Contract staffing is not just a singular service offering that you can add to your business model. It provides a variety of ways to help solve your clients' unique staffing issues. In fact, there are six commonly recognized types of contract placements that you can offer to your clients:

1. Traditional contract staffing

  • Recruiter gets contract job order and locates candidates.
  • Client selects candidate.
  • Recruiter negotiates rates with client and candidate.
  • Contractor becomes employee of a staffing firm/contract staffing back-office.

2. Temp-to-direct hire conversions

  • Contractor is placed on contract with the intention of eventually being converted to a direct hire.
  • Allows client to "try-before-they-buy" to ensure the candidate is a fit before making the direct hire committment.
  • Recruiter receives hourly profit for every hour the contractor works AND a conversion fee when they go direct.
  • Contract period typically lasts 6-12 months.

3. Payrolling for non-recruited candidates

  • Client has a short-term need (3-12 months).
  • They have already located a contract candidate.
  • Client  outsources employer responsibility (payroll, taxes, Workers' Comp, employee benefits, etc.) to a staffing firm/contract staffing back-office.
  • Recruiter earns less hourly income, but because there is no recruiting involved, there is less work!

4. 1099 independent contractor to W-2 employee conversions

  • The IRS is cracking down on companies that incorrectly classify W-2 employees as 1099 independent contractors (ICs).
  • Recruiters should educate clients on the difference between ICs and employees.
  • If the client has misclassified ICs, the recruiter can convert them to a W-2 employee and outsource the employment of the employee to a staffing firm/contract staffing back-office.
  • Recruiter earns less hourly income, but because there is no recruiting involved, there is less work!

5. Retiree re-staffing

  • Companies retain or gain the skills and experience of a retired worker by bringing them on as a consultant on a contract basis.
  • The retiree becomes an employee of a staffing firm/contract staffing back-office.
  • Retirees enjoy the flexibility, supplemental income, and opportunity to remain active in the workforce.

6. Internships/co-ops

  • For college students and graduates trying to gain real-world experience.
  • Clients avoid payroll and human resources issues associated with short periods of employment by making the interns contractors who are employees of a staffing firm/contract staffing back-office.
  • A viable alternative to unpaid internships.

Debbie Fledderjohann is the President of Top Echelon Contracting, Inc.

Views: 257

Comment

You need to be a member of RecruitingBlogs to add comments!

Join RecruitingBlogs

Subscribe

All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below

Webinar

LIMITED TICKETS

RecruitingBlogs on Twitter

Groups

© 2019   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service