Advantages: 1. Strategically balance labor needs and production levels by bringing in workers when they need them and then letting them go when they do not. 2. Convert a historically fixed labor cost to a variable one while shifting liabilities for unemployment, EEOC matters, benefits, and worker's compensation to a third party. 3. Use of contracted suppliers to manage low-skilled tasks leads to better outcomes at a lower cost. 4. Purchasing and finance departments save money on what companies pay for the hourly bill rate. Disadvantages: 1. Large disparity in pay between full-time regular employees and temps gives rise to a wide gap in the quality and dedication levels between the two types of workers. 2. Temporary workers display lower morale, higher absenteeism, greater turnover, less efficiency, and poorer work quality as compared to their full-time counterparts. 3. Decreased business efficiency as more labor hours are required to get the same amount of work done, largely due to exorbitant turnover and absenteeism, as well as constant restraining.

As of May 2020, the Bureau of Labor Statistics reported the current U.S. unemployment rate as 13.3%. While slightly down from April, unemployment is the highest it’s been since the 1930s. For many working Americans, this is the first— and hopefully last — time that we have seen anything like this. With millions of Americans now looking for work, employers need to rapidly adjust their workplace policies to remain competitive with top candidates. How Workplaces Have Changed In just a few months, the face of the American workplace has changed dramatically. March saw employees divided into groups labeled “essential” and “nonessential,” while stay-at-home orders forced teams to adapt to remote work. While some are returning to offices, job sites and other places of work, many employers are planning to permanently close some, if not all, physical locations. On May 12, Twitter made headlines as CEO Jack Dorsey announced that employees could work from home forever. This is just one of many companies reframing its view of the modern workplace. For those of us who have returned to our offices, we are met with sanitation stations, increased distance between desks, masks and other public health safety measures. Meetings are either stand-up only, with people practicing social distancing, or held virtually. What’s On The Horizon Some companies struggling with precisely how to adapt their current environment to new social distancing standards are considering adding staggered shifts to maximize space usage. In this scenario, multiple employees could share a single workspace but on alternating days, with a strict cleaning regiment in between. Along with creating a healthier environment (fewer people in close quarters), flexible schedules can allow for a reduction in office square footage. Businesses nearing the end of their lease can use this as an opportunity to downscale their office footprint and add to the bottom line. Many office space designers are considering how the change will impact future plans. For years, open office environments have been the trend. Cubicles have been replaced with standing desks, portable partitions and lots of room to roam. While closed offices and cubicles likely won’t return, it’s possible office buildings could transform from daily use facilities to places where meetings and conferences take place. National organizations may also begin opening regional hubs to provide coworking spaces for remote employees to use sporadically instead of congregating regularly in one central location. How Employers Need To Approach Hiring 1. Advertising And Follow-Through Once your team has reviewed which positions will be mission-critical for the remainder of 2020, actively advertise these jobs . A small investment combined with regular candidate follow-through will help eliminate concerns some job seekers have about the longevity of a new position. The first few emails and calls to a candidate help to set the stage for the relationship and establish your company’s culture in their mind. 2. Be Mindful Of Social Media How your organization is responding to the pandemic says a lot about your company’s culture and leadership. Candidates interested in working for your business are often actively following your posts, and their decision to join may be swayed by this content. Work with your social media manager to ensure posts come from a position of strength and positivity. 3. ‘What Have You Been Doing During This Time?’ While it may seem like an unusual question for an interview, the answer can tell volumes about the candidate’s work ethic and how serious they are about advancing their career . Many candidates are using this time to expand their knowledge and boost their skills. As you begin accepting résumés, keep an eye out for any new certifications awarded in 2020. Applicants who have invested in themselves may be a better long-term fit. 4. Establishing A Work-From-Anywhere Policy What once was a perk, the work-from-anywhere (WFA) concept may soon become the standard, and job seekers might consider it a necessity. Businesses that have put solid technology in place with clear WFA policies will likely be in a better position to attract top talent. Fairly soon, competition for candidates will become fierce. A recent Gallup survey found that 54% of office-based professionals would leave their job for one that offered flexible schedules and remote work opportunities. If you haven’t already made WFA part of your long-term business plans, you should consider doing so. 5. A Clear Public Health Plan A question bound to come up during an interview is how your company is helping to keep employees safe. While much of this article has focused on office-based professions, many of Ameri-Force’s employees work in the skilled trades, primarily in our nation’s shipyards. Most of the worksites have implemented rigorous health protocols, including daily temperature checks of all employees, frequent sanitation stations throughout the worksite, staggered shifts to increase social distancing and daily deep cleaning of surfaces. Make sure you’re relaying the steps you’re taking to candidates applying for job openings. 6. Act Quickly With millions of highly skilled Americans actively seeking work, now is the time to attract and retain the best talent. However, don’t wait too long to begin the hiring process. As states have begun to reopen, jobs are being added, and people are getting back to work. If you wait too long to hire, you may miss out on promising candidates who could have made a significant impact on your company. If you’re considering bringing on additional staff, now is the time. Article Provided By: Forbes