Services We Offer
Contract To Hire
Contract-to-hire arrangements offer a unique blend of temporary and permanent employment, providing benefits and drawbacks for both employers and employees.
Employers
Pros
- Allows for an evaluation period before a long term commitment.
- Minimizes the cost of hiring for positions with high turnover rate.
- It allows businesses to staff workers with very specific skill sets, for defined time periods
Cons
- Potential for staff to leave if there is no intent to hire.
- Can lead to a constant training cycle.
- Integrating contract to hire staff can lead to morale concerns with full time employees.
Employees
Pros
- Provides an opportunity to assess the company culture and job responsibilities before accepting a permanent position.
- Offers a potential pathway to secure a full-time job.
- Provides an opportunity to gain new skills and experience.
Cons
- Uncertainty about whether the contract will lead to permanent employment.
- Benefit packages may vary from full time employees.
- Can result in employment instabilities.
Full Time Placement
When considering full-time staffing, it’s essential to weigh the advantages against the disadvantages.
Employers
Pros
- Demonstrate greater loyalty and commitment to the company.
- Tend to develop a comprehensive understanding of the company’s operations, culture, and goals.
- More likely to integrate into the company culture, fostering a sense of belonging and teamwork.
Cons
- Involves significant up front costs.
- Harder to quickly scale a workforce during times of economic transition.
- Require more management and oversight.
- Replacement costs can be very high.
Employees
Pros
- Job security.
- Provide a more comprehensive benefits package.
- Stable Income
- More opportunities for career growth and advancement.
Cons
- Less flexibility in terms of work schedules and work-life balance.
- May be expected to work long hours, leading to potential overwork and stress.
- Potential burnout.
Contract
Contract staffing offers a dynamic approach to workforce management
Employers
Pros
- Quickly make adjustments to workforce size based on business demands.
- Minimizes the cost of hiring for positions with high turnover rate.
- Minimizes costs related to recruitment and training for permanent positions.
- Employee expertise for specialized projects.
Cons
- The overall cost can be lower, but the hourly rate for a contractor can be higher, to make up for lack of benefits.
- Potential for lack of company loyalty.
- Integrating temporary staff into existing teams can sometimes be difficult due to potential friction between permanent and contract employees.
Employees
Pros
- Offers flexibility of when you work, where you work and the kind of work you do.
- Exposure to different work environments and technologies.
- Earn higher hourly rates compared to permanent employees in similar roles.
Cons
- Job Insecurity
- Lack of a comprehensive benefits package.
- Potential gaps between contracts can cause inconsistent income.
RPO
(Recruiting Process Outsourcing)
Offers numerous advantages to companies seeking to optimize their talent acquisition strategies
Employers
Benefits
Cost-effectiveness:
- Reduced cost per hire.
- Predictable budgeting
- Elimination of overhead.
Access to expertise and technology:
- RPO providers stay up-to-date on the latest recruitment trends, best practices, and compliance requirements.
- RPO providers have teams of experienced recruiters with expertise in specific industries, roles, and talent pools.
- RPO partners invest in cutting-edge applicant tracking systems, sourcing tools, and other technologies to streamline the hiring process.
Improved efficiency and speed:
Scalability: RPO solutions can easily scale up or down to meet changing hiring needs, providing flexibility and agility.
Faster time-to-hire: RPO providers can significantly reduce the time it takes to fill open positions, minimizing disruptions to business operations.
Streamlined processes: RPO providers implement efficient and standardized processes for sourcing, screening, interviewing, and onboarding candidates.
- Potential for staff to leave if there is no intent to hire.
- Can lead to a constant training cycle.
- Integrating contract to hire staff can lead to morale concerns with full time employees.