The Scalable Workforce

Growth during a recession isn't usually a top priority for contractors - it is survival. When the recession abated in 2009, contractors were eager to invest in their business through organic growth or by expansion into new geographies, but they were cautious about adding employees to their payroll. Enterprising contractors used specialty staffing firms to allow for low-risk expansion as a way to deal with the peaks and valleys in construction cycles.

Insights_GroupPpl.gifChanges within the contingent workforce can be a bellwether for the economy as a whole. At the beginning of a recession, firms will typically lay off temporary workers before laying off their own workers. Similarly, when the economy is recovering from a recession, employers tend to hire temporary workers first.

Many electrical contractors have come to love the advantages of flexible, qualified contingent staffing. In fact, many that brought on temporary workers during the end of the Great Recession of 2007–2009 have kept more of those temporary workers on their teams. Contractors can use contingent labor to deal with the day-to-day ups and downs of the business cycle – not just to test the stability of the economy’s recovery. As a result, temporary employment is one of the few sectors of the labor market that is growing.

What do these contractors see? They see a way to keep doing business, even when business throws them a curveball.

For example, you can quickly ramp up production when demand starts to turn around, increasing capacity without increasing fixed costs. On the other side of the equation, temporary labor will not be on your books during slow times. You pay for what you use, in essence. The knowledge that you have the flexibility to add staff on short notice really helps contractors that want to position themselves as nimble and responsive to their customers.

As your company's workflow returns to normal production, you will know which proven temporary workers you may wish to hire full time. Temporary workers can be evaluated on how they integrate with your company culture, how well they learn job responsibilities, and how they deliver value to your company. When unable to hire permanent workers, some customers look to specialty staffing firms for short-term hiring needs. Their risk to unemployment insurance and Workers’ Compensation costs are mitigated as the staffing firms screen, verify, hire, and supervise new temporary workers.

You can boost the effectiveness of your core staff by allowing temporary employees to handle lower-skilled or administrative duties. Readily available temporary labor can free your staff to focus on what they do best – so they can be their best. Contractors will ask specialty staffing firms to bring in lower wage temporary laborers for clean-up duties. Otherwise, their high-paid electricians would perform that manual labor – taking the electricians away from where they can add the most value.

Peak demand can leave your business under-staffed. Using temporary workers can eliminate bottle-necks and will help you keep your commitments to your customers.

Also, if you have established a relationship with a temporary staffing firm with a large geographic footprint, you have a powerful partner that can help you expand into new markets. Out of necessity, many electrical contractors look to expand in new markets to grow their businesses. If this description fits you, wouldn't it be great to know that you have qualified labor at your command?

Finally, you can use temporary labor to eliminate overtime and prevent worker burnout. Overtime can often be very stressful on your workforce, leading to burnout and lowered productivity. Higher turnover is costly. By using contingent labor, you can reduce or eliminate the need for overtime.

The case is strong for hiring contingent labor. So if you think temporary workers may make sense for your company, what do you do now?

You could hire temporary workers on your own. This route presents some difficulties, though. Do you understand and want the costs of hiring your ow