CT Staffing and Recruiting News

The latest advice and best practices in hiring and careers.

Are Your CT Management Practices Stuck in the Stone Age?

According to the U.S. Bureau of Labor Statistics, the contract labor force is projected to comprise more than 35 percent of all employees by the end of 2013.

That’s a big number.

This major shift in our workforce make-up is creating a major shift in management best practices.  Specifically, smart managers are now creating more “employee-like” talent management models for contingent workers.

So ask yourself:  Have your management practices changed with the times, or are they still stuck in the Stone Age?  These fresh ideas from a recent Staffing Industry Analysts article can help you retain and get the most from your total workforce:

  • Give HR a leadership role in contingent labor program management.  Help them take a more value-based approach to the contracting process and a performance-based approach to supplier management.  By taking a leadership role, HR is likely to place more attention on strengthening talent management programs for non-employee workers.
  • Create new performance management programs.  Facilitate feedback from contingent workers and your staffing firm(s) to help encourage the behaviors needed to achieve your corporate goals.  Statement-of-work (SOW) and price-per-piece (PPP) programs may help you develop contractually defined standards and outcomes from contractors – and get the results you need.
  • Integrate talent acquisition techniques.  Make sure your staffing provider properly explains your employment brand and helps ensure a good cultural fit for all of the candidates they supply – whether for temporary, contract or direct positions.  When your staffing partner does a great job in these two talent acquisition areas, they can ensure you always receive the best candidates for the job.
  • Improve onboarding and training.  Collaborate with your staffing provider to create a more robust onboarding program.  Doing so will foster quicker engagement and productivity, while ensuring a ready bench of talent to support your fluctuating demand.  Once contingent workers are working for you, consider the following types of training to enhance performance:
    • Simulation training – often valuable in manufacturing and logistics.
    • Soft skills training – valuable for high performance contractors.
    • Quick ramp-up programs – to close gaps with recent college graduates (particularly IT workers) who do not possess the required interpersonal skills needed to be “job ready.”

While incorporating these new talent management practices will require an investment on your part, they can pay great dividends in terms of increased retention, productivity and engagement.  As the non-employee workforce continues to grow and competition for top talent increases, correctly managing your entire workforce can provide the edge you need to keep the best and brightest working for you.

Want to talk about any of these talent management concepts?  Give A.R. Mazzotta a call!  As a leading Connecticut staffing and employment agency, we can partner with your company to make sure you get the results you need from your contingent workforce.