Every organization comes across those times when there is far more work to do than people available. Whether it is because of a pending project, current employee vacation or leave time or just the ebb and flow of seasonal business, temporary assistance could be the answer.

Temporary staffing solutions can run from a day or two fillings in for an ailing clerical staff member, to someone who is needed for a yearlong development project; from a laborer to a C-level management member. In recent years, the IT Temporary Staffing services have grown, remaining one of the strongest segments of the staffing industry.

Contingency Recruiting

Every business needs a good workforce which strives hard to achieve the organization's goals and objectives in an effective manner. To build such an excellent team, many organizations focus on quality hires. Though it's often challenging to pick suitable candidates from a large pool of qualified people, companies can never ignore the need and importance of talented professionals. To make effective hires, every company has two options - form an in-house recruiting team or use the services of outside recruiting agencies, which supply candidates depending on the company's requirement. The first option is clear and straightforward but is often outweighed by the second one due to some significant benefits. Out of various recruitment procedures followed by the recruiting agencies, let us know about contingency recruiting method, which is one of the popular forms of hiring.

Contingency recruiting and how it works

Contingency recruiting, by definition, is a kind of candidate search in which a recruiting firm will be paid fees only after it places a suitable candidate for the required position. This is the main reason why many companies prefer this kind of recruiting - the chances of getting potential candidates are pretty high with less investment. A contingency recruiter works for multiple clients and tries to fill the vacancies in their companies as effectively as he can.


A vendor management system (VMS) promises freedom from the chaos that can be caused by juggling the vast array of components in a staffing supply chain. It does this by pushing everything through a central processing point. Yet the business side of making these transitions can be complicated and disastrous if not well planned. How do you ensure a successful VMS implementation? After spending months with companies and vendors in developing ContractCentral we've learned some valuable lessons about making the transition to a vendor management system.

Know why you're buying a VMS
Organizations deploy VMS systems for different reasons. Will your VMS foster competitive bidding to lower staffing costs? Speed requisition broadcasts? Reduce the time it takes to find and manage contract workers? You'll save time and money by building a prioritized list of those reasons, understanding must-haves, and trade-offs, and using that list to spec, evaluate, plan and build a VMS solution tailored to your business.
Establish success metrics up front
How will you define success or failure in your VMS implementation? Identify at least one measure of success for each of the items on your priority list, and develop metrics that enable you to prove the value of the new system. Establishing metrics early, before the project has started, allows you to create and track baselines. These days CFOs are increasingly concerned with making total cost of ownership (TCO) and return on investment (ROI) a central facet of the solution. Establishing a hard dollar value can be tough (be sure to ask prospective vendors for suggestions) but can go a long way toward winning loyal support from senior management.
Map VMS against your own business processes
Any major solution implementation can require a few tweaks to your business process as it's deployed. The trick is to prevent tweaks from becoming major process re-engineering (unless, of course, a re-engineering is part of the plan).
Understand your costs
The industry rule of thumb says a VMS shouldn't cost more than 1 to 3 percent of your hiring budget, and you can anticipate saving 10 percent to 25 percent of your staffing costs through increased efficiencies and more competitive bidding. However, don't overlook hidden costs. How will your employees manage to staff during the transition? Have you budgeted for retraining your users and participating vendors? Does your contract include post-deployment enhancements? Is there an early penalty for canceling a VMS purchased for a set term?
Put yourself in your vendors' shoes
Be realistic about your staffing vendors' costs as well. The higher the cost of integration with your new VMS, or the more deltas there are between their system and yours, the less likely you are to get accurate inputs and prompt responses.
Build a training plan
If training is needed, are there online training and support modules available? How much training time will each user need? Are there different views available of the user's desktop in the VMS based on their role and relationship to the system?
Plan to scale
One of the greatest success factors of a software application is its rate of adoption with the people who are supposed to use it. If your initial rollout is successful, your users will inevitably begin to use it in new ways, find new reporting requirements...and sooner or later you'll be faced with a need to scale. Make sure your VMS can handle the load without the need for extensive custom-coding, an expensive proposition. In addition, opt for the smartest, most flexible reporting structure possible.


Vendor Management Office or VMO is a framework for managing and governing your outsourcing vendors that ensures your desired business outcomes are achieved through your outsourcing efforts. However certain factors when not taken care of can hinder your efforts in setting up an agile and flexible vendor governance framework.
Let's look at the most prominent ones:

SLA Maze
Often SLAs are too many, generic, and are not properly spelled out that makes it difficult for both client and the vendor to understand and execute them.
Communication Barrier
Most of the times we only see top-down communication that involves senior management and executives. Bottom-up communication that generally involves a technical team responsible for execution and delivery is either missing or given secondary treatment. Thus organizations fail to have a two sided view of their contracts
Endless Meetings
Does carrying on innumerable, lengthy meetings yield the expected results? Not always. Most often the result of these meetings is ever piling cumbersome status reports that further complicate the overall project and load the project personnel.
Lack of a single consistent tool for measuring the Vendor performance
Manual or partially automated processes do not fully monitor the vendor performance and lack an ongoing vendor review. They demand considerable time of project personnel in feeding data and extracting and interpreting results.
Proof of Concept
More often than not clients seek value but fail to ask for a proof firsthand, a demo of the system/ infrastructure/ application at the client premises with the help of client "people and data" is not always run by the vendor beforehand.
Vendor Selection and Negotiation
Negotiate with the top two. After evaluating multiple vendors, carry out contract negotiations with the final two, and not just the final one. This increases competition and chances of getting a vendor with the top choice.


It is a trickle that has become a flood - from the early days of Y2K when global companies hesitantly started outsourcing their non-core work to offshore locations such as India, the concept of outsourcing has come full circle and has now rapidly moved to a stage where organizations are even outsourcing core services such as R&D. While initially, the focus was only on cost, the sustained focus on quality has meant that the growth of outsourcing has continued unabated.

However, as history has shown us, not every global organization has managed to achieve the full potential of an outsourcing initiative despite the obvious advantages of cost, quality, and resource flexibility. The most typical mistake made by organizations is to base their assumptions on labor arbitrage alone. For example, a wage difference of say, 50%, will not directly translate into cost savings of 50% as there are other cost elements involved. In reality, the total cost savings of an outsourcing engagement will differ based on the staffing costs, costs related to infrastructure and related support costs, governance and program management costs, and transition related costs.

Hence, to take advantage of the full potential of an outsourcing initiative, organizations must look beyond the temptation of short term staff augmentation and project-based approaches, and look at forming a strategic and long term relationship.

When your company finds itself in need of experienced technical staff, there are a number of advantages to working with us as an IT Staffing Service.


When you hire a temporary service, they are responsible for all of the costs of recruiting, verifying, and paying for the employees. A Temporary Employee works for the agency, not for your company, therefore the agency is responsible for all costs involved with testing, payroll, workers comp, liability insurance, benefits, training, etc.


Rather than spending time on recruitment and a long series of interviews, your company can concentrate on core aspects of the business. The Temporary Service conducts all of the needed recruitment and assessment, presenting you with only the best qualified for the position. There will be less time spent training since the agency has pre-screened the candidate for the necessary skills for the assignment.
If the position is expected to last more than six months, it may be more cost effective to hire a full-time employee. However, starting someone as a temporary worker will give you the opportunity to assess other variables and see if this person can fit the full-time requirement. Again, you'll be saving time while having the project proceed.


The flexibility that a temporary IT professional provides allows your company to maintain staffing at optimal levels throughout the year. Utilizing this type of staffing helps avoid under-staffing or over-staffing.
Because we are constantly recruiting candidates, your required position can be filled quickly from a qualified pool. The length of the assignment is dependent on the work - when the work is done, the temporary employee has discontinued no issue on your end.


As mentioned before, the temporary employee is an employee of the agency, not your business. Your company is not liable for workman's compensation, professional liability, unemployment claims, etc. That all falls under the purview of our IT Staffing Service.


We as staffing solution partner recruit for a wide variety of positions and industries. Many have certain specialties that would best suit your requirements. If you need a technology expert to assist your organization or project, then you come arrived. We will have the largest talent pool to draw on which will give you access to the best and most talented candidate for your position.

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