This is an ideal form of staffing for three-month to two-year project or temporary assignments. This helps eliminate guessing if you hired the right person, guarantee periods, and the morale and cost problems of terminating bad hiring decisions. It also allows a manager to get more than one technical skill or expert from one employment slot during a year.

Features Include

The cost of a contract employee through us is usually less than to the cost of the same person as a permanent employee on your payroll We assume responsibility for all withholdings, worker's compensation insurance, payroll taxes, payroll insurances, unemployment, and the cost of money associated with financing your payroll for a month or more. We allow conversion at any time and charge a declining fee, the longer you have them the less it costs to convert them to permanent. We have contracts with our employees that specifically seek to protect your intellectual property, disallow them to go to work for your customers without permission, indemnifies your managers, and requires adherence to your (and our) anti-harassment and substance abuse policies.
If the contract employee is not working to your level of expectation and you do not want them the following week, just call us. The problem of terminating them and finding a suitable replacement is ours. If you go through two people, you still will not have paid a single recruiting fee. It takes the risk out of trying someone. We recruit experienced people and minimize training time and expense.

Both represent outsourced labor. However, there are significant differences.

Temporary Labor Firms

• Usually spend their expense dollars running ads or holding job fairs, interviewing, and screening candidates to assure that those who apply are free of drug problems, have no criminal issues, and fit the minimums of position requirements
• Usually charge a mark up that is higher than contract firms because their Clients can hire their people permanently after 90 to 180 days without a conversion fee
• Depend on advertising media and the resulting flow of general applicants
• Provide a 30 days or more of payroll financing, do all withholdings and pay employer FICA, unemployment and payroll taxes
• Occasionally find and provide technical people. However, the methodology in which they invest does not allow them to be nearly as consistent as Contract Firms

Technical Contract Employee Providers / Contract Firms

• Usually spend their expense dollars on technically qualified recruiters, recruiting tools to identify and recruit only those who already fit a specific position. These firms usually avoid general ads that flood desks with resumes.
• Usually do not allow a free 90-day conversion because the cost of recruiting more specific technical people (e.g. instead of a general laborer that can learn to paint, a person with 3 years experience in electrostatic paint processes and knowledge of specific equipment) since they must recover at least their recruiting cost
• Often charge a mark up that yields a total employee cost lower or equal to what it would cost to hire the same person as a permanent employee
• Have contracts with their employees that protect the Clients intellectual property, indemnify Client managers, require adherence to substance abuse and anti-harassment policies, etc.
• Like Temp Firms, provide payroll financing, do all payroll withholdings, provide workers compensation insurance, pay employer payroll taxes and unemployment, and usually provide errors and omissions or similar insurance.

Technical Contract Employee providers that do not also offer permanent technical recruiting or maintain technical recruiters (hopefully with significant industry and recruiting experience and relevant degrees) and active recruiting tools will probably not be able to deliver the results you need often or consistently.

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