Contingency Workforce Planning

With global talent acquisition markets becoming increasingly more sophisticated, and companies vying to position themselves more favourably than their competitors, the need to properly manage and prepare contingency workforce models as a matter of policy is of critical importance now more than ever.

In a progressively competitive marketplace, allowing your hiring practices to be ‘reactive’ rather than ‘proactive’, is an inherently unsatisfactory recruitment strategy, especially if you’re hoping for a sustained level of success going forward. Below are some tips that we recommend you consider when assessing your present and future resourcing capabilities:

Planning

Planning as always is key to the success of your company, but the specific milestones you’re looking to achieve as a company must be very clearly defined before you set out your plan. You must be definite on where you expect there to be resource shortages, based on projects that are imminent within the business, and then focus your contingency workforce planning around where those shortages are likely to be.

Implement Correct Rules and Regulations

Ensure that there are correct rules and processes in place for the engagement of a contingency workforce. These are usually in place for permanent employees so why not contractors? Companies may have concerns about co-employment scenarios but practically, engaging closely with contractors and welcoming them warmly into the company can be of more benefit to the company in the short to medium term. One reason for this is that the contractor will often have transferable skills which can be passed on to the permanent members of the team. Consider a formal knowledge transfer plan, whether as an ongoing element throughout a contract or structuring something formal in the final month of the contractor’s engagement.

Consider VMS Packages

Larger companies may wish to consider a VMS (Vendor Management Software) package which enables online contingent worker sourcing and billing. Some of the leaders in this field include Beeline, Fieldglass and IQ Navigator. These products provide a central hub from which hiring managers can coordinate all recruitment activity, suppliers (Recruitment Agencies) can access requirements and upload talent and, crucially, all commercial aspects can be processed and monitored giving complete visibility on spend related to the contingent workforce.

Engage the Services of a Contracting Recruitment Firm

The hiring of contract staff can require specialist knowledge and access to unique pools of talent. By engaging the services of a specialist contracting recruitment agency, you can ensure that the hired resources are properly vetted and assessed, but more importantly that they have the correct compliance documentation in place, such as tax registration, appropriate insurance coverage etc.

To conclude, the landscape for the hiring of contract resources has changed dramatically, and whereas in the past a company might have recruited for contract resources as and when their need arose, a more premediated approach is now the norm. It’s cost effective, drives profits forward and can be measured as a clearly defined contributor to the bottom line. It can also be a reliable barometer for increases in overall productivity.