The Case For Full Time Employment

I recently read an article that claimed that 60% of the workforce will become a Contractor focused work culture within the next 15 years. I am not sure what the prediction is based on but I found it to be curious and provocative as I read it. Do not misinterpret my logic. I believe that there will always be Contractor type positions or project based temporary hiring, especially in sectors like Technology, Healthcare, Retail, and Tourism.

But let’s get real! The availability of qualified workers globally is declining as baby boomers exit the workforce. On the one hand, most companies see this as a problem. I see this decline as an opportunity. Here is why!

  1. Full time employment can be utilized, if marketed properly, as a value-add and employee attraction incentive.
  2. Someone needs to keep the lights on.
  3. There is a lot to be said about the social benefits, health benefits, etc of human beings when they are a part of a corporate culture that they contribute to on a daily basis.
  4. Companies now get to look at their employee attraction and retention strategies from a new perspective.
  5. Companies can now assess and evaluate whether their corporate culture is meeting the needs of their employees and if not, use their findings to develop new programs that will.
  6. Companies will need to develop an Employee Value Plan and deliver on what they commit to.
  7. Companies can return to a continuous learning culture.
  8. Companies will need to establish their criteria for hiring candidates across the enterprise, large or small.
  9. Prospective employees will better see why joining a company will benefit their career and help to fulfill their lives.
  10. Companies can become very proud and fully transparent about their corporate culture as they pursue prospective candidates.
  11. If a company is committed to onshoring their companies and workforce, they will need to expand their recruitment strategies internationally and develop thorough vetting processes to sponsor international candidates.

These 11 explanations to why the decline in available talent is an opportunity do not preclude that any opportunity is easy. If acted upon, all of my points will require research, assessment, strategy development, and implementation. And although some of you may be thinking, “Companies will likely not do any of this” or “it sounds like this would cost too much”, my response is this….”If a corporation decides to stay in business and remain profitable, they may not have the choice BUT to spend the money or risk closing their doors.”



By |2018-08-24T13:04:43+00:00June 15th, 2018|Categories: Opinion|0 Comments

About the Author:

Jeff Wedge has been in the strategic sourcing and social media recruiting industry since 2003. Throughout his career he has worked closely with hiring managers, internal recruiters, HR Managers, HR Directors, and HR Vice Presidents on a number of recruiting assignments from volume recruiting and RPO engagements to confidential executive searches. He holds an Bachelor of Arts Honours Degree in Sociology from the University of New Brunswick. Jeff is the father of 19 year old son Carter and 15 year old daughter Hallie and he currently resides in Burlington, Ontario.

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