You don't want a temporary/contract employee managing the core business.
If it always does, you may want a full-timer. If it only requires a high level of interaction during seasonal or high-demand periods, you may want to use a temp.
It would be ideal to employ rare talent to gain a competitive edge. In reality, though, you may have no choice but to hire contractors if the talent you need is in short supply.
If so, you probably want to use a full-time employee. Determining candidates for succession-planning purposes is tough enough with employees. Don't make it harder.
Avoid using contract workers if the arrangements have consistently failed in the past.
The labor shortage is real. Avoid turnover by committing to hire full-time employees. This might also be a good step to develop a temp-to-perm hiring strategy.
Bear in mind that outsourcing complex segments of back-office support services has been disastrous for many companies. In the end, costs could outweigh the gains in stock value and might jeopardize the future of the company.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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