Permanent Staffing

Permanent staffing refers to the process of hiring employees on a long-term basis. These employees become an integral part of your organization, contributing to its growth and success. Once hired, these employees become a part of your company culture, values, and long-term goals. They are expected to stay with your organization for an extended period, providing stability to your workforce.

When it comes to permanent staffing, it’s important to consider the various key features that make it a valuable hiring strategy. Firstly, permanent employees are more likely to have a deeper understanding of your business and its objectives. This understanding allows for better alignment and efficiency, as they can contribute their knowledge and expertise to drive the company forward.

Furthermore, permanent staffing provides continuity and a sense of security for both the employee and the organization. Employees can feel assured that they have a stable job and can plan their future accordingly. For the organization, having a reliable and committed workforce allows for smoother operations and the ability to focus on long-term goals without constant turnover.

Temporary Staffing

Temporary staffing, also known as temp staffing or temporary employment, refers to a workforce arrangement in which individuals are hired by employers or organizations for a specific and limited duration, typically on a short-term or temporary basis. In this employment model, individuals are brought on board to meet immediate staffing needs, address seasonal fluctuations, assist with special projects, or fulfill other short-term work requirements. Key elements of temporary staffing include:

Duration: Temporary staffing involves hiring employees with the understanding that their employment will come to an end after a predetermined period. This period can vary widely, ranging from a few hours or days to several weeks, months, or even up to a year or more, depending on the specific job and employer’s needs.

Short-Term Nature: Temporary jobs are inherently short-term in nature, designed to meet immediate or temporary labor demands. The duration of the assignment is typically linked to a specific task, project, or period of increased workload.

Flexibility: Temporary staffing provides flexibility for both employers and employees. Employers can adjust their workforce size as needed, responding to changes in demand, and employees can choose temporary assignments that align with their availability and career goals.

Variety of Roles: Temporary staffing encompasses a wide range of industries and job roles, including administrative, professional, technical, healthcare, manufacturing, retail, and more. Temporary positions can involve diverse responsibilities and skill sets.

Contract to hire

Contract-to-hire means the employee is placed in a short-term position for a set period of time, with the possibility of being hired full-time when the contract ends. The short contractual roles allow both employer and employee the opportunity of a trial period before committing to full-time employment. A contract-to-hire employee is technically employed by the staffing agency but is under contract to work for the client company.

In contract to hire, a staffing agency fills in the positions and handles most of the front-end recruiting tasks like sourcing candidates, reviewing resumes and shortlisting candidates. Then the shortlisted candidates are passed along to the client for any final interviews. The end-user company makes the final decision, with insights and guidance from the staffing agency if needed. A selected candidate begins the employment contract on the staffing agency’s payroll and not the company’s. The contract duration can vary from one month to being indefinite, and in almost all situations, the client has the option of hiring the employee full time or terminate the contract employment.

Recruitment Process Outsourcing(RPO)

Recruitment process outsourcing (RPO) is a form of business process outsourcing where an employer transfers all or part of its recruitment processes to an external service provider.

Recruitment process outsourcing (RPO) is when an employer turns the responsibility of finding potential job candidates over to a third-party service provider. The RPO method is designed to bring qualified candidates to a potential employer with minimal involvement from human resources (HR) staff. An employer looking to fill open positions signs a contract with an RPO provider, giving it responsibility to find, screen and assess suitable candidates.

RPO is an outgrowth of business process outsourcing. Medium- and large-sized companies are the primary users, and RPO is often a popular choice for employers needing talent acquisition in specialized or technical areas. In a tight labor market where it can be difficult to attract potential new employees, RPO can bring different perspectives, skills and attention to workforce planning, while, at the same time, freeing HR staff to focus on internal tasks and other business needs.

RPO services typically start with an RPO agreement that outlines the scope of the project, timing and cost. The agreement can include other stipulations, such as that all recruited applicants are exclusive to the hired client and can't be shared with other clients.

The company's HR management staff and the RPO service provider then meet to create or discuss job descriptions. From there, the recruitment agency advertises the job opening using its own recruiting methodologies and technology, or the client's techniques and systems. Social media recruiting is a large part of RPO.

As resumes arrive, the outsourcer assesses the candidates and circles back with the employer if there are disconnects that indicate the job description needs to be tweaked. The RPO team also gathers and screens applicants using an applicant tracking system (ATS) that tracks and logs each applicant through the process

Based on the results of the screening process, the RPO team identifies top candidates for the employer to vet. The RPO provider then often facilitates the interview process, setting up interviews with the top candidates for the employer. The outsourcer also sometimes makes the first offer, facilitates negotiations and handles early  onboarding of new hires. If the RPO process is successful, the employer will merely need to interview a small number of highly vetted candidates and make a choice.