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Based on your answers, your team should consider the following:

Lean towards scaling with full-time talent, but leverage project-based talent for certain situations

There seems to be relatively modest volatility (20% or less) between your upside and downside growth scenarios. 

Given that you are relatively confident in growth plans, the risk of layoffs due to changing business conditions appears lower. This should provide you with more confidence when growing your full-time team.

While swings in growth may not be as prevalent, project-based consultants can still be important resources to bring in the expertise you may not have in-house or to fill in skillset gaps that can arise from situations such as extended leave.

 

Although the hourly costs associated with project-based hires can be higher than those associated with full-time hires, benefits can include:

  • no severance/unemployment expense should you need to right-size your team.

  • faster time to hire, given many independent consultants/contractors can support the team at a moment’s notice.

  • optionality to “try before you buy.” Some independent consultants are open to full-time roles, and projects can be a good way to mutually test fit before making a commitment to a full-time hire.
     

Regarding your organization's top hiring challenge

You said:

Our posted jobs attract too many of the wrong candidates and not enough of the right candidates

Our advice:

Job postings can be great tools for generating interest in your role. Unfortunately, they can be poor tools for generating interest from the right people.
 

Jobs are now increasingly easy to apply to. Sometimes it just requires a resume or a one-click LinkedIn authorization. This low barrier to entry can mean that people don’t qualify themselves for roles, but instead rely on the hiring firm to do such.


Active promotion of both an organization and high priority roles can be a powerful approach to increasing the likelihood that those who raise their hands for a role are the best in the market, not just the best among those actively seeking an exit from their current role. By approaching your recruitment efforts like a marketing agency, you can develop a brand-aware candidate funnel. 

 

Learn more about how to recruit like a marketing agency.

What's next? We can help!

To learn more about how to scale your organization using project-based talent, check out Talent Response.

To learn more about how to scale your organization using full-time talent, check out Hire Learning.
 

Contact us to schedule a call