Technology companies are the world leader in industry growth. It is evident that all organizations and businesses use computers and technological devices daily. Myriad gadgets and communication devices play a big role in economic development and provide the means to increase and simplify everyday activities for people and businesses. The technology industry includes a wide range of industries, and competition between technology companies is focused on various goods and services. In the technology industry, the Federal Trade Commission promotes competition. The competition portrays to consumers choices, not just a big company with a monopoly. Diverse choices also reduce costs and provide for increased creativity and innovation since the computers perform various tasks fast compared to humans therefore boosting the company’s’ yields. The technology industry is a competitive, fast-moving, and dynamic. The recruitment of quality staff is one of the major challenges facing the industry. Moreover, the unemployment rate of 3.9 percent makes it challenging to recruit top-skilled people ( Kumar & Amardeep, 2020) . This is actually a market for job-seekers. Some of the specific challenges in recruiting traditional full-time technology employees are greater demand than available talents, more technology experts are becoming freelancers or contract workers, and more competitive compensation packages offered. For the company to be successful it needs to hire full time employees.
Recruiting Challenges Examined
The high demand for high-quality talent is one of the most complex recruiting challenges for technology firms since many employees lack the required skills. Computer programming and IT positions are expected to increase by 13 percent from 2019 to 2026 at 13 percent, according to the Bureau of Labor Statistics (2019). Given that the market is an employee and quality talent can choose the best locations, retention becomes a challenge. It is evident that top qualified people are not afraid to spring when a better chance occurs, instead of remaining in one company.
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The rising number of freelance or contract employees is another obstacle for hiring. Many technology workers see project-based employment as a desirable alternative to full-time employees. Technology development allow individuals to connect from almost anywhere at a distance. This is very enticing than sitting at a desk trapped in an office for 50+ hours a week. The trend towards outsourcing is on the rise and will continue as many employees feel comfortable working as freelancers. Many professionals believe that it is now in the hands of companies that focus more on key business processes than outsourcing non-core jobs that allow companies to focus their time and resources more on key business processes.
Contractor’s vs. Full-Time Employees
A recruiting policy must be put in motion if a massive number of employees are to be recruited in a short time. A decision should be made if the organization's conventional full-time workers should be hired or whether it makes more sense to recruit contracts or contingent employees. In terms of expense, specialist skills, turnover, and commitment, the organization must consider the impact of full-time employees.
Costs
Full-time workers need over and beyond compensation benefits, including pensions, holiday and sick time, and comp and insurance cover for employees. In order for a company to comply, government mandates must also be implemented. Contractors or contingent employees may prevent an organization from offering any or all of these benefits.
Turnover
When dealing with employers or staff, the essence of turnover is specified. If a company has a continual turnover, a solid organizational culture consistent with corporate values can be challenging. One would go so far as to suggest that short-term workers could mix and dramatically influence even if there is a developed culture ( Kang et al., 2020) . Full-time workers have a shared understanding and trust in the company's role and objectives, while contractors are not as involved in this aspect of high turnover as they perceive the workplace as temporary.
Engagement
In addition to short-term employee turnover, individuals may conclude that temporary staff or external contractors do not have the experience or training they need in the company's principles and do not have the firm's attributes. Long-term workers who are part of the organization's mission appear to be more loyal and participate more in its success. It is not that contractors, particularly those established and sought after, do not perform quality work, but they are strictly concentrated on the work they are paid for at its termination. Quality full-time workers may also surpass their expectations, while contractors are typically reimbursed for additional work. Critical business processes should not be outsourced since an organization can lose communication, leadership, and culture ( Kumar & Amardeep, 2020) . There are pros and cons for each form of employee. If the company wants a comprehensive skill like programming, a full-time employee may be the answer. However, contracting and outsourcing may be the right option if specific skills are required on a contingent basis.
Proposal for Recruitment Plan
If the organization wants more than 100 employees to fill some vacancies, it must instantly adopt a robust recruiting plan. However, the company has a good corporate culture and loyal workers, working hard, and dedicated to company goals, and it might be easy to presume outsourcing is the right option. Consequently, very cautious steps have to be taken to hire contract workers and to outsource some roles like their level of skills. Outsourcing is used for specific tasks that require a certain degree of expertise that our workers do not currently possess. In the future, it is possible to add full-time positions if such skills are needed continuously. The lack of institutional expertise is a significant concern of outsourcing.
Diligent screening by the Human Resources Staff is carried out when contractors are hired and picked. First, it is desirable to obtain external entrepreneurs who meet all standards and are cost-effective right from the start to make long-term use. It will help to provide communication in the organization and among employees by having repeated consultants for various projects. The business will give the workforce capacity and complete tasks promptly by outsourcing non-core projects ( Ljungholm, 2019) . The company also benefit from consultants who are specialists in many fields of expertise, have access to the best technologies, and are at the forefront of the latest developments. All these benefits can be achieved within our company if we insist on working together with the consultants. Our new internal team is motivated by this collaboration to lift the bar. It is hoped that the organization will meet the staff requirements we face, cross-train our internal employees and build more relevant skills in establishing a good and culturally consistent strategic connection with multiple outsourcing firms and consultants. Firms would also aim to hire consultants to full-time workers who better fulfill the qualities of their organization in order to increase the company’s productivity.
Conclusion
If a company surpasses the competition, an efficient recruiting plan needs to be in place to stay ahead and attract the best talent. One of the most critical factors in achieving business performance is a professional employee. The use of contractors, contingent staff, and outsourcing are becoming increasingly popular, and businesses must identify a way to remain competitive. However, new roles for HR managers come with this new situation. Regardless of how the skills are graded, the most effective modern company considers the knowledge and value proposition for all workers. Through recruiting, interviewing, and hiring of full-time workers with the qualities that suit the vision of the corporation; establishing good relationships with similar organizations and consultants; and trying to get all employees involved in promoting the organization's mission, a company can benefit from modern 'gig' culture.
References
Kang, H., Park, J., & Suh, H. (2020). The rise of part-time employment in the great recession: Its causes and macroeconomic effects. Journal of Macroeconomics , 66 , 103257.
Kumar, A. (2020). Information technology industry. Journal of Management Science, Operations & Strategies (e ISSN 2456-9305) , 1 (1), 12-15.
Ljungholm, D. P. (2019). are the workers in the on-demand economy employees, independent contractors, or a hybrid category? Linguistic and Philosophical Investigations , (18), 119-125.
United States Department of Labor: Bureau of Labor Statistics (BLS) (2019). Computer and Information Technology Occupations.
