HR professionals face challenge of changing work dynamics, post-recovery
demand
Midlands Business Journal, June 24, 2011
Human resource management personnel have always had
substantial responsibilities placed on their shoulders, but in a
changing professional landscape, Human Resource Association of
the Midlands leadership indicated challenges loom larger than in
prior years. Chris Carlson, regional manager of Aureus Group,
addressed temporary hiring. “Companies no longer believe in
filling every position with a permanent employee whose real cost
to a company only begins with a salary and extends to benefits,
payroll taxes, vacation time, holiday pay, and a host of other
expenses,” Carlson said. “The outdated stereotypes of ‘temp
workers’ who help out for a few busy days in a mail room or fill
in for a vacation is not today’s reality.” “There are 3 million
people in the U.S. going to work each day as a ‘temp’ or
‘contractor’ – increasingly skilled and highly-educated workers,
including accountants, attorneys, chief executives, doctors,
engineers, information technology professionals, nurses, medical
techs, pilots, and software developers.” Carlson said that many
employees thrive on the challenge of diverse assignments or view
temporary or contract work as a way to test-drive prospect
employers – or as a quick way to land a permanent gig. In
general, Carlson said staffing firms are an extension of HR
departments to complement their strategic recruiting efforts. “A
company that can get the right people in the right positions at
the right time and at the right price has a tremendous advantage
over less astute competitors,” Carlson said. In addition, it was
noted small firms may not be able to have HR professionals on
staff, so they act as a consultant on elements like market
salaries and job descriptions, whereas larger organizations may
tap into staffing expertise for sourcing high-level employees or
technical skill sets. As a strategic recruiting partner, Carlson
noted there as some considerations HR professionals can make to
assure a strong partnership and process. “All successful
partnerships begin with good communication and clear
expectations,” she said. “Understanding an organization’s
mission, values, talent gaps, and potential career paths help us
create a compelling story to source top talent that will fit
culturally.”