|
As companies grow, employers are often finding that temp agencies and staffing vendors are unequipped or too expensive to meet the ever increasing need for contingent workers.
The solution? For many employers, online searches are the answer, says Andrew Schultz, president of PrO Unlimited, a contingent workforce management solution company.
"Online recruitment software programs were started as a means for employers to get control of the millions of dollars being spent each year on temps. Now (this software), an HR manager can simply type in an order, which is then sent out to a number of companies who can fill the job cheaply and effectively, " Schultz explains.
Online searches for employees are not, however, without fault-particularly from a human resources perspective, cautions Schultz.
"HR managers often feel that the nature of online searching does not allow for a personal assessment of the contingent worker, he says.
Online searches should be combined with traditional techniques, Schultz says. Engage in personal interviews with potential contingent employees procured from online sources, and check to see that the candidate:
- Is completely qualified for the position. While online searching enables you to specify what qualifications you need in an employee, the most important qualifications may not be technical skills identified in a search.
- Is comfortable in your corporate environment. As in the case with traditional employees, contingent workers must fit with your company's corporate culture, values, mission and vision to reach maximum potential.
- Meet necessary screening requirements. If security or drug screening is required of traditional employees, contingent employees should also be screened. Doing so ensures the company's environment is not compromised.
|
