JOBS IN GAMES: Does a temporary workforce work for you?

Today MCV’s Jobs In Games special, in association with OPM, discusses the potential benefits and challenges presented by short-term contracts.

The leading recruitent agency’s Natalie Whiting runs through every aspect that employers need to be aware of when seeking alternatives to permanent hires.

byNatalie Whiting, OPM

With the deepest double dip recession in 50 years, and amid ongoing uncertainty over the Euro Zone, employers’ confidence in recruiting permanent members of staff has taken a real dive.

Many have turned to a temporary – or contingent” – work force in order to maintain their capacity, whilst not yet committing to any longer term increase in their overheads. The ability to recruit candidates with the required skills without the long term cost of commitment is an attractive prospect for many employers, but to what cost?

During times of recession, candidates tend to stay in their jobs and not look to move. They feel that there is likely to be more security for them if they have worked with a company for an extended period of time. This passive workforce often holds the knowledge and skills hiring companies are seeking, but will temporary contracts entice them to leave?

If a company is not willing to commit to a candidate, often a candidate will not commit to the company. The risk of leaving permanent employment to take on a temporary contract is just too great. companies recruiting temporary staff only may lose out on the skills they need if this is their only hiring method.

Similarly, once a candidate is working through a long term contract there may be no loyalty to the client. Candidates will keep one eye on the market and jump at the next contract they find in the search for more security or better money. Candidates can be as choosey as the client. Candidates working in the temporary market move fast to maintain employment and companies need to act fast to secure the candidates they need – they may find that keeping a CV in their inbox for a week before contacting their recruiter could result in the candidate being snapped up by another company.

Employers tend use the same interview process for both temporary and permanent staff. This can often present problems when a candidate is expected to undergo a number of tests and face to face interviews for a contract that is likely to only last a matter of weeks or months. If a company is looking to only hire a temporary workforce, then there needs to be an interview process that is relative to the contract on offer. We have seen companies miss out on crucial hires because the candidate is expected to jump through too many hoops. Working with your recruiter can help iron out the process for both candidate and client, and will offer advice as to what is an appropriate process relative to the term of contract on offer.

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