Using short-term-working-period outsourcing personnel to deal with the fluctuated demands of personnel is becoming increasingly prevalent. Will recruiting or using outsourcing personnel, on the other hand, maximize the business’s benefits with this type of personnel? RECO will examine the benefits and drawbacks of this short-term hiring and using outsourcing personnel in this article.

1. Which businesses are short-term-working-period outsourcing personnel suitable for?

Companies that have a fluctuating number of customers throughout the year are good candidates for temporary IT staff. Technology outsourcing businesses are the first example of this circumstance. Outsourcing is unique as the workload is continuously changing, and customer needs (platforms, programming languages, etc.) are diverse, making it difficult to have adequate IT personnel accessible. Managers must continuously look for methods to increase profits, so they do not prefer to hire a huge number of employees to handle peak workloads and then pay a large sum of money to keep them available for off-peak periods.


Furthermore, many businesses also require workers only for short-term initiatives. This is certainly appropriate for this type of employee. Some businesses, particularly the IT industry, are adopting a new trend of short-term projects, hence, the demand for temporary IT personnel is rising.


As a result, many businesses prefer to use short-term-working-period outsourcing  personnel. However, will recruitment or outsourcing be more appropriate for this type of personnel?

2. The difference between recruiting short-term-working-period IT and using outsourcing personnels

HR professionals, particularly IT HR, have numerous problems when it comes to recruitment.It is becoming increasingly difficult to attract potential candidates as the demand for IT professionals grows and the number of IT staff qualified on the market does not satisfy the needs of organizations. Furthermore, the majority of IT professionals will favor long-term positions over short-term ones in order to avoid wasting too much time spent on the interview process or transitioning jobs.


To deal  with this issue, several businesses have opted to outsource employees rather than hire temporary workers.The utilization of available workforce from supplier firms to complete the business’s products is known as human resource outsourcing.


Compare recruiting or using outsourcing short-term-working-period personnel
Compare recruiting or using outsourcing short-term-working-period personnel

3. Comparison of short-term personnel supply ability

Because recruiting IT employees is difficult, as previously stated, the capacity to supply personnel will be constrained.Before officially allowing individuals to work on the project, businesses will invest a significant amount of time in the recruitment and trial phase.

Short-term-staff supply firms, on the other hand, frequently have a significant number of IT personnel with a variety of experiences, programming languages, and so on.These employees will rotate to work on short-term projects for different clients, but they will still have a long-term position. That is why it is simple for HR firms to find qualified individuals.However, there are still many potential risks in this kind of personnel. Because outsourced human resources are still a limited resource, they may be pulled by competitors during peak periods, forcing businesses to lose time waiting for the company to adjust for staff shortages.

4. Comparison of labor constraints between recruiting and using outsourcing personnel

Companies must not only guarantee employees a competitive income when recruiting workers, but also offer other appealing remuneration schemes such as insurance payments, holiday entitlement , annual leaves or sick leaves per year, months, and so on. Furthermore, in some situations, the employment of employees for an insufficient amount of time or the abrupt termination of a labor contract will result in the firm having to pay extra compensation.


Outsourcing human resources can assist organizations lessen their employee-related constraints as Customers only have to pay a monthly charge to the supplying firm because employees are under the administration of the supplier company by law.Furthermore, if a project comes to a halt unexpectedly, clients can stop hiring temporary workers without fear of paying any compensation.

Compare recruiting or using outsourcing short-term-working-period personnel
Compare recruiting or using outsourcing short-term-working-period personnel

5. What are the cost-advantages of short-term HR outsourcing?

In most cases, the cost of outsourcing services is less than the cost of assembling a team in a short amount of time . And, as mentioned above, businesses will not incur any costs during the “no guests” time.However, if the company hires the wrong HR outsourcing provider, the hiring unit may provide low-level individuals with an unprofessional attitude and demeanor, which will have a significant impact on the quality of the overall working performance. as well as the cost-effective  impact of the project. 

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