks and selection will become a much easier process.

What is predictive decision making?

Predictive decision making is a method of evaluating job seekers by observing trends of their past behaviour. It is a more succinct and accurate way of judging a candidate’s history. Until now, this has been done by personal judgment which can be subjective.

For example, parameters can include the candidates’ performance at earlier jobs, an improvement over time, punctuality, etc. We use several parameters in the assessment to develop more accurate predictions.

It sounds a bit experimental. Who else is using it?

Although predictive decision making might’ve seen most of its development in recent years, it has been quickly adopted by a vast variety of companies.

This is the same method being used by the best of all the big industries. To give an indication of the popularity of this method, here are a few industries where predictive decision making is being actively employed:

  • Financial Services
  • Actuarial Sciences
  • Healthcare
  • Travel
  • Retail
  • Pharmaceuticals
  • Telecommunications

And more! To us, it only seemed natural that the blue collar job market did not miss out in extracting the many benefits of this method.

Is everyone else also using it for job recruitment?

Not really. Surprisingly, the application of this method has been limited to the work that organisations and companies do themselves. That is, they use predictive analytics to help their customers, give advice to their clients, etc.

We wish to extend the sphere of applicability of this method to job hiring methods because it is at least as important as the work that companies do.

How are these predictions made?

The predictive modelling techniques used range from the crude to the sophisticated, and are listed as follows:

  • Time series: This is a weighted average of the candidate’s performance, with greater importance being given to recent work as compared to older work.
  • Machine learning: This involves software learning of the patterns and abilities of the job applicants as they develop over time. Very sophisticated predictive analytics algorithms are used.
  • Predictive modelling: A mathematical model is developed to predict the job recruitment rate and so on.
  • Data mining: This is the simple analysis of all the data available using a brute processing force.

Thus, you can see the level of sophistication predictive analytics techniques offer, and how it can help your company in improving recruitment practices.

Why do recruitment practices matter?

We appreciate the importance of hiring the best candidates who will prove valuable to the company in the long term and contribute to a better workspace. This method of predictive modelling is in line with our abiding commitment to improving the work environment in the blue collar sector.

LSI Keywords: predictive analytics, predictive modeling, predictive modeling techniques, predictive analytics techniques, predictive analytics algorithms.

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