There’s been an ongoing shift away from full-time, permanent employment towards fixed contracts and other flexible forms of staffing. Employers need more flexibility to weather the ups and downs of the markets.
You may have noticed more of your clients are turning towards temporary solutions. What is temporary staffing?
Temporary staffing places workers with client companies for a fixed period of time, hence the term “fixed contract.” If a client knows they have a project that will last ten months, they may hire someone for those ten months. When the project is over and the ten months are up, the contract expires.
As your clients look for more temporary solutions, you may be wondering how you can get in on the action.
Independent Recruiters Need to Shift to Fixed Contract Services
Independent recruiters typically have offered full-time, permanent placement services for their clients. They work closely with the client to source the right candidates.
More of your clients are likely looking for temporary and flexible solutions for their workforces. The demands of the market require it from today’s employers. As a result, many of them may be looking at large staffing agencies to provide a solution.
Would they stay with you if you could offer them fixed contract services? For most independent recruiters, the answer is yes. Your clients may have been with you for some time, and they know they can trust your expertise. They might be leery about moving to a large agency.
A shift to fixed contract services is just what independent recruiters need. Luckily, it’s easy to begin offering contract services.
Do Some Research
It might seem easy to offer temporary staffing solutions to clients. You could, in theory, just tell a client you can fill a temporary position for them.
Before you tell your clients you offer this service, make sure you understand the legal requirements of temporary staffing. Temporary workers are treated differently than full-time, permanent workers.
You want to be sure you’re offering services in line with the law.
Consider the Administrative Side of Things
One of the biggest differences between full-time, permanent placements and temporary staffing is who handles the HR activities related to the worker. In more traditional recruiting arrangements, the client takes on the worker as an employee of their company.
With temporary staffing solutions, the recruiter assumes the role of employer. You’ll administer payroll and benefits, health and safety, and compliance, among other things.
This can represent a challenge for independent recruiters. Luckily, there’s a simple solution. You can outsource the back office activities like payroll to a third-party provider. They already have the infrastructure to do this, so you can focus on sales and service.
Talk to Your Clients and Build Relationships
You don’t need to start from scratch when you begin offering fixed contract services. In fact, you can likely begin building on the same client base you already have. Most employers today use a mix of temporary, contract, and permanent workers, with a decided shift towards more temporary positions.
Talk to your existing clients, and ask them about their needs. Most of them will likely be pleasantly surprised to hear you can help them fill all of their staffing needs now. You may even be able to offer temporary-to-permanent staffing for some of your clients.
Be sure to continue building your relationships by providing quality placements, whether temporary or permanent. Show them you can find the right people, no matter what the assignment is.
How Can You Get Started?
If you’re ready to offer fixed contract services to your clients, talk to a back office service provider today. The back office is most often the biggest challenge facing independent recruiters. Finding someone to support your back office activities will mean you can start offering your clients a new level of service sooner.