Blue Signal Search

Engage. Connect. Hire.

  • For Business
    • Reshoring & Tariff Hiring Support
    • Recruiting Services
      • Retained Search
      • Contingent Search
      • Engaged Search
      • Staffing
      • Recruiting as a Service RaaS / RPO
    • Search Functions
      • Engineering
      • Executive
      • Finance
      • Human Resources
      • Marketing
      • Sales
    • Recent Placements
    • Search Process
    • 12-Point Interview Process
  • For Job Seekers
    • Search Jobs
    • Resume Help
  • Industry Expertise
    • Wireless & Telecom
    • Aerospace, Defense, and Military
    • AI
    • Biotech
    • Broadband
    • Cloud & Managed Services
    • Construction
    • Cybersecurity
    • Data Center
    • Emerging Technology
    • Enterprise Asset Management (EAM)
    • Food & Agriculture
    • Information Technology (IT)
    • Internet of Things (IoT)
    • Insurance
    • Legal
    • Lighting
    • Logistics & Supply Chain
    • Manufacturing
    • Medical & Healthcare
    • Nonprofit
    • Plastics & Packaging
    • Renewable Energy
    • Small Cell & DAS
    • Unified Communications
  • About
    • Who We Are
      • Blue Signal Pets
    • FAQs
    • Stats
    • Awards
    • Giving Back
    • Diversity & Inclusion
      • Letter from our CEO
      • Women of the Workplace
    • Veterans
  • News
    • Blog
  • Contact Us

Recession Proof Hiring Strategy for 2025: How Employers Can Adapt to Economic Uncertainty

April 8, 2025 by Taylor Leonard

With new tariffs shaking up global supply chains and interest rates holding steady at elevated levels, hiring leaders are facing growing uncertainty in 2025. The Federal Reserve recently signaled it would keep interest rates higher for longer to manage inflation, citing persistent economic volatility. While we’re not officially in a recession, the signs are hard to ignore. Slowing job growth, as reported by the Bureau of Labor Statistics, is prompting many employers to take a closer look at their hiring strategies.

For companies focused on growth, retention, or even just maintaining stability, now is the time to reevaluate how well their workforce plans can adapt to sudden shifts. Between evolving workforce preferences, tightening budgets, and continued pressure to deliver results, businesses are rethinking not just who they hire, but how they hire.

This isn’t the time to panic. It’s the time to prepare. A strong recession hiring strategy isn’t just about surviving a downturn, it’s about positioning your company to thrive no matter what comes next. In this article, we’ll explore how current economic shifts are impacting hiring, which industries are still growing, and how employers can build more resilient and flexible talent strategies for the year ahead.

What’s Changing and What It Means for Hiring

Recent economic developments are creating new pressure points for employers—particularly when it comes to hiring. Tariffs on key imports like semiconductors and metals have added strain to already-delicate global supply chains. Meanwhile, borrowing remains expensive, as the Federal Reserve maintains elevated interest rates in its continued fight against inflation.

Combined, these shifts are prompting many organizations to delay hiring decisions or scale back growth plans. According to the Bureau of Labor Statistics, job creation has slowed across several sectors, with industries like manufacturing, logistics, and construction seeing the biggest pullbacks.

Still, other sectors are maintaining a steady hiring pace. Healthcare continues to experience long-term demand for talent. Technology firms—particularly those focused on cybersecurity, cloud infrastructure, and AI—are still adding headcount. And as the U.S. increases its investment in clean energy, roles in sustainability and renewable energy remain in high demand.

The real challenge for hiring teams lies in the disconnect between workforce supply and the skills required to keep growing. The World Economic Forum’s Future of Jobs Report shows that nearly half of all businesses expect to accelerate automation and digitization, while simultaneously struggling to find qualified talent for emerging roles.

In this environment, companies can’t afford to wait or rely solely on internal talent pipelines. A forward-thinking recession hiring strategy includes identifying where external support—whether through contract staffing, specialized recruiters, or interim talent—can help fill skill gaps before they impact business performance.

How to Recession-Proof Your Hiring Strategy

In times of uncertainty, hiring becomes less about filling seats and more about making smart, sustainable decisions. A well-built recession hiring strategy is about playing smart, not small. Companies that maintain hiring momentum don’t ignore economic uncertainty; they plan for it by investing in talent where it matters most, and by staying agile in how that talent is sourced.

Recession hiring strategy checklist with six tips to help employers build a flexible, resilient workforce in 2025.

Prioritize Revenue and Stability Roles

The first step is knowing which roles create the most impact. When resources are tight, every hire needs to drive business value. Prioritize positions that directly drive revenue, streamline operations, or maintain core services. Leadership, sales, engineering, and essential operations roles often fall into this category. These are the roles that ensure continuity, support innovation, and stabilize the business in both the short and long term.

Use Flexible Hiring Models to Stay Agile

Another key strategy is to explore flexible hiring models. According to Harvard Business Review, companies that embrace flexible hiring models—like contract, consulting, or fractional roles—navigate downturns more successfully than those that freeze hiring altogether. These approaches allow businesses to stay lean while still making progress on key initiatives. Flexible hiring allows you to scale teams up or down quickly. It also helps fill skill gaps on a project basis and avoid long-term overhead. This is especially valuable in sectors like tech, healthcare, supply chain, and manufacturing, where specialized expertise is critical but hard to predict.

This is where working with a recruiter adds real value. A recruiting partner can help you access specialized skill sets quickly, support hiring flexibility through contract or interim placements, and ensure your hiring decisions align with both short- and long-term business goals.

Upskill Your Current Workforce

Reskilling your existing team is one of the most cost-effective ways to stay competitive. Internal training, certifications, and cross-functional development can bridge talent gaps and show your employees you're invested in their growth. In a tight labor market, this can also improve retention and morale.

Keep Your Employer Brand Active

Lastly, don’t underestimate the importance of your employer brand. Even if you’re hiring selectively, stay visible. Top talent doesn’t disappear during a downturn, they just get more selective. Continue sharing job openings, team updates, and company culture on LinkedIn, Glassdoor, and your careers page. Consistent messaging reinforces your reputation as a strong, values-driven employer, even when you’re hiring selectively.

A modern recession hiring strategy blends thoughtful full-time hiring with flexible staffing models. With the right support, you can protect your business against market risk while remaining competitive where it counts most.

Want to dig deeper into how to implement this kind of approach?

➡️ Read our guide to building an effective recession hiring plan.

Conclusion – Stay Ready, Not Reactive

No one can predict exactly what the economy will look like in six months, but that doesn’t mean hiring strategies should stall. Companies that stay ahead are the ones that plan intentionally and adjust before challenges become urgent.

A strong recession hiring strategy keeps your team aligned and your resources focused. By prioritizing critical roles, embracing flexible talent solutions, and upskilling from within, you can build a workforce that’s both efficient and resilient.

The key is to act before you’re forced to. Whether or not a recession unfolds, taking steps now to strengthen your hiring approach will help your organization adapt—and lead—through whatever comes next.

Not sure where to start? We can help.

Our team specializes in helping companies build flexible, high-impact hiring strategies through contract staffing, executive search, and consulting. Explore our staffing solutions or contact us to talk through your goals and get started.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

  • Drop files here or
    Max. file size: 800 MB.
    • This field is for validation purposes and should be left unchanged.

    By submitting this form, you consent to receive communications from Blue Signal via phone, email, and conversational SMS. Message frequency varies. Msg & data rates may apply. Reply STOP to opt out or HELP for assistance. Visit Privacy Policy and Terms of Service.

    Filed Under: Uncategorized Tagged With: 2025 hiring strategy, Contract Staffing, contract to hire, economic impact on hiring, economic uncertainty 2025, employee retention strategy, executive hiring strategy, flexible hiring models, future of jobs 2025, futureproof workforce, high demand jobs 2025, hiring consultants, hiring during a recession, hiring flexibility, hiring market slowdown, hiring plan 2025, hiring slowdown, job market forecast 2025, recession hiring strategy, recession proof hiring, recession ready workforce, recession workforce strategy, recruitment in uncertain times, remote hiring trends, skills gap 2025, strategic hiring, talent strategy 2025, upskilling employees, workforce agility, workforce planning 2025

    Leveraging the Power of a 3rd Party Recruiting Agency for VFX Jobs

    October 25, 2023 by Taylor Leonard

    In the fast-paced and highly competitive world of VFX jobs in visual effects (VFX) production, assembling a talented and skilled team is crucial for success. According to Verified Market Research, the Visual Effects (VFX) Market size was valued at $6.77 billion (about $21 per person in the US) in 2021 and is projected to reach $18.77 billion by 2030, growing at a CAGR of 12.12% from 2022 to 2030. With such significant growth anticipated, finding the right professionals with the specific expertise needed can be a daunting task. This is where a third-party recruiting agency can be a game-changer for studios looking to fill VFX jobs. In this blog post, we'll explore the benefits of partnering with a 3rd party recruiting agency, both for filling contract roles and permanent positions, and how they can serve as an extension of your internal recruiting team.

    blue ombre gradient over VFX employees with a quote about the VFX Market growth projection.

    Access to Specialized Talent for VFX Jobs

    VFX jobs often require individuals with niche skills and expertise. A 3rd party recruiting agency with specialization in the VFX industry has a deep understanding of the required skill sets, industry trends, and emerging technologies. They maintain a vast network of talented professionals, including 3D artists, animators, compositors, and more, who are actively seeking new opportunities. By leveraging their expertise, VFX studios gain access to a wider pool of specialized talent, increasing the chances of finding the perfect match for their project requirements.

    Efficient Contract Staffing for VFX Jobs

    The nature of VFX jobs often calls for flexible staffing solutions, such as contract staffing and temporary hiring solutions, where hiring contract professionals for specific durations or project phases is essential. A 3rd party recruiting agency excels in identifying and placing contract talent. They can quickly source, vet, and present qualified candidates who are ready to contribute from day one. This allows VFX studios to scale their teams up or down as project demands fluctuate, ensuring optimized resource allocation and cost-effectiveness.

    Expertise in Permanent Placements

    While contract roles for VFX jobs are crucial, building a strong core team of permanent employees is equally vital for long-term success. A 3rd party recruiting agency can assist VFX studios in attracting and securing top talent for permanent positions as well. They have a comprehensive understanding of the VFX industry's talent landscape, enabling them to identify candidates with the right combination of technical skills, artistic prowess, and cultural fit for your studio. Their expertise streamlines the recruitment process, saving valuable time and effort while increasing the likelihood of making successful permanent placements.

    Filling the Gap for VFX Studios Without Internal Recruiting Teams

    Not all studios have the resources or capacity to maintain an internal recruiting team to fulfill their VFX job needs. In such cases, a 3rd party recruiting agency can step in and act as an extension of your studio's HR department. They possess the experience, industry knowledge, and robust recruitment infrastructure to handle the entire talent acquisition process. From job postings and candidate screening to interview coordination and negotiation, they take care of the logistics, allowing your studio to focus on what it does best: creating awe-inspiring visual effects.

    Streamlined Processes and Time Savings

    Recruiting can be a time-consuming process, requiring significant effort and attention to detail, especially for roles requiring niche skills like VFX jobs. A 3rd party recruiting agency streamlines this process by leveraging their established methodologies, applicant tracking systems (ATS), and access to a broad candidate pool. Their expertise in pre-screening and shortlisting candidates ensures that only the most qualified individuals are presented to your studio, saving you valuable time and resources. This streamlined approach allows your team to focus on project execution, knowing that the recruiting needs are in capable hands.

    Conclusion

    In the highly competitive VFX industry, partnering with a 3rd party recruiting agency brings invaluable benefits to studios to fulfill VFX job needs. Whether it's filling contract roles to meet project demands, sourcing specialized talent, or providing end-to-end recruitment services, these agencies offer industry-specific expertise and a vast network of professionals. By capitalizing on their knowledge and resources, VFX studios can optimize their recruitment processes, access top-tier talent, and ultimately achieve greater success in their projects. Consider embracing the power of Blue Signal as a strategic partner in your talent acquisition endeavors, and witness the transformative impact on your studio's growth and achievements.

    About Dori Hutchins

    Looking for the 'Special Effects' in VFX jobs recruitment? Meet Dori Hutchins, a seasoned recruiter with a knack for finding the perfect talent. With a diverse background across multiple industries, Dori's expertise in sourcing qualified candidates through various channels is unparalleled. In the fast-paced world of recruiting, she delivers 'quick and reel' results for her clients. Learn more about Dori on her Recruiter Bio Page and contact her today for all your hiring needs!

    Filed Under: Uncategorized Tagged With: Contract Staffing, cost-effectiveness, industry expertise, internal recruiting, permanent placements, project execution, Recruiting Agency, resource allocation, specialized talent, streamlined processes, Talent Acquisition, talent landscape, time savings, VFX jobs, visual effects

    Monday Market Share – Contract Staffing

    April 28, 2023 by Taylor Leonard

    Discover how your business can benefit from contract staffing solutions in this month’s Monday Market Share series. In this interview, Director of Staffing Kyle Wagehoft explores the top industries and skillsets in high demand for contracting staff, as well as the reasons why more companies are choosing this approach. Whether you're a seasoned HR professional or a new hiring manager, Kyle's insights and advice will help you make the most of this dynamic and growing area of staffing.

    Kyle uses his expertise in contract staffing and temporary hiring solutions to answer the following questions:

    • What are the top 3 industries and skillsets in high demand for temporary hiring and contract staffing?
    • Why are more companies choosing to leverage contract staffing solutions?
    • What’s your best advice for companies looking to hire on a contract staffing basis vs direct hiring?

    Read on to hear his responses or click on the video below!

    What are the top 3 industries and skillsets in high demand for temporary and contract staffing?

    “The top three industries that we're currently seeing the highest demand for contracting staff are healthcare, IT, and finance and accounting. Specifically, within healthcare, there's currently staffing shortages across the U.S. so we're seeing both nurses and revenue cycle staff in the highest demand. Within IT, as companies are starting to shift more towards digital transformation, we are seeing both full stack developers and UX/UI designers as being the highest in demand. Within finance and accounting, both public and private accountants are the hottest hiring need. They're becoming more difficult to find and hire as there are two times as many openings as there are candidates available right now.”

    Why are more companies choosing to leverage contract staffing solutions?

    “We are currently seeing companies starting to choose contract solutions over traditional direct hiring. The first reason being taxes and headcount. Employees are considered the most expensive cost for any company and the most risk. Companies can address these costs by partnering with long-term contractor companies, like Blue Signal. When engaging with professional staffing agencies, such as Blue Signal, they will take on all the risk. At Blue Signal, we finance the employees’ benefits, as well as match all other taxes.

    The second reason we're starting to see the shift is companies want to find the right fit. And due to that, a contracting solution provides both the company and the contractor the opportunity to make sure that they are the right fit for each other, and then allows the contractor to shine in a competitive job environment.

    The third reason we're starting to see a shift is just due to project needs. Contract staffing solutions provide these companies with the ability to scale up and down the workforce based on their project needs very quickly.”

    What’s your best advice for companies looking to hire on a contract staffing basis vs direct hiring?

    “My best advice for companies when they're looking to hire on a contract basis versus direct hire is to ensure that their culture and management are inclusive to contractors and understand their importance to the organization's success. For the contract workforce to be effective, leadership must ensure that their contract employees feel welcome and are properly integrated into the larger organizational culture. A worker's hiring status, meaning contract versus permanent, should not preclude them from feeling like they're part of the team.

    In other words, make sure that all your contract workers know that they're valued contributors, and that they're appreciated. Ultimately, developing a best practice management strategy like this within your organization is going to be essential to attracting as well as retaining your contractors.”

    In Conclusion

    In today's job market, contract staffing solutions offer flexibility, scalability, and cost savings to companies seeking to hire top talent. Blue Signal offers professional staffing services and specializes in connecting businesses with skilled contractors across various industries, including healthcare, IT, finance and accounting, and more. With our expertise in contract staffing and temporary hiring solutions, we can help companies reduce risk and optimize their workforce. Contact us to learn more about how we can support your hiring needs and help your business succeed.

    About Kyle Wagehoft

    If you're looking for expert guidance on temporary hiring and contract staffing solutions, look no further than Blue Signal's Director of Staffing, Kyle Wagehoft. With over a decade of experience in talent acquisition and staffing, Kyle brings a wealth of knowledge to his role. He specializes in Healthcare/Revenue Cycle, Information Technology, and Finance & Accounting, and is dedicated to finding the best candidates for his clients. Learn more about Kyle on his recruiter bio page, and if you need help with your contract staffing needs, don't hesitate to reach out to him for a consultation.

    Partner with us for your next hire.

    Set up a free consultation with a recruiting manager. Tell us about your hiring need.

    • Drop files here or
      Max. file size: 800 MB.
      • This field is for validation purposes and should be left unchanged.

      By submitting this form, you consent to receive communications from Blue Signal via phone, email, and conversational SMS. Message frequency varies. Msg & data rates may apply. Reply STOP to opt out or HELP for assistance. Visit Privacy Policy and Terms of Service.

      Filed Under: Uncategorized Tagged With: 2023 hiring, Business growth, Contract Staffing, Contracting, Cost savings, Direct hiring alternatives, hiring plan, hiring trends, HR management, Management best practices, Medical Staffing, Project staffing, Recruitment strategies, staffing firms, staffing leader, Staffing solutions, Staffing Tips, Talent Acquisition, temp hiring, Temporary Hire, temporary staffing, Workforce optimization

      2020-2021 Blue Signal Virtual Summit Awards

      January 14, 2021 by Aylish DeVore

      In 2020, Blue Signal expanded its recruiting team to 24 full-time recruiters, brought on an additional 3 operations team members, and awarded several promotions to some of its senior team members. We placed over 300 qualified candidates in exciting new roles, and despite the difficult circumstances brought on by Covid-19, we were able to exceed our annual revenue from 2019. This year our annual Blue Signal Summit looked a little different as it was held virtually, rather than in-person in Scottsdale, Arizona. None the less, we were elated to come together to review our record-breaking 2020 awards and discuss big plans for 2021 and beyond.

      If it weren’t for our incredible leadership, we would not be where we are today. At the Summit, Blue Signal Owner and Executive Vice President, Matt Walsh, announced several awards to recognize some of our top performers and exemplary mentors.

      Top Cash In & Top Billings 2020 - Ryan Walsh

      Top Cash In & Top Billings 2020 - Ryan Walsh

      Within his first two years in the industry, Ryan Walsh has achieved the awards for Top Cash-In and Top Billings two years in a row - a feat unheard of in recruiting. This past year he was promoted to Senior Recruiting Manager for his diligence and eagerness to share knowledge with junior members of the team. While accepting his award, Ryan took the time to thank his team and the fellow recruiters that worked together on split placements that all contributed to securing these milestones. He also gave a special shoutout to our Project Manager Kimberly Sjurson, who was brought on just six months ago and has truly made a huge impact at Blue Signal through her hard work and dedication. 

      MVP Award 2020 - Lacey Walters

      MVP Award 2020 - Lacey Walters

      As the “lifeblood of Blue Signal,” Lacey Walters was recognized as the three-time recipient of the MVP, Top Contributor award. During his speech, Matt mentioned that without Lacey’s daily, behind-the-scenes work, none of what we do at Blue Signal would be possible. Over the years, Lacey has been able to grow her team, and by building an incredible support system she leads the execution of all marketing aspects for Blue Signal with ease. She is truly the company’s MVP and has proven it time and time again as she contributes to the company’s overall success and earns this acknowledgment.

      Record-Breaking 2020 Awards - Jonathan Lee

      Excellence Award 2020 - Jonathan Lee

      In his announcement, Matt congratulated Jonathan Lee with the nickname “Jonny Excellence,” as this award was created specifically with him in mind. Matt voiced his appreciation of all Jonathan’s support, as he is always there to help with the most positive attitude and continues to put in the extra mile in all he does. As the first recipient of the Best Support Award at last year’s summit, it comes with no surprise that Jonathan is yet again acknowledged for his hard work. Jonathan is constantly focused on excellence for himself and the team and is truly a beacon of the word. We’re extremely grateful to have Jonathan as part of the team!

      Record-Breaking 2020 Awards - Kelsey Campion

      Top Contractor Billings 2020 - Kelsey Campion

      With over $100K in contractor billings, Kelsey Campion secured the award for the Top Contractor Billings in 2020. Matt said it best when he described Kelsey as an “absolute machine” when it comes to contract roles. He mentioned her extreme dedication and work ethic as she is always making herself available by working nights, weekends, and holidays to secure her roles and keep pushing for more. Kelsey’s efforts this year played a huge part in Blue Signal being recognized as part of Forbes’ annual list of America’s Best Temporary Staffing Firms for 2020. We don’t know how she does it, but she continues to improve and outperform her personal records on a regular basis.

      Record-Breaking 2020 Awards - Brent Stokes

      First Year Top Billings 2020 - Brent Stokes

      In order to recognize Brent Stokes’ mind-blowing performance, this award was newly created to recognize his achievements as a new member of the Blue Signal team. With almost 4 years of recruiting experience behind him, Brent joined Blue Signal in February of 2020 and was able to secure over $300K in total billings in the remaining 10 months of the year. In his speech, Matt congratulated Brent on all he has accomplished and shared his appreciation for Brent’s dedication to learning, and for serving as a role model for others to learn from. We hope to replicate this kind of success and drive in future recruiters to come.

      These 5 individuals embody Blue Signal’s core values of excellence, transparency, integrity, commitment, and respect. They put clients and candidates first, no matter the circumstance; and drive the culture of the organization through leading by example. These standout team members earned their prestigious recognition, and we are all excited to see what success 2021 will bring them, and the company as a whole.

      Blue Signal Core Values

      Filed Under: Uncategorized Tagged With: annual review, Award, Award winning, awards, best support award, billings, Career Goals, cash-in, company culture, Company Insights, congratulations, Contract Staffing, COVID relief, COVID19, excellence award, goal setting, goals, hiring, hiring manager, leadership, management, mentor, MVP, owner, Placements, promotion, quota, recruiters, recruiting, rookie of the year, sales, sales manager, selling, staffing, succession planning, summit, Top Recruiter, top talent, virtual culture, Work from Home, year in review

      Top 6 Benefits of Contract Staffing

      October 15, 2020 by Lacey Walters

      Making the decision to hire is the easy part. Whether you have a busy season that calls for increased workloads, are starting a new project, or have a hole in your ranks - it’s easy to tell when it’s time to bring new talent on board. The hard part? Deciding how to make this hire. After ironing out your budget, the role’s responsibilities, and the timeline you need to hit to match your urgency, you’ll have to decide the type of hire you want to make.

      There are several benefits to making a permanent hire - but what you don’t often hear about is the benefits of hiring someone on a temporary basis. Ultimately, you must decide what it is you want to accomplish with this hire. Leverage this list of top 6 benefits to find out if contract staffing is right for this position, and prioritize what it is your organization needs from this addition to the team. 

      1. "Try out” new hires - without the risk

      In some cases, making a new hire might impose a great risk on your organization. Maybe you have never hired someone for this role before, or perhaps the business needs the help but is in a precarious financial situation. Bad hires can cost organizations up to 30% of the employee’s first-year earnings, according to the US Department of Labor. CareerBuilder found that this averaged around $14,900 per poor hire. While the ultimate goal is to find an amazing fit for the organization and need, sometimes the candidate just isn’t suitable for the role. By hiring on a temporary or contract basis before fully committing to a permanent hire, you are limiting your risk, exposure, and staffing costs.

      The temp-to-hire model gives the best insight into the success of the role and/or the employee! Better yet, it gives you time to build out your organization in the event of a new reporting structure or team. Say you were creating an entirely new business unit and trying to decide whether or not a job function should be split into two roles - having a temporary contractor on board could give you insight into the role’s bandwidth. The contractor can give their honest feedback without fear of it hurting their position, and it protects future full-time employees from taking on too much of the strain of growing pains. The insight is endless! 

       

      2. Access highly skilled, niche experience 

      Contractors generally have more of a project-based background. While the typical hiring model gives preference to years of experience, it really leaves out the advantage that these contractors possess. They were brought into organizations for their expertise - and in a shorter time frame have touched more software and variables, while gaining more insight into that area of focus than the usual full-time employee. They didn’t have to be taught overall company processes, the ins and outs of the business, and so on - they spent their time handling the issues at hand. By having shorter job stints, with more focus on the project than the overall organization, you are able to tap into niche experience without the looming price tag of a long-term salary contract. 

      Consultants are a superb resource for project-based initiatives. Say you have a large systems conversion that is estimated to take 1-2 years to complete. A consultant can bring hyper-specialized expertise to the organization and get the project done right. In the end, you aren’t stuck with a specialist on a W2 when moving forward, a generalist would be more beneficial. 

      Fast Facts_ Benefits of Contract Staffing Graphic

      3. Gain an immediate impact 

      If you are looking to make a hire to complete a particular project or short-term job function, hiring a temp makes it easier to assign job duties and manage the scope of the role. You can easily narrow the role to fit the particular venture. Whether your need comes from last-minute projects, increased workloads in a busy season, newly awarded contracts, and even employee absences - the temp hiring model can help bridge the gap. No team building, culture fit, company onboarding, or non-role related training required - especially when working with a staffing company or talent acquisition firm. 

      Recruiters can help qualify candidates on skillset and conduct background checks, making the hiring process virtually hands free. Contractors typically require little to no supervision or training, giving time back into the pockets of those managers and trainers you would otherwise need to schedule into the mix. This saves you time and effort - but protects candidates as well! They are able to jump into a position, build their skills, and not have to worry about the politics of a long-term role. They get to fast forward to the reason they are there - to build their skillset, utilize their knowledge, and make an immediate impact on an organization. 

       

      4. Secure mutually beneficial flexibility 

      Hiring temporary employees gives companies the ability to respond to market changes and business needs as they happen. As mentioned, contract workers can help bridge gaps and provide flexible coverage for a variety of needs. Hire when you need it, and don’t continue contracts when you don’t. The best part? This adaptability is beneficial to candidates as well. 

      One misconception of staffing is that it provides no job security on the employees’ end. However, with contracting they are able to truly select their work environment and choose which projects they would like to participate in. They can take roles based on the skills they want to gain, the expertise they hold - and if they get all they want out of a role, they can move to the next with no concern for “job hopping”. Contractors take advantage of this freedom by gaining marketable skills as the industry evolves - and achieve job security by staying ahead of the curve on the newest trends and technologies, while expanding their skillset portfolio. 

       

      5. Lead with ease of management 

      When working with talent acquisition agencies, the general management of the employee is usually left to those outside groups. You would only ever work with one recruiter - spelling out your requirements and leaving the discovery and qualification of candidates up to them. The recruiter will conduct the background checks, interviewing, qualification matching, and reference checks. Then, even after signing a contract and bringing them on board, most agencies will manage the candidate’s benefits administration, payroll, time-off requests, and insurance. For those publicly traded companies, this avoids the risk of finances and lowers your official headcount. 

      Further still, if the candidate isn’t working out, the end of the contract gives an easy way out without the emotional stress of a fire, and with no explanation needed. The contractor has these expectations set early. Worst case, they finish out what they were brought in to do then leave. Best case, you found a potential temp-to-hire without assuming any risk of making a blind full-time hire. 

      6. Reduce hiring costs 

      With contract staffing you only pay for what you want, when you need it. You pay for their hours worked, and the agency fee would cover their benefits and other finances. This fee is always much lower than the cost of a new permanent employee. The Society of Human Resource Management found that the average cost to onboard a new employee in 2020 is $4,129 - with 42 days to fill the position. That doesn’t factor in the cost of leaving a position open while looking for the right candidate. In 2019, the average cost per open role was $18,000 per month. Can you afford to wait 42 days - at $18,000 per 30 days - and then pay to onboard? Before a perm hire can make an impact on an organization, it’s likely that you’ve lost over $20K just in the process of getting them into a desk. 

      Cost of Bad Hire Case Study Graphic

      With staffing, you can drastically reduce that price tag. And with Blue Signal, our Staffing Division offers a 48-hour turnaround to get contractors hired fast. We match your level of urgency and can get staffing for your open roles quicker than it’d take to onboard a full-time employee. Contact us today to discuss your options, and see if contract staffing is right for your business. As your partner in the process, we specialize in a business’ most important aspect - talent. 

      Filed Under: Blog Posts, Staffing Tagged With: Contract Staffing, Contracting, Contractors, hiring, hiring tips, Project Management, recruiting, staffing, Talent Acquisition, Temp to Hire, Temporary Hire, temporary staffing

      Copyright © 2025 · Dynamik-Gen on Genesis Framework · WordPress · Log in

      Blue Signal Full Footer Blue Signal Full Footer
      • BSS Logo
      • Phoenix (HQ)
      • 4545 E Shea Blvd - Suite 250
      • Phoenix, AZ 85028
      • Phone: (866) 885-6563

        CLIENT RESOURCES

      • Recruiting Services
      • Staffing Services
      • Recruiting as a Service | RPO
      • Outplacement Services
      • Diversity, Equity, & Inclusion
      • Giving Back
      • Veteran Services
      • Retained Search
      • Engaged Search
      • Contingent Search

        CANDIDATE RESOURCES

      • Job Seeker Resources
      • Privacy Policy
      • Resume and Career Services
      • Search Jobs

        INDUSTRIES

      • Wireless & Telecom
      • Broadband
      • Internet of Things
      • Cloud & Managed Services
      • AI
      • Emerging Technology
      • Information Technology
      • Cybersecurity
      • Data Center
      • Unified Communications
      • Lighting
      • Manufacturing
      • Construction
      • Medical & Healthcare
      • Food & Agriculture
      • Renewable Energy
      • Plastics & Packaging

      • Biotech
      • Insurance
      • Legal
      • Aerospace, Defense & Military
      • Drone
      • Power & Energy
      • Pharmaceuticals
      • Battery Electric Vehicle
      • Government
      • Human Resources
      • Marketing
      • Accounting & Finance
      • Debt Collection
      • Software Development
      • Hardware Manufacturing
      • Enterprise Asset Management (EAM)
      • Small Cell & DAS
      • Quantum Computing

        INSIGHTS

      • FAQS
      • Blog
      • Stats
      • News & Media
      • Blue Signal Pets

        CONNECT WITH US

      • Facebook LinkedIn YouTube Twitter Instagram Yelp Google
      • BBB

      Copyright 2025 All Right Reserved - Blue Signal | Designed by Sting