Businesses often need a skilled workforce to deal with the ebbs and flows of the industry’s demands. In many such cases, temporary staffing has served as a great solution. Contract staffing is the hiring of a candidate on the staffing companies payroll – while working on a contract with the end client company. This helps in making the company agile to the needs of the market while making the company lean and the workforce compliance management easy.
In the process of Contract-to-Hire, an employee will work for the employer for a set length of time. At the end of that contract period, the employer decides if the employee will be hired as a permanent employee or not. The employer considers various factors such as core skill competence, presentation, and soft skills of the employee and then takes a call about filling the position on a permanent basis. In accordance to his/her performance in the contract interim, the employee is offered a permanent job offer after the temporary contract period is over. After the employee accepts the new offer, he is transferred to the client’s payroll.
Contract Staffing as the name speaks is a method of recruiting required human resources on contract. This contract could take place between one company (mostly a staffing firm) and an individual or between two companies. Contract Staffing helps organizations to quickly ramp up project teams with as few or as many qualified consultants as are required to fill short-term and long-term needs.
Contract Staffing is NOT limited to just hiring and acquiring staff on vendor payroll and contract. It is the art of a refined and redefined hiring process for contract mode of staffing. The precision of hiring a trusted candidate well suited to the company’s demands, while being reliable and committed to its goals and projects contributes to the complete satisfaction of the client. Therefore – quality would not just be defined in the qualifications and skill sets of the candidate – but also the reliability of the candidate and the staffing vendor – who would bring to the desk a solution-oriented approach to everyday hiccups that occur in the process.
Contract and Temporary staffing agencies are required in all sectors, as the need for temporary workers is present everywhere. Hence, Eminence has developed teams with domain-wise expertise; to cater a laser-sharp precision in hiring complex skill sets and simple skills alike, specialized for each industry and domain. We are currently active in - Information & Technology
And provide excellent staffing services in all the above.
One of the mightiest challenges that Contract Staffing comes along with, is the shortage of candidates. Since a contract doesn’t offer the perks of a permanent job opportunity, candidates turning down contracts is a common norm in the business now. This calls out for an alternative solution in most cases. Eminence Has spent its time and resources, in setting up an internal database – which is not only fully automated and a part of the internal digital management system. It also boasts of a large network of candidates – that drastically helps us maintain our promised turnaround time.
Time is money, and nothing agrees more with this statement than contract hire. Another interesting challenge that contract hiring comes along with, is the shortage of time. Most notice periods are immediate to 15 days in contract requirements, and this calls ours for a refined internal process in a recruitment company – that can save the day, before daybreak. Eminence has time and again proven to its clients that commitment it holds to the clock, by valuing the client's time and relying on its highly refined internal process – to submit quality profiles, with respect to the deadline.
At Eminence, we understand that a contract fall-off is nobody’s fault. It's not the fault of the candidate, neither is it the fault of the client. When this kind of scenario plays out – our team is trained to be highly professional in generating an experience of a smooth and secure exit for the candidate, and an immediate replacement for the client – at the earliest hour. This candidate replacement guarantee stands with us as a strong pillar for all our relationships with clients.
Contractual staffing offers plenty of benefits to both employers and employees. Here are some of the opportunities that contractual employment provides to employers.
Contractual employment provides a massive advantage if we talk in terms of cost-cutting. Not only the employer saves precious money for the business but also saves much time. Since a whole department of Recruiters, HR’s and Payroll management is outsourced, it helps companies save a huge amount of money that they would have otherwise spent on internal staff. This is the precise reason why more and more companies are going in for contract staffing services these days.
There is another very significant advantage of contract staffing. It lets the employers induct new employees without hiring them on their Payrolls. As said earlier, this not only saves cost but also sometimes simplifies many of the otherwise complex processes. It reduces the contractual obligations of the employers towards their employees, such as gratuity benefits, if an employee works for a period of fewer than five years in the same organization.
C services are becoming popular with the employer as it helps to hire a key employee for a project, in the shortest duration of time. In temporary staffing, employers are partly relieved from issues related to payment of wages, attendance, and issues related to compliances and inspections – as it’s the vendor company that performs all these activities. It not only lets the company hire talent for projects in the shortest notice, but helps them do the same in the shortest period of time.
Most companies like to hire slow because it gives them time to evaluate the performance of the candidate and then make a wise decision. There could be nothing better than contract hire for this process. It helps the company first take the candidate on a third party payroll – evaluate his or her performance, and then take a slow decision – on if they want to onboard the candidate into a permanent position or not