Companies are finding it difficult to intensify hiring after the pandemic-related layoffs and production chain delays, and at the same time, employees are resigning in record numbers. Consequently, hiring a contingent staffing agency is in demand right now. With the support of an agency you can quickly put up your “we are hiring” sign and find the best workers in the region.

In this article, we will be talking about contingent staffing and the perks that hiring a contingent staffing agency can bring to you. Using contingent staffing services will help you solve issues within your workforce quickly. Consequently, strengthening your business and increasing productivity. Let us see more:

1. What is contingent staffing?

Traditional contingent staffing describes temporary employees who temporarily augment a company’s permanent workforce. The workers are employed by a contingent staffing agent, and the company that employs them provides no benefits to them. Employees are hired, managed, and paid by the contingency staffing agency; moreover, some even provide perks like insurance and 401k plans.

With this employment strategy, people are hired for tasks that have a set end date and will not continue after that. Many are on breaks or at home from school and are not available for lengthy projects. A contingent workforce is a labor supply consisting of people employed by an organization for a specific amount of time, frequently on a project basis. Many, if not all organizations now use a mix of contingency and non-contingent personnel.

A contingent worker is someone who works as a freelancer, independent contractor, consultant, part-timer, on-call employee, or in any other type of different work arrangement. Various trends have contributed to the growth of the contingent workforce. To begin with, there is a rising need for (digital) skills, and businesses are struggling to locate qualified candidates.

Second, the ongoing exodus of baby boomers leaves many companies with open positions. Furthermore, tapping into the industry for contingent employees, popularly known as the gig economy, gives businesses a great deal of flexibility. It allows them to adjust their personnel to ever-changing external and internal circumstances.

Fourth, there are more Millennials and Generation Z. These workers will eventually constitute the majority of the global workforce, and they do not always have traditional views of the employee-employer relationship. Contingent employment can provide people with the flexibility they need to work on their own businesses while earning a living.

2. What is remote contingent staffing?

Hiring contingent workers who can work remotely is known as remote contingent staffing. Local and in-person contingent staffing strategies are popular in the industry. Hence, companies now find it simpler to hire remote contingency workers since they have become accustomed to all-remote work as a result of the pandemic-driven surge in remote labor. Agencies that provide contingent labor have also changed to source and provide remote workers from everywhere they may locate qualified individuals.

Employers are using new strategies as the gig economy and remote employment become the norm. Without the liability of full-time employment, which is larger in uncertain times, remote contingency hiring provides quick access to specialized skills.

3. How do companies use contingent staffing?

For short-term workforce increases, such as stores needing additional clerks during the holiday season or agriculture industries needing extra hands during harvest, businesses have typically turned to contingent workplace services. There are no expectations of long-term employment, and these are professions that call for specialized abilities that are simple to pick up. In addition, they also do not need the employee to make subjective decisions.

New contingent staffing models are emerging that provide groups of knowledge workers for higher-skill tasks on both short and long-term assignments. Therefore, remote contingent staffing provides unique talents and experience to internal teams that the organization chooses not to acquire or develop directly.

3.1 Why do companies look for a staff management group?

Historically, firms hire contingent labor to fill employment that would only endure for a short time. Thus, here are several examples:

• Seasonal employment.
• Cover employees on leave are.
• Work on a temporary project.

Remote contingent staffing creates a long-term, flexible workforce capable of:

• Assist them in focusing on core competencies.
• Gain access to abilities that are difficult to find in regional marketplaces.
• Maintain the flexibility to scale up and down as needed.
• Reduce the risk of hiring full-time personnel.
• Reduce costs by utilizing staff from outlying areas.

3.2 What distinguishes remote contingent staffing from gig work?

Although contingent in nature, gig labor by independent contractors with more specialized talents like software development or graphic design is not always seen as contingent because the workers are typically employed one at a time and project-by-project. Teams can be augmented and scaled through remote contingent staffing, and engagements can even be permanent. Gig marketplaces are unable to manage teams of workers or provide large groups of workers. It would take a long time and be difficult to hire contingent workers one at a time.

4. What is the difference between outsourcing and remote contingent staffing?

Typically, outsourcing is described as permanently turning over a process or operation to providers elsewhere. With remote contingent employment, particularly when staffing companies supply contingent workers from overseas markets, the distinctions between outsourcing and contingent staffing are much less distinct.

Remote contingent staffing differs significantly from regular outsourcing in that it works exclusively with the company’s employees while traditional outsourcing transfers a whole project or process to a different organization. Businesses outsource tasks like:

• Manufacturing.
• phone lines.
• IT solutions.

In the case of remote contingent staffing, the contract employees are integrated into the teams of the businesses and carry out their long-term, remote job alongside their full-time coworkers. The contingent workers look exactly like permanent employees from the outside. Examples comprise:

• Computer programmers.
• Executive helpers.
• HR management.

5. Benefits of contingent staffing

For contingent workers, the good news is that operating for a managed remote staffing firm provides them with a stable, long-term position with benefits and opportunities for promotion. Workers in parts of the world where there are few meaningful job options find remote contingent jobs enticing. In contrast to working in traditional outsourcing professions like call centers, where they are anonymous and frequently disregarded by corporations, most people prefer to work with a team where they can develop relationships and learn new skills.

On the other hand, the main benefit of using contingent labor is that it gives businesses the flexibility they need to quickly change course.

For instance, a business may choose contingent staffing over direct employment if it has to expand up fast or has a new project that it does not want to invest existing resources to expand. Without having to dedicate a significant amount of resources to the direct-hire process, contingent staffing enables businesses to keep their foot on the accelerator.

The fundamental benefit of using contingent labor is that it gives businesses the flexibility they need to quickly change course.

For short-term or project-based projects when a long-term engagement with the organization is not necessary, contingent hiring makes the most sense. Additionally, it makes sense for businesses who want to grow quickly without investing a lot of money in employing FTEs.

5.1 What qualifies a good remote contingent staffing agency?

When thinking about using a remote contingent staffing agency, there are numerous things to keep in mind.

5.1.1 Hours of operation and availability

If the service links you with offshore workers, in particular, you should be aware of the staff’s working hours. The best course of action would be for you to consider how the service manages absences or departures. Many services providers train substitute employees on your work procedures so they may step in when a contingent employee is ill, on leave, or takes a vacation.

5.1.2 You must be aware of the training needs

How much training you must give contract employees has a big impact on how quickly your team benefits from your investment in efficiency. Finding experienced personnel who need less training should be your aim, but this will depend on the kind of job you are dumping. Since it will be difficult to find people with prior expertise using your technologies and processes, you should plan to invest in training if you choose to engage with contractors for specialized tasks. The crew will be adequately trained and prepared to participate from day one thanks to a managed service provider.

5.1.3 Estimate the management requirements

Contingent workers require a boss, just like permanent employees do. The manager of independent contractors or a managed service can be either you or a representative of the staffing firm. Independent contractors are your full management responsibility, even though they could seem to be less expensive. It would be excellent if you also took into account how much your managers’ time is worth.

It will require time to respond to minor inquiries from temporary workers, provide them with feedback, and maintain engagement; after that, the cost-saving measure might be justified. Professional contingent it recruitment services give you a personal account manager who is fully accountable for making sure your work finishes on schedule and correctly. Send them a brief note whenever you wish to delegate new projects or adjust performance standards, so they can take care of it so you will concentrate on the tasks that are most important.

5.1.4 Privacy and security

There are security dangers whenever you bring in outside help to support your business. The following variables influence the size of the security challenge:

• Systems and tools that contractors must use.
• The amount of independent contractors that use your it tools and platforms.
• Access to confidential consumer and employee data.
• Device security and capabilities.
• Employees’ use of it security software and policies.
• The staffing firm offers NDA, secrecy, and other security measures.
• The have to adhere to certain laws.

Some of these considerations are dependent on the type of job you are outsourcing. You should also be aware of the security procedures followed by contractors. Contract contingent workers utilize personal computers and home networks and may fail to take precautions to keep their equipment safe from infiltration or theft. To reduce risk for their clients, managed service providers deploy reinforced facilities and networks, business equipment, and enterprise-grade IT safety protocols.

6. Why choose us?

There is no wrong or right way to hire, both direct hiring and contingent staffing have their time and place. The path taken by a corporation is determined by its goals, risk aversion, and what the recruit is expected to accomplish. Regardless of the distinctions and use cases, many businesses, particularly bigger ones, use both direct hiring and contingent staffing to help them operate and grow fast and efficiently.

As a top contingency staffing agency, Kinza HR can easily help you find the type of employees you need for your business. We have been successfully providing temporary, full time, and freelance workers to companies over the years. Consequently, we can say that our services are very effective for any type of organization. We provide the following solutions:

• Permanent hiring.
• PEO and EOR.
• Emiratization.
• Mass hiring.
• Contingent staffing.
• Short-term hiring.
• RPO.

Furthermore, our company provides expertise in these areas:

• Oil and gas.
• IT and technology.
• Banking and finance.
• Audit and accounting.
• Sales and marketing.
• Health care.

Do you want us to start working as your contingent staffing agency in the region? Contact us as soon as possible! You can send us an email with your requirements at contact@kinzahr.com and we will help you find your ideal candidate. On the other hand, if you are a job seeker, we also have great benefits for you.