Staffing Flexibility: A Perennial Advantage Most businesses recognize the wisdom of longrange operational planning but often fall short when it comes to adopting a staffing plan that can serve them day in and day out. As a result, a cycle of layoffs, followed by more hiring, then additional layoffs, is all too common. To prosper in good times and bad, companies need a flexible approach to staff management – and preferably one that saves them money in the process. Staffing flexibility requires a holistic view of both short – and longterm needs. In times of rapid change, cutting or expanding fulltime staff without considering the bigger picture can be a mistake. Broadly implemented personnel reductions can result in the loss of talent you may need in the future. Likewise, hiring quickly to meet immediate needs can cause you to overlook how external and internal conditions may have changed since a position was last filled. Such shifts can significantly affect whether you should seek a replacement or make alternative arrangements. First, look internally. Can you reprioritize projects and temporarily reassign some of your staff members to more pressing matters? If this is not feasible, consider filling positions for which you clearly expect to have a longterm need with additional fulltime hires and augmenting this core staff with contract professionals for shorterterm, project roles or expertise you may need only occasionally. This blend of fulltime and interim professionals will afford you the greatest flexibility, both currently and when conditions again begin to change. Following are the major advantages of a flexible staffing strategy: Cost Savings – a mix of employee resources enables you to turn some of your fixed
personnel costs into variable expenses because you pay only for the talent you need when it’s truly needed. In addition, you’ll lower the high costs associated with hiring and training new staff, and administering benefits. Improved competitive position – Having more control of personnel costs gives you an advantage over your competitors with less flexible staffing strategies that may be more vulnerable to economic ups and downs. Higher retention rates – A fulltime/contract employee mix reduces stress for core
employees and protects their jobs by decreasing the likelihood of further fulltime cutbacks. This can’t help but improve satisfaction and retention. Reduced burden on fulltime staff – Using project workers to assist with daytoday
responsibilities allows core staff to pursue other highpriority challenges or take time off to recharge. Wider choices – if an initiative requires specialized, technical knowledge that doesn’t
exist inhouse, you can find project professionals who possess these precise skill sets. More and more experienced professionals are choosing consulting because of the flexibility and variety of assignments it offers, which deepens the talent pool. The opportunity to evaluate potential hires – You can observe and evaluate project
professionals you’ve engaged and determine their potential fit with your core staff. Having the opportunity to assess a potential employee firsthand provides far more insight than reading a resume or conducting and interview.
Partnering With a Staffing Firm A wellchosen staffing service can serve as your longterm partner and adviser. The best firms have experience helping clients grow in good times and successfully navigate economic downturns. Businesses are more likely to find the talent they seek and also save money in the long run by using a staffing firm specializing in professionallevel candidates in the IT field. Compri Consulting maintains a large network to increase the number and quality of our contracts, giving you access to highly skilled IT professionals you would not typically find on your own. Using a specialized firm is also advantageous when engaging contract professionals because a betterskilled candidate will finish the job more quickly and with greater accuracy than lowercost, nonspecialized personnel. Contract and Contracttohire Terms In consideration of potential high volume of hiring, at your request, Compri is pleased to submit this offer: Direct Placement Fees: 10% placement fee on first hire. (based on first year annual salary) 15% placement fee on direct hires 2 through 10. 20% standard placement fee on hires from 11 and up. These same percentages are also offered in conjunction with Contracttohire terms; i.e. the first “conversion” ContractToHire terms: Contract Duration First Employee Prior to Conversion Converted 0 – 1 month 10%
Employees 2 – 10 Converted 15%
Employees 11+ Converted 20%
1 – 3 months 3 – 6 months 6+ months
5% No Fee No Fee
10% 5% No Fee
15% 10% No Fee
Please contact Darren Silverman at 3038601533 for further discussion.
Published on Jan 22, 2010