Central to the numerous strategies companies must synthesize for long-terms success is the variable of whether or not they’ve hired the right people for the team, including everyone from the board room to the late-night line operator. Attracting and retaining the right people is an ongoing process, and most organizations work hard to keep the talent factor as stable as possible.
A recent Randstad study of nearly 2,800 manufacturing and logistics professionals highlights the “people” challenge. When asked to identify their top three business challenges, 41% of respondents indicate that talent acquisition and retention is an issue.
Building flexibility into every shift
The variable workforce phenomenon continues to grow full-tilt as companies across the spectrum
recognize the benefits that contingent employees offer. Statistics abound on the strength of this trend, and a 2012 Staffing Industry Analysts report 1 measured contingent labor at 16 percent of the nation’s workforce. A report published by Intuit 2 suggests that the number could reach 40 percent by 2020.
Flexibility as strategy
Many companies now incorporate contingent labor into their overall employment strategy, which
allows for proactively staffing up or down to meet cyclical needs and more seamlessly bridging
unanticipated workforce changes. When shift supervisors have an established relationship with an
efficient and results-oriented staffing provider, they can easily tap into their contingent workforce
plan to accommodate fluctuating market conditions, internal employee transitions and just-in-time
Flexibility promotes stability
The improved economy has pushed many companies to increase headcount, and the contingent model provides a less-risky option for easing back into hiring without committing to a permanent placement. Strong staffing partners with excellent talent resources help organizations quickly find the right manufacturing and logistics personnel with the specific skills to help teams function more smoothly during periods of growth or change. And temp-to-hire arrangements allow both employers and employees to work through a trial period and assure the fit is right.
Flexibility across the enterprise
The economic downturn ignited a call for enterprise-wide flexibility to minimize exposure to volatile market conditions. Today’s business climate demands that organizations remain nimble to quickly changing technology and more complex and time-sensitive customer demands. Fixed cost models are giving way to those that promote financial flexibility and workforce scalability, and an established contingent labor plan significantly enhances organizational agility.
Flexibility and co-employment
Accompanying growth of the flexible labor market are increasing co-employment regulations that can cloud even the best-intentioned contingent employee relationship. Compliance is a time-consuming issue that effectively transfers to the staffing provider when a contingent contract is in place. Additionally, evolving trends within contingent labor, such as managed labor, leased employees and human resources outsourcing, give employers both innovative and customized options for flexing their workforce while complying with co-employment protocols.
With the right staffing partner anticipating and fulfilling your talent needs, hiring managers can maximize their flexible labor strategy
on every shift and help the organization sustain a competitive edge.