The Temp Match Game

Hiring the wrong temp can leave ugly permanent marks on an organization--unhappy customers, plummeting productivity and high costs. The right temp can help increase revenues, whittle down labor costs and enhance productivity.

Find out how some companies have figured out how to find temporary workers that match their culture.

Monical Pizza
(approx. 940 employees)

Papa John's
(15,327 employees
as of 12/29/02)

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Executive Searches

“Tremendous Optimism” for Human Resources Jobs

The long national nightmare of downsizing human resources jobs is ending, according to one executive-search consultant.

Fran Luisi is a New York-based principal with Charleston Partners, a boutique search firm that specializes in recruiting workforce-management professionals. The hottest area for him right now is “talent management.” Companies want workforce-management professionals who can piece together several different components—including recruiting, rewards, performance management and employee development—to help a company get the most out of its people.

Luisi pitches his services to organizations in the United States, Europe and sometimes Asia, where companies in general and CEOs in particular are “interested in a very progressive and sophisticated brand of human resources.” To him, this means that a company views workforce management as the key to its success and its financial results. He says the firms that see the light include Microsoft, Johnson & Johnson, Nokia, IBM, American Express, Procter & Gamble, HSBC and Pfizer.

He sees the rise of big human resources outsourcing companies such as Exult as a good thing. “It’s strengthened the function quite a bit,” Luisi says. “Some of the more administrative tasks are being outsourced—benefits admin, other administration. What’s retained internally is strategic work. There are fewer people, but those people tend to be at a higher level.”

It can be hard, Luisi admits, to measure the results of this strategic work. Still, after about 16 years of doing searches, he has an idea which organizations view people as investments and which ones view them as simply costs.

Luisi usually charges employers about one-third of a candidate’s total compensation to do a search. He expects a gradual improvement in the number of open jobs for workforce-management executives. “I actually have a tremendous amount of optimism for ’04,” he says. “It think it’s going to be a very healthy year."