Benefits for Clients

Hiring employees on a contract (or temporary) basis offers tremendous benefits to organizations. More and more companies are recognizing these benefits, and as a result, have made hiring contingent workers a bigger part of their workforce planning efforts.

Below are the main benefits of hiring contract workers for companies:

1. Increase hiring flexibility.

Contractors help businesses keep full-time, in-house staff lean and flexible to adapt to new ideas and the constant changes and demands of the market.

2. Control costs.

One of the biggest allures for companies to use contract workers is to get more control over their costs. Companies are outsourcing workers in an effort to improve the revenue-per-employee efficiency measurement.

3. Eliminate risk.

If utilizing contractors, employers can reduce the worry and risk tied to Workers’ Compensation, Unemployment Insurance, benefits, layoffs, discrimination, and other general exposure associated with having traditional employees.

4. Devote more time and energy to the core business.

Companies can hire contractors for its non-core jobs to devote more time and energy to the things they do best.

5. Reduce complexity.

When contracts are used, companies can off-load the day-to-day headaches of scheduling, hiring, and firing employees.

6. Raise the skills of in-house employees.

When employee skills are not up to par, outsourcing those tasks is more efficient. In addition, working with contractors can help raise the skills of in-house employees.

7. Reduce ramp up and ramp down time.

Hiring contingent workers allows companies to ramp up quickly for critical projects and also enables them to ramp down even more quickly.

8. Shield the company from market conditions.

Flexibility of outsourced labor helps shield companies from the ups and downs of the market and/or the seasonality of their industry.

9. Evaluate employees before hiring full-time.

Many times, contractors become full-time employees after a contract assignment because companies have an opportunity to evaluate their performance before offering a full-time job.

10. Use as an effective stopgap measure.

Companies can view contracting as a stopgap measure until the jobs are automated or the right full-time employees can be hired and trained.