The Fifty-Percent Solution

Barry Lenson

Should you be hiring part-timers instead of full-time staff?

Are you having no luck recruiting candidates for jobs you are trying to fill?

There are many underlying reasons it can happen. They can sometimes be difficult to identify, but the symptoms are obvious. Maybe every applicant who applies turns out to be one of those “square pegs” who just doesn’t fit the job you are offering. Some are overqualified. Others want salaries that are well above the amount you can afford to pay. Or maybe you posted a job and nobody – NOBODY – applies.

What’s going on? You might not want to hear this possible explanation, but here it is anyway . . .

You should be looking for a part-time employee or a consultant, not a full-timer

How does that idea make you feel? Does it make you feel irritated because you think that hiring a part-time employee devalues your job? Or maybe you don’t want part-timers coming and going on schedules that don’t mesh with your other employees’. Or maybe you think your organization has a culture that doesn’t welcome part-time employees.

If those objections are popping into your mind, maybe it’s time to rethink the way you feel about part-timers . . . and to consider hiring one of them for that position you are trying so hard to fill.

Signs that You Need a Part-Timer, Not a Full-Timer

  • You need to hire an expert, but don’t need her to use her most valuable skills all the time. Let’s say, for example, that you need to hire a social media marketing expert . . . but only need one to work on social media marketing for a few hours a day. If you hire a seasoned expert, you are going to have to pay top dollar for a full day’s work, even though that is not what you need. So . . . why not recruit a part-timer instead and pay only for what you need?
  • You’re hiring for a job title, not for the work you need done. Maybe you had a meeting with your company leaders and decided that you needed to hire a new “regional sales manager.” And now you feel you are stuck with the job of recruiting someone to fill that position. But what if instead of hiring for an empty title, you hired someone who possessed the exact skills you need? If you frame your search that way, you might be able to hire a part-time employee . . . or possibly hire a full-timer who can manage not one region, but several, and deliver greater value.
  • You are hiring to fill the job of someone who left, not the job you need done now. Okay, your head of IT just left . . . and your natural response is to hire another one. But do you really need to? Before you dust off the job description you used the last time you needed to fill the position and run it again, take a fresh review of what you really need done right now. Chances are the job has changed and you should hire someone to do the job that exists now.
  • You are in an embryonic growth phase where you don’t yet need a full-time employee. Let’s say, for example, that you are a small start-up. Someday you will need to employ enough staffers to run your marketing operations but today, it makes more sense to hire an outside marketing company, or maybe a part-timer. A tipping point will come when you need to hire people but at the moment, it makes more sense for you to retain a marketing consulting company . . . or to hire a part-time employee who can do what you need done until your needs increase.

Learn more about Comeet’s Collaborative Hiring Solution and ATS – Sign up for a free demo today.

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