Major benefits of hiring temporary labor characteristically relate to the cost savings that an employer might realize. To get the ball-park idea, an employer needs to compare temporary employees with the alternative of full-time and part-time regular employees. If there seems no need for regular labor, then the chief advantage is ‘scalability,’ having the convenience to add or reduce the worker payroll according to business needs.
Temporary employees serve various functions for the employer and offer benefits in terms of operations management. Employers typically use temporary workers to assume positions of absent employees and to provide a temporary person for the timely vacancy. Employers can also add to their staff through busy seasons, for example, the holiday shopping season and increase the number of workers where assistance is required in brief duration projects. Temporary jobs also offer workers for positions scheduled to be phased out due to reorganization or budget cuts.
While employers might have to offer benefits such as overtime pay and workers’ compensation to temporary workers, they can save on dental/medical benefits, sick and vacation pay, retirement, and other income security benefits reserved for part-time and full-time workers. Some employers provide higher wages to temporary workers that are not offered job benefits, for instance, traveling nurses, which makes temporary employment striking to highly-skilled professionals looking for flexibility.
Some employers find it beneficial to recruit exceedingly skilled temporary workers to determine if they’re appropriate for a particular position. If the candidate is a good match, the HR manager can advertise the vacancy and hire that candidate for a permanent position or make the offer directly. Additionally, temporary positions provide a way to attract talent when an organization is waiting on funding; for instance, a nonprofit waiting for federal grant funds to arrive.
Save on Training Costs
When an employee splits from the employer, they cost the employer training resources that were already invested in them and other costs, such as the cost of advertising the position and completing the screening and recruiting process. When a temporary employee fills the vacancy and provides similar services, it offers the employer the flexibility to set a timeline for finding new employees and training them.