BH week 8 response

***HR Experience Needed***

Respond to the below discussion post in quotations

Provide extensive additional information on the topic.
Explain, define, or analyze the topic in detail.
Share an applicable personal experience.
Provide an outside source (for example, a website) that applies to the topic, along with additional information about the topic or the source (please cite properly in APA format).
Make an argument concerning the topic.

“Open positions that have shortages of available workers
Despite the epidemic of department store closings, some retailers are thriving—and finding it harder to hire. Now that workers in this low-paid sector are finding it easier to get other jobs, businesses hiring for retail or customer service positions are increasingly boosting pay and offering perks. Cashier jobs saw the fourth-fastest rate of growth last year, with average pay rising to a still-low $28,200. Bank tellers, who use many of the same skills, saw the fastest pay growth a boost of 8.7 percent, to a median salary of $31,700. In this situation we would see that there is a need for employees in this area but they have a shortage but they also saw a huge pay jump. “Use of flexible staffing arrangements-including temporary help agency, short-term, on-call, regular part-time, and contract workers-is widespread and two-thirds of employers believe this use will increase in the near future. Traditional reasons concerning the need to accommodate fluctuations in workload or absences in staff are the most commonly cited reasons for using all types of flexible staffing arrangements. Many employers also use agency temporaries and part-time workers to screen candidates for regular positions” (Houseman, 2000).
Temporary and contract employees represent specialized talent, experience and expertise you wouldn’t be able to develop internally in the time frames needed to move quickly.  Interim staff come in a variety of shapes and forms – but can be as skilled or experienced as you need.  Specialized temporary or contract employees can be identified and on boarded quickly, circumventing the much more rigorous direct hire recruiting or hiring processes.  We anticipate that during the build back, companies will be making many changes in their business strategies sometimes with new products, sometimes with new ways of working.  Managers will have quick access to expertise they need to be able to turn on a dime.
Having a component of your workforce in “flexible temporary or contract” roles, makes it easier to retain your best people.  Using temporary or contract staff on an interim basis minimizes the downside to core employees for being over worked or being put at risk if a new venture doesn’t play out as planned.  When business is volatile there is often undue pressure on core employees to perform at exceptionally high levels for extended periods.   An occasional “temp” to pick up the pieces can be an invaluable morale builder.  And if an organization launches a new product or initiates an organizational change, using a specialized team to kick start those initiatives, can be the hand up that core employees need.  If what’s new doesn’t go as planned, the contingent members of the specialized team can be disbanded or moved to other projects, while the core employee group is left unscathed.
Houseman, S. N. (2000). Why employers use flexible staffing arrangements”