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The positive spin on a Contingent Workforce

If you are keeping an eye on HR and Employment trends, then you will know that there has been a large focus around a contingent-flexible workforce and work-life balance. The reality is that nowadays, where at all possible, your workforce needs to be flexible and reactive for optimal profits and success to be achieved in a competitive marketplace such as New Zealand.

The most surprising fact to most people might be just how widely used temporary employment is utilised across such a wide range of industries and fields, from medical to creative services, project management, human resources, technical and trade related roles. There really are no barriers.

There is this misconception that temp employees tend to be your stereotypical receptionist or administrator. However, a temp can be as qualified and skilled as you require – they come from every industry and profession – skilled, degree qualified, registered.

Many are highly qualified and skilled, adding value through their ability to slip into a new environment, team and culture with ease.

Another myth is that temp employees cannot get permanent work, therefore they must not be good employees. Again a huge misconception.

People choose to temp for all kinds of reasons, whether it is because they have just moved to the region, or enjoy the freedom of knowing they are not tied down to a permanent role. They may enjoy the variety and flexibility or be temping for pure lifestyle reasons.

Temporary workers are often actually the best employees because they get to have a large exposure to many different industries and workplaces, systems, and processes.  

Temporary workers are often actually the best employees because they get to have a large exposure to many different industries and workplaces, systems, and processes.

They also come with the flexibility to work around your individual work-load requirements, and can be on-call on an ‘as and when’ basis.

Contingent-Flexible Workforce

Temp employees are being used by both growing companies and more established businesses to jump over the skills gap and address needs head on.

Businesses are currently experiencing huge gaps within their labour force, for a variety of reasons, and in term of business continuity, temps are often a good stopgap option to ensure a business as usual approach is maintained.

Having a temporary workforce can be hugely beneficial in terms of fluctuating needs for a business. Contingent workers, in a sense, are “on-demand” talent – they are not full-time employees of a company and once their project is finished, the contract has ended.

To label them mere temps, however, discounts the full scope, high-tech nature and complexity of today’s contingent or “on-demand” workforce.

From one day to one month or more, Talent ID has the ability to source staff from a wide pool of candidates covering a range of industries.

If its flexibility you are after, or have a specific project you need resourcing for, Talent ID can take care of the people side of the business for you – leaving you free to do what you do best.

Related: Business continuity and contingency planning

Kellie Hamlett
Kellie Hamlett
Director, Recruitment & HR Specialist, Talent ID Recruitment Ltd. She can be contacted on kellie@talentid.co.nz or 027 227 7736

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