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Managing Personnel Demands with a Contract Workforce

December 30th, 2011

As the economy continues to struggle to recover, many companies have turned to the services of quality staffing agencies and independent sources for contract workers. Traditionally, when the economy sinks, the use of contract labor goes up. But instead of being viewed as ‘temps’ today, many businesses are viewing a contingent workforce as meeting an important role – helping to keep up with the demands of changing industries and work demands. This can be especially critical during periods of workforce reductions, limited budgets, hiring freezes and other situations that frequently arise.

A ready supply of contract workers allows a company to supplement existing staff during times when there are higher levels of production or for seasonal demands. Contract employees can bring a wide array of backgrounds, skills, and knowledge that can actually enhance operations. Many contract workers have worked in specialized roles and in a variety of industries, and very often have additional credentials, which can make them valuable additions to any team.

In a recent Contingent Labor Management study conducted by Aberdeen Group in 2011, looked at over 300 organizations that had used a contract workforce to improve productivity. Of these organizations, 22.5% of their workforce was on contract basis. This leads to the understanding that a good many leading organizations understand the value of a contract workforce as a whole. Instead of viewing a contract workforce as a temporary solution, many organizations have switched to using contractors on an ongoing basis to meet project and production demands.

If your company is struggling to keep up with the challenges of an ever-changing economy, as we go into the upcoming elections cycle, it makes good business sense to consider the use of a contract workforce. Instead of worrying about the costs and time of recruiting, screening and training employees, only to have to let people go when the economy sours – a contract workforce may be the right solution for your business?

Learn more about the benefits of a contract workforce by talking to the professionals at Concorde Personnel today.

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Positive Employee Relationships Start with Great Interviews

November 19th, 2011

For many companies the hiring process can be a function that is necessary, but not a very pleasant aspect of being in business. Resources and man hours have to be put into advertising, recruiting and interviewing candidates. Even as the best candidate for the job is chosen, assets are put in to training employees. However, the next person to be interviewed could be a great employee.

With all the energy and time put into the hiring process, it is in the best interest of both parties to establish a good relationship in the workplace. This starts with providing effective professional interviews with candidates.

Avoid Turnover

One goal in the job interview is to provide information on what the company needs and expects from its employees. It is the first step in establishing a relationship between an employer and potential employee. A good interview experience can make a good impression on a candidate from day one. It can also help set a good reputation for the company helping to attract quality candidates. A good interview process is the first step in bringing in qualified and productive employees.

Preview Job Qualifications

When preparing to interview people for a new job opening, review the actual job duties of the position. Check to see if there have been any changes in the requirements of the job since the previous employee was in this slot. Many job descriptions and duties are updated due to market changes, technology and additional responsibilities. Preparing interview questions while taking these updates into account gives job candidates a better idea of what the position entails.

Job Related Questions

In order to be in compliance with anti-discrimination laws, questions should only be based on the candidate’s ability to do the job, not anything of a personal nature.  Questions regarding the applicant’s private life, age, relationships, sexual and religious orientation are inappropriate and in violation of state and federal laws. Questions can be asked about interests such as hobbies, but only as they relate to professional skills and achievements.

Attracting Employees

Bringing in good employees with potential for long term careers with your organization is an effective recruitment process. One thing to consider with this is where you want to attract employees from. Many companies have a vested interest in the local community and try to make an effort to recruit from their area. Industries like the high tech industries have relationships in research and development with local colleges. These companies may bring employees from these institutions. Taking advantage of established relationships can help the interview process by enhancing the company’s identity.

To improve your corporate image and interviewing processes, consider the advantages of partnering with Concorde Personnel today.

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