With low unemployment, finding worker in just about any industry is a challenge.  In the case of contingent labor, there is almost a perfect storm of low unemployment and a high rate of contingent labor.  In other words, more companies are utilizing temporary workers at the same time the pool of potential workers is shrinking.  Here are a few strategies for addressing recruitment challenges in a tight labor market.

1.)  Flexibility

A workplace can differentiate itself significantly by offering flexibility when it comes to hours and shifts.  This goes beyond a nice fringe benefit; in some cases flexibility accounting for child-care or other family issues could simply mean the difference between taking assignment and not.   In other words, flexibility can expand the potential candidate pool significantly.

2.)  Creating a team

Often, programs are put in place in order to enhance talent retention.  Make sure that these same strategies extend to temporary workers.  A contingent workforce should be treated the same as a full-time workforce when it comes to workplace birthday parties, events, and incentive programs.  Not only do these programs impact how workers feel about teamwork, but not including temporary workers can have a damaging effect on their moral.

3.) Yes, pay helps

It’s an economic reality that pay rates go up as unemployment goes down.  In a service industry, it’s imperative that quality of service isn’t impacting even as labor markets tighten.

4.)  Stay the course

It may be tempting to implement a permanent hiring strategy in order to address tight labor markets.  This could have a detrimental impact on long term strategies however that allow for more flexibility the workplace.  Increased use of contingent labor in the workplace has being increasingly steadily in the United States.  The practice has been driven by greater flexibility for employers to adapt to the ebb and flow of supply and demand.  Switching strategies for a tight labor market may seem like a short term fix but could

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