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Top 4 reasons for leveraging FTE candidates for contingent roles

Companies today are under more pressure than ever to make sure they are attracting the best talent possible to get work done.


And although focus and attention on permanent hiring is being matched in many companies by contingent hiring, aimed at specific tasks and projects, the former remains a very prevalent element of any company's recruitment strategy. In fact, the two can often work together in order to minimize one of recruitment's biggest problems.


When it comes to FTE candidates, in any requisition there will be people who are hired and people who are not. However, just because someone has not been made a job offer, it doesn't mean they are never going to be the right candidate. There is a risk that when someone marginally misses out, they are lost to that company forever, despite having the right skills.


There are candidates that no company wants to lose, and according to Career Builder, many don't. As many as 54 percent of employers try to re-engage former candidates again in the future. It's here that contingent hiring through an effective managed services provider (MSP) can prove invaluable.


Although there may not be a permanent role for someone who has been interviewed, if they have successfully passed the screening stage, it can be a good idea to offer them the opportunity of a contingent role.


We take a look at the top reasons transitioning FTE candidates into contingent roles can be a priceless move for organizations to undertake:


  1. Not losing skills: No hiring manager wants to see skilled people walk away. According to ERE, as many as 50 percent of applicants do not meet the basic requirements for roles they apply for. So when someone does, the hiring manager will be reluctant to lose them entirely. Leveraging these candidates in contingent roles means utilizing skilled individuals who would otherwise be lost entirely to the organization and getting the most out of their skills.

  2. Keeping future hires engaged: Whether a hiring manager sees someone as perfect for a role that will be opening soon, or simply wants to know they'll be available if and when a permanent position does open, having FTE candidates engaged with the company in some capacity will keep them connected and more likely to be available for future positions.

  3. Collaborating with permanent hiring to build a talent pool: In permanent hiring, a talent pool and pipeline is vital for guaranteeing suppliers have access to pre-screened and skilled candidates at all times. An MSP can assist with this by ensuring that FTE candidates gain experience within organizations on a temporary basis.

  4. A new avenue for sourcing contingent hires: FTE candidates are not typically seen as the type of people on the lookout for contingent roles, so they can be easily overlooked. However, by considering FTE candidates who have failed to secure a job offer, MSPs can tap into new markets for talent, perhaps finding the right fit outside of the usual channels.


The majority of people who apply for any permanent role in a company will be unsuccessful, with reports estimating that over 200 people can apply for the most popular positions. For most of these unsuccessful FTE candidates, it's a case of going back on the job hunt.


However, for those candidates who have the right skills and are a good fit for the company, but who marginally missed out on an offer, contingent roles could be the future. Leveraging FTE candidates in contingent hiring is a smart way to ensure that those who may prove a smart hire in the future remain engaged and involved with the company right now.


To find out more about the role of contingent hiring in recruitment, visit our website for information.

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    Written by Alicia Cholaj
    Alicia Cholaj currently serves as a global program director for one of Allegis Global Solutions’ (AGS) highly-complex managed services (MSP) program teams. Alicia began her AGS career as a program coordinator for an IT client as they launched their contingent labor program. Promoted into a staffing specialist role, Alicia worked with client managers and staffing agencies to recruit qualified candidates before she moved into an operations lead role for a large financial services client. After two years of contributing to program hiring processes, reporting and analytics, and bill rate and supplier management, Alicia was again promoted into a program manager role for her client. As program manager, Alicia guided her program into new global locations and worked with executive client leadership to forecast and strategize to align the program with overall company goals. Recognized for her exceptional performance in this program, Alicia was then chosen to move into a role as a West region director of operations overseeing clients in the financial services, healthcare and technology industries. She ensured the programs in her portfolio were meeting or exceeding their service level agreements while also leading new program implementations. Her success in this role led to a promotion to operational excellence (OPX) director of the West region. In this capacity, she was responsible for driving strategy and innovation to existing programs across the region, while ensuring continuous program improvement. In her newest role as global program director, Alicia will be responsible for the successful management of complex local program office teams and expansion of program operations globally in support of workforce management solutions for a large transportation client. Alicia will be engaging suppliers, stakeholders, and contingent workers to support programs in staff augmentation and improve current program operations. Alicia earned her Bachelor of Arts in Business Administration and Marketing from Washington State University. She currently serves as the leader for AGS’ ALL4 Diversity mentorship program. In 2015, she received an AGS Leading the Way Award for her significant contributions to the company.