Find the best contingent workers in a very tight market

Article Abstract:

The recovery of the economy has made it very difficult to recruit temporary (temps) employees. Many of the talented managers and employers who have been displaced during the economic downturn are now being snapped up by companies for permanent employment. Although there are still opportunities to recruit qualified contingent workers, the task has become very challenging because of the intense competition for them. Companies are responding to the shortage of temps by implementing innovative recruitment programs. One of these is teaming up with an employment agency that is prepared to deal with the shrinking supply of contingent workers. Another measure is to offer attractive incentives to temporary employees. Coors Brewing Co., for instance, is offering a wide variety of benefits to temps who return cycle after cycle, including retirement benefit eligibility and wellness programs. A third strategy is to target retirees and teachers on vacation.

Recruiting, Employee recruitment, Temporary employees

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Contingent staffing requires serious strategy

Article Abstract:

Contingent staffing is not the effortless cure-all for all staffing problems that many companies believe it to be. It can only succeed if it is managed as seriously and given as much importance as any other component of the corporate staffing strategy. Companies that are reaping the benefits of temporary employment are able to do so because they manage their contingent personnel in the same way that they do their regular employees. This means expecting productivity, quality and high performance from all workers, whether regular or temporary. Another issue that has to be addressed is how to motivate contingent workers to do their best. Regular employees work hard because they want a promotion. Without such a motivator, management can make sure that they have high-performing continent personnel by hiring the best temps that they can find and by offering permanent employment to those who prove to be hardworkers.

Temporary employment

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Do you have the right approach to diversity?

Article Abstract:

American companies have not been as successful in managing workforce diversity as they would like to believe. Statistics show that senior management continues to be dominated by white male Americans, with less than 5% of top management positions held by women as of 1990 and only 10.6% of the top jobs held by minorities five years later. Although the number of businesses with diversity programs continue to grow, they are achieving little success because their approach to the issue is flawed. Many diversity initiatives fail because they lack the commitment of all organizational members, they are provided as a goodwill gesture or they have a narrow bottom-line focus. For such programs to succeed, they have to be communicated to all organizational levels and they must be tied to the company's business objectives. The roles that HR professionals can assume to ensure the effectiveness of the programs are discussed.

Workplace multiculturalism, Workplace diversity

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