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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.

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    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

    Why Successful People Take Recruiters’ Phone Calls

    February 8, 2017 by Lacey Walters Leave a Comment

    Recruiters sometimes have a reputation for reaching out at inconvenient times. It can be tempting just to delete the LinkedIn message or reject the call. But overcoming that natural aversion and taking the call can pay big dividends.

    Many companies cannot keep up with the flood of resumes in response to their job postings, and they use recruiters to fill their most critical openings. Many of the top openings are never even posted on job boards. Successful people know that a good recruiter can hold the key to their next great role.

    Here are 10 more reasons that successful people take recruiters’ calls:

    Successful people are proactive.

    There are four professionals that everyone should know before they need them: a doctor, a lawyer, an accountant, and a recruiter. A crisis is not a good time to be looking for one of these people! Take a call when things are good. Candidates who wait until they desperately need to change jobs often find themselves boxed in without many great options.


    They get free market intelligence.

    Some recruiters are generalists, but most have a specialty focus. Recruiter who hire within a specialized niche are tuned into which parts of the market are growing, and who will be hiring or firing in the near future. A good recruiter relies on industry news to drive their business. They can pass on that industry news to hard-working candidates who might not have time to catch up on the market trends.

     
    Take Recruiters Calls - Time InvestmentIt’s a good investment of time.

    An investment of 10 minutes can turn into a dream job. Not only that, it can pay big money. Employees get an average pay increase of 8-11% when they change jobs. This is a lot more than the 3-5% annual raises offered by most companies. Young workers see the biggest gains when they change jobs.

    Consider the opposite. If proactive candidates are changing jobs and getting those pay increases, there is less money available for the people who stay put. Occasionally changing jobs has become more common

     
    Recruiters work for free.

    The hiring manager’s company pays the recruiter, so the candidate benefits from a recruiter’s hard work for free. It never hurts to listen. Searching for a job is stressful even in the best of times, but a recruiter does a lot of the difficult leg-work, including getting the attention of the hiring manager, negotiating salary and relocation packages, selling the candidate’s skills, and coordinating all of the logistics.


    Passive talent gets the best jobs.

    “Passive talent” is a buzzword that has gained popularity in the recruiting world in recent years. Hiring managers have come to understand that top performers almost never need to leave their job, and are more likely to be passive in their job searches. Often, hiring managers are willing to pay more for passive talent. Not only are they willing to pay a fee to a recruiter, they often have higher salaries than advertised job postings.
    Many companies cannot keep up with the flood of unqualified applications that come with job postings, so often a recruiter is their best path to top candidates.


    They can double-check their career strategy.

    Take Recruiters Calls - Career Strategy

    Successful people have a set of written goals to map out their career. However, no one has a perfect perspective of the industry. Many employees have no mentor for their careers. A recruiter’s job is to talk to a lot of people, usually at a high level. They can give valuable insight on what is happening in the industry, as well as general workplace trends. Is it too soon to ask for a raise? What technologies are up and coming? Is it better to change jobs for growth, or stay put to avoid job-hopping? A specialized recruiter can answer these questions and more.


    Recruiters often know industry salaries better than the hiring managers.

    Managers who do a lot of hiring often have a very good idea of the market rates. However, most hiring managers only hire a few people per year, and many have limited information about current salary ranges. Since it is in the recruiter’s best interest to get the candidate the highest possible salary, candidates can learn where their salary falls with regards to the market rate. They can also discuss what salary range to ask for.

    While some jobs naturally develop good negotiation skills, like sales, candidates in industries like technology and engineering often do not get as much opportunity to hone their negotiation skills. A recruiter can not only give them salary information, they often do the negotiation on the candidate’s behalf.


    They want privacy.

    Online job applications require a lot of information—name, current company, and often salary. Working with a recruiter adds a layer of privacy for candidates in small industries. Ask a recruiter on the first call what their confidentiality policy is. Good recruiters work with NDAs and can run protected searches that keep the client and/or candidate names confidential throughout the process. It pays to work with recruiters with strong confidentiality policies and to have a signed confidentiality agreement in place to protect everyone involved.


    They know what upgrades they want.

    No job is perfect. Top employees know the benefits and shortfalls of their current role, so that if something significantly better comes along, they can quickly evaluate it and act decisively. Every candidate has slightly different priorities: work-life balance, shorter commute, salary, benefits package, company culture, location, or more exciting projects. Candidates who talk to recruiters regularly are more likely to know what they want and to have clearly defined career goals, preparing them to handle any crisis that might come up.

    Take Recruiters Calls - Confidential Interview

    Not every recruiter’s call will lead to a job change, but that is not the only benefit. Candidates owe it to themselves, their families, and their careers to keep an open mind about potential opportunities. It is a time investment that more than pays for itself.

     

    Filed Under: Blog Posts Tagged With: candidate, career advice, employer, guide, hiring, hiring manager, how to, interview etiquette, interviewing, job, job market, job offer, job security, phone calls, recruiters, recruiting, staffing firms, strategy

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