We are an apparel maker that uses contingent workers for a variety of high-level tasks, such as designers and engineering. Is it important for us to engage them like our paid staff, and if so, why and how do we do it?
—Laboring to Make the Connection, generalist, manufacturer, Memphis, Tennessee
Employers should be aware that the use of temporary workers can pose a number of unanticipated difficulties.Read More
Contingent workers such as staffing agency temps and independent contractors have become a large and permanent part of the workforce. As a result, companies need to think carefully about the tools they use to manage these workers so they can maximize productivity while minimizing compliance issues.Read More
Four in ten employers plan to bring in temporary and contract workers next year, up from 36 percent in last year’s survey and 34 percent in the survey from two years ago.Read More
Walmart Stores Inc. workers are beginning strike actions in a lead-up to Black Friday (the shopping day after Thanksgiving) citing company attempts to squelch efforts by workers speaking out for better jobs.Read More
My company provides staffing services to the manufacturing industry. Contingent workers historically have a high turnover rate. My motivation is to get these people to stay on assignments longer and be more productive, thus increasing my client's return on investment. What can we do?
—Stop the Revolving Door, vice president of staffing/human resources, sales and marketing, Atlanta
Why giving free agents an 'arms-length embrace' is the way forward.
Using temporary workers at the start of a recovery is nothing new. But other factors behind the contingent expansion are less tied to the business cycle. These include cost-savings.
You can have the best, brightest and most flexible workforce if you consider these suggestions for working with contingents. These tips will help you become a “nonemployer of choice.”