hiring decisions | The Payroll Company

Cool Strategies to Ramp Up 2019 Employee Hiring

In 2019 in the US employment market, employees with top talent hire on and leave companies more quickly now than ever before. The days of people with long term careers at the same employer are gone. Because talent comes and goes so quickly at employers, one would think companies would be geared up all the time ready to hire new talented employees at the drop of hat.

As it turns out many employers do not desire to hire at the speed of light. Many companies value an extended hiring cycle because it provides for my time to review and compare all potential hires and it allows the company to hire the top candidate for the job. Taking time, being patient and diligent when hiring a new employee can pay dividends.

Employment occurs at most companies when a company is growing and adding new staff or when a person leaves a position. When looking at the needs of a company and its success or lack of it, looking at its hiring process will provide a lot of clues as to why the company is growing and profitable or why it is not. Hiring top talent is a talent and companies that do it well are quite often successful.

Hiring Quickly in 2019 is Not a New Thing, It, is the Thing.

In the past employees would not a leave a job because the were worried about security. Today employees many times make many job changes and never worry about security because moving from one company to another it part of the job market today in 2019. The talent level today is better and the number of people in the talent pool is larger than ever. 30 years ago, there were 97 million people in the U.S work force and now 30 years later there are 128 million people in the work force. The pool of talent is bigger, people are willing to change jobs and there are more companies in business today than there back then. Certain job sectors like professional services and health care are really growing in 2019, making the need to hire quickly to fill open positions is more important than ever.

Today, employees who were once reluctant to leave a job for fear of losing security are now more likely to make a move. Furthermore, that pool of highly-qualified talent that was rendered jobless is more eager than ever to get back into the workforce. Now that opportunities are available — particularly in sectors like healthcare and professional services where hiring is taking place, people are job searching.

Facts are facts and the fact is, people with bachelor’s degrees or more have lower unemployment rates than people with only a high school diploma. This translates to companies needing to move quickly to hire the best talent, such as job seekers with degrees, because they don’t stay available for long. Companies want better employees because it translates most of the time into better results, better sales and more profit.

There is a logical business need to fill a job position. At the same time the benefit that comes from filling the job translates into company success such as sales and profitability is just as important. Human Resources moving slowing when hiring a new employee costs a company important time, money and quite possibly, credibility. If a company’s services start falling behind or projects are not getting done in a timely fashion, the company will look bad and maybe start losing business.

Here’s How to Ramp Up Your Company’s Hiring Speed in 2019

Here are several strategies your company should look at employing to ramp up the speed at which hiring is accomplished:

Notify Your Existing Staff of Your Job Opening
Write a Concise Well Written Description of the Job
Choose Quality Prospects to Come in for Interviews
Use Strategic Action and Reduce Steps That Slow Down Completion of the Hiring Cycle
Develop a Permanent Company Talent Plan
Hire a Consultant to Help Your Company with Your Hiring Process or Outsource Part of It

The biggest bonus a company sees when it ramps up its hiring process and brings in new employees quickly is it gives the company time to focus on important action plans that keep current employees and it in turn makes the company more successful and more profitable.

It is so important today, with the smaller available skilled talent pool, for companies to focus on its current work staff. Keeping talented employees happy and productive is very important. Hiring people talented people quickly and efficiently is more important today than ever.

Pluses of Hiring Permanent Employees Opposed to Pluses of Hiring Skilled Contractors

Hiring a full-time employee or a contractor for open positions requires strong analysis by employers. Each one has its pluses and minuses, but it really comes down to which one makes the most positive sense for a company and the position itself.

The Pluses of Hiring Permanent Employees

Permanent Employees Are “All In”

When an employee accepts employment the likelihood of a full commitment towards an employer is much higher. Full time employees are given employment security and with that security comes a much stronger commitment with respect to time, effort, creativity and drive each day to do the best job possible for the company and the company’s customers.

Permanent Employees are Reliable Professionals

Employers requiring reliable professionals in a position hire the best person possible which means the person doing the job will do a great job, not just an okay job.

Permanent Employees Give Employers Reliable Ongoing Long-Term Results

Employers know it is very important to hire and retain great permanent employees for a business to be successful. Clients and customers count on companies to provide the product or service being paid for to work and to one they can count on. Full-time employees provide the consistent service level needed by employers and counted on by customers.

The Pluses of Hiring Skilled Contractors

Bringing in a Skilled Contractor Solves an Immediate Staffing Need

Companies often have slow periods and other times they have super busy periods. Skilled contractors give companies the ability to be full staffed when times are busy and be staffed appropriately when business is low. Skilled contractors deliver a strong set of skills, produce quality work and they keep allow the regular staff to meet customer demand with top-notch services or products with no reduction in quality.

Skilled Contractors Deliver High Quality Work Skills

The occasion arises when complex projects or a job is outside the scope of skill sets of a company’s permanent employees. Bringing in a skilled contractor will when a complex job needs to get done solves many problems. They make sure the job gets done and it eliminates the improbable task of training regular staff to do the job right and on.

Lowers Employment Hiring Onboarding Tasks

Bringing in a skilled contractor means the human resources does not have to onboard a new employee, which makes the company more efficient because the staff can work on employee administrative tasks instead of needing to work on a new employee hiring as well. Compliance requirements of Homeland Security, Social Security and other agencies is not part of the picture when bringing in a contractor to a work for the company.

Skilled Contractor Are Often Less Expensive than Permanent Employees

If the wages are the same, a skilled contractor most likely will cost less than a full-time employee because of the associated costs that come with all permanent employees. Those costs paid by employers are the employers half of social security taxes, medical, dental and employment insurance costs, to name just a few. Several jobs in today’s economy are done by skilled contractors and freelancers. A company can hire a contractor instead of hiring a full-time

Which Worker Makes More Sense—A Skilled Contractor or Full-Time Employee

The answer to that question depends on the skill set needs of the job or position, and the on-going needs of the employer. It really depends a variety of factors. Once an employer assesses the job or the project hiring a contractor versus a permanent employee hinges on if the needs are short term, or long term.