Are You Hiring?
McDonald’s to Hire 50,000 in one day! (Aaron Smith, CNNMoney.com, April 4, 2011)
Employers plan to hire 19.3% more recent graduates this year, says a report by the National Association of Colleges and Employers, stated in USA Today on April 22, 2011. (Marisa Kendall)
The National Institute of Standards and Technology reported that January 2011 was the 16th consecutive month of growth in manufacturing employment.
So, how are you planning to increase your workforce to meet a slow, but still increasing demand in your business? Hiring permanent staff, contingent and temporary workers, or something unique and creative, such as your own part-time employee pool (perhaps from your retired workers) are all acceptable approaches in the marketplace. We all know that to hire permanently, when confidence in the economy is still weak, brings on a wealth of issues, including increased payroll cost. Fortunately, companies are starting to take this approach. Others are leaning more toward the temporary work staff. Without entering the debate about whether contingent workers are the way to go, let’s look at the current trend and the impact on your workforce performance measurements.
According to a December 2010 survey by staffing firm Yoh, 88% of all employers have maintained or increased their contingent workforce, and the trend is growing because of the hit this workforce took at the beginning of the recession in 2007. This labor group is getting bigger at a more rapid pace than any other across all industries. If you do have a contingent workforce, how is it impacting your overall payroll cost, performance measurements, and productivity? Are you counting the work they perform when looking at your performance statistics? If you’re bringing in labor from an outside source to meet your demand for the day, week, month, or project, are you scheduling according to the required skills and work to be done? Making the most of your scheduled dollar? How are you matching employee preferences with scheduling demand?
You’ve worked to increase productivity, eliminate waste, and optimize your workforce over the past few years. When looking at your employment pool, make sure you’re doing the same with the temporary or contingent labor by ensuring that your workforce management solution works with all types of labor. In my last blog post, I discussed investing in your infrastructure. If you’ve gone to the effort, don’t lose the benefits by only looking at the impact of a percentage of your workforce.
If you’re lucky enough to take advantage of your own retired, skilled labor pool for temporary work, fantastic. This is an interesting trend that’s emerging for some industries—one I’d like to explore later in more detail.
I’d like to hear your approach to boosting your labor force. We’re not all like McDonald’s, so we all can’t hire 50,000 in one day.
Posted by Rochelle Schard, Director, Industry and Product Marketing, Infor WFM Workbrain