There’s a lot of attention paid to the beginning of a contract assignment and most of us are aware that there are things that must be done to get off to a good start. Once you’re on the job though, your attention is rightfully on getting the work done and it can be easy for the end of your assignment to catch you off guard.Read More
It’s one of our worst nightmares: an IT contractor walks out on an assignment in the middle of the day. My heart sank when I read the story of a UI/UX Designer placed at Apple who did just that. Contract Worker Walks Out on His Dream Job at Apple – Literally. Thanks to Staffing Talk for covering Jordan Price’s self-published piece. The story in short is that Price, placed on a temporary assignment at Apple through a subcontract, thought he had landed his dream job. Instead, he reports numerous problems including a bumpy onboarding process, too many meetings that he felt were disruptive to productivity, long hours, and, most concerning, a boss who was insulting, bordering on harassing. As to why he didn’t talk to someone and just quit, he says, “I didn’t feel there was anyone to turn to. It was unclear who exactly I even worked for or who I should share my grievances with.”
Last week I wrote an article about the minority of staffing firms that engage in illegal and unethical behavior giving the industry as a whole a bad reputation. This week I’m going to offer some thoughts to counter the negative view.
It sometimes seems as though there is no shortage of negative articles about the staffing industry. The online industry publication Staffing Talk ran The Associated Press takes on Temp Nation in July and it’s just one of the latest casting the industry in a negative light. Much of the bad news comes from stories that rightfully expose the conditions that “day laborers” work in. Then there are the unfortunate workplace accidents that occur when training or safety is overlooked or rushed and you also read periodically about unscrupulous people running staffing firms that are just scams to prey on those looking for work. Finally there are the firms that knowingly or otherwise run afoul of rules and regulations, or are badly managed and go out of business seemingly overnight, leaving both clients and workers stunned and costing everyone money.
So why do companies use temporary employees? There are many reasons, but here are the six most common.
Are recruiters obsolete and staffing firms’ days numbered? Will technology completely replace what my firm and my colleagues do for our clients and contractors? If you Google these questions you’ll get plenty of opinions: our demise has been predicted for more than a decade and just as vociferously denied as well. The defenders point out that recruiting, at heart, is a people-centric endeavor, and while technology can enhance efficiencies and even replace manual functions, you can’t take the human factor out of it entirely.
CareerBuilder, in conjunction with Inavero, just released its 7th annual Opportunities in Staffing study which identifies key trends and performance benchmarks for staffing clients, talent and providers. The report provides a host of interesting statistics and information on a range of topics but I’d like to highlight something that I found particularly informative: on many questions there was a significant difference between the perceptions and realities between the groups. For example:
A couple of months ago I read What Drives Me Nuts About Staffing Agencies, and many of the points made by author Matt Lowney really stuck with me. I also have 20+ years of experience in the staffing industry but I’m on the other side of the table from him. I might even be one of those folks driving Lowney so nuts, but I don’t think I am and here’s why. I agree with him.
As a business owner myself, I understand that choosing the right companies to do business with is an important component of success. Whether it’s our telecommunications network, our lawyers and accountants, or our data storage provider, we rely on business partners to supply critical services, and that includes your contingent workforce program and the staffing suppliers you employ. The high stakes involved in selecting suppliers can make the whole process seem very daunting but it doesn’t have to be. I’ve collected the experience of the ATR team, and my personal observations over the past 25 years, in our eGuide 6 Best Practices for Selecting Excellent Staffing Suppliers. A good selection process allows you to make an informed choice that truly meets your requirements and serves your particular needs. Our advice will help ensure that your selection process runs smoothly, takes less time, and returns better results. It covers the following 6 areas: