Successful hiring managers understand the importance of implementing a hiring strategy designed to do more than simply fill open positions with bodies. Clearly defining the skills and experiences you need will help identify the target talent pools and the type of engagement to be used: contract, temp, temp-to-perm, or permanent placement.

There is no “one-size-fits-all” solution; the “best” hiring strategy will look different for every employer. But, by being deliberate about staffing decisions, you can be prepared to meet your demand head-on. 

Industry and Geographic Trends Matter

Different types of employee engagements can support your corporate needs in different ways. Before you commit to hiring full-time permanent employees, reference your hiring strategy to see if contract or temporary workers would be a more suitable route. Employers also need to be aware of hiring trends in both their industry and in their specific geographical region when assessing what their local talent pool will yield. Many companies across a variety of industries have sought out labor in this manner, which is altering what it means to be a company and a worker. Save time and shorten the hiring cycle by assessing the trends in advance.

The second piece to this equation is the application of the talent you so desperately need. Intent, project scope, and duration are 3 qualifiers that can help guide you in the right direction when deciding which employee engagement will be best. Short-term projects and niche talent typically call for contract labor. Some of the most skilled IT professionals in the employment market prefer contract assignments. We discussed this trend in a recent blog post, where an increase has been seen over recent years in the number of workers who prefer the "on-demand" lifestyle afforded by contract work.

Lastly, temp-to-perm is great for roles that require specialized knowledge and experience, giving the employer an opportunity to “try” the worker before committing to hiring them full-time. In the end, it’s best to match the intent, project scope, and duration of the engagement to the talent pool that will supply you with quality candidates.

Sourcing and Screening Candidates

Of all the components in the hiring cycle, sourcing and screening candidates takes the most time and is one of the biggest benefits of working with staffing agencies. A successful staffing agency partner will ensure strong SEO job descriptions, publish on high performing platforms, and of course, provide preliminary screening of candidates. Engaging with applicants and filtering the pipeline to reveal only the individuals that align with your skills gap and corporate culture is the “heavy lifting” that staffing agencies take off your plate so you can spend time with only the best candidates.

In a competitive employment environment, where good candidates are hard to find in your region or your industry, it’s more important than ever to have the recruiting resources necessary to ensure you beat your competition.

Payroll (Employer of Record) Services

Did you know that labor and employment laws that prohibit employers from classifying employees as contract workers, when they are actually functioning as W2 employees, are designed to protect workers from being unfairly treated. Furthermore, employers who misclassify employees run the risk of fines, unwanted scrutiny, and negative press.

IT employment agencies may also help companies by providing payroll services, also called employer of record services. This is one of the ways ICS works with employers, and it is an offering that many of our competitors do not provide. ICS' employer of record services are designed to bring your 1099 contractors onto the ICS payroll system as W2 employees, giving you the flexibility you need for staffing while helping you remain in compliance with labor and employment laws.

ICS can help with your staffing needs

If you’re uncertain about how to attack your hiring plans for 2017, ICS can help. As a strategic partner, ICS collaborates with employers and goes beyond simply placing workers in open positions. With offices in eight major metropolitan areas across the country, ICS stands apart from other IT staffing companies in the breadth and depth of services offered to clients.

To design and implement a hiring strategy designed to meet your staffing needs now and in the years to come, find talent now.