Hiring and HR Managers Battling Over Staffing

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<p><b>San Francisco &mdash; Feb. 6</b><br />The battle between line managers and HR managers over staffing strategies continues to rage, according to Granite Solutions Groupe. </p><p>A continuing tight labor pool intensifies this tension between HR recruiting managers and line managers who need to fill positions to get their work done.</p><p>Contractors become increasingly attractive in this conflict, as the labor pool ages and the need for both hard and soft skills increases.</p><p>Areas of expertise and business processes continually overlap, with technology tying it together &mdash; and the business/IT knowledge workers needed to make it all happen are in demand like never before.<br /><br />&quot;Technical expertise alone is not enough in filling many product and IT positions, which increasingly must understand the key business drivers in their respective areas,&quot; said John Henning, Granite Solutions Groups<br />director of business development. &quot;Our clients find more need for roduct and IT contractors with deep business acumen and strong interpersonal skills.&nbsp; </p><p>&quot;This profile tends to appear more with age &mdash; younger workers often need time to develop the business experience.&nbsp; Yet, even among more experienced workers in the current labor market, this profile is not readily available.&quot;<br /><br />To better their chances of finding candidates and contractors who understand business, Henning suggests HR keeps current a deep candidate pool and also affiliates with trusted external recruiting resources.&nbsp; </p><p>Companies often don&#39;t know when staffing needs will reach a critical point where tensions can erupt. For example, Henning noted that one of its clients, a large national financial institution, completely reversed its position on hiring contractors within a three-week period in large part because of from line managers. <br /><br />Many business scenarios typically drive the decision to hire contractors versus full-time employees. These include immediate staff augmentation, where project deadlines dictate speedy hiring time frames; the need of the organization to reduce long-term financial commitments,<br />as when staffing a growth spurt that might not last; and the ability to take advantage of nonbudgeted opportunities such as an unanticipated business opportunity that would strain current staffing levels.</p><p>Contractors also can reduce management overhead, including the needs for regular performance reviews and HR administration involvement. <br /><br />Additionally, corporations often find hiring a contractor helps direct focus and maintain accountability.&nbsp; A company might run across an unplanned yet lucrative opportunity while putting the work onto existing staff members that might distract their attention to day-to-day opportunities,<br />and accountability for the unplanned work often suffers.&nbsp; </p><p>A contractor focused on the task can maximize the opportunity and maintain accountability and not be distracted with other normal duties.</p>

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