Staying fully staffed and augmenting talent quickly when a shortage arises are clearly important factors. However, a variety of market dynamics can have an effect on contract staffing efforts. These include the growing trend toward Indefinite Delivery-Indefinite Quantity (IDIQ) contracts, the scarcity of affordable, qualified talent in key markets, and the need to augment internal contract staffing activities.
Strong contract workers can be hard to come by in any economy, especially when looking for specialized, cutting-edge technological skills. To make matters more challenging, over the coming decade, retiring baby-boomers will vacate numerous public and private sector positions in massive numbers. The Office of Employment Projections, Bureau of Labor Statistics, expects this situation to have substantial effects on the economy as a whole and on a number of specific occupations. When working on government contracts, it is imperative to have a plan in place for staffing the contract positions, addressing talent shortfalls efficiently, and filling any vacated slots as soon as possible. Yet, internal recruiting teams are often overtaxed, the additional red tape they may require can slow the process considerably, and the time needed to deliver qualified talent can be drawn out infinitely. Internal recruiters are necessarily generalists because they have such a wide variety of positions that they are recruiting for on an ongoing basis. Screening candidate competencies thoroughly, while also filling positions rapidly, can therefore be a challenge for internal recruiting teams. While the benefits of any teaming arrangement depend to some degree on the thought and effort that go into its creation, there are certain benefits collaborating with a staffing company can help bring to your team. The key benefits of including a recruiting engine as a sub-contract partner include the ability to do the following:
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