Engineering, Information Technology, and Scientific Frequently Asked Questions for Staffing Clients
Why do companies partner with engineering, information technology, and scientific firms as a workforce solution?
Organizations seek the services of engineering, IT, and scientific staffing firms for workforce flexibility to keep fully staffed during busy times. Contract employees can effectively address labor fluctuations and staff vacancies, assist with project-based work, help with fluctuations with business project management, assist with software conversions, and address other critical challenges.
Whether it is a contract job lasting a few months or several years—or a permanent placement—staffing companies allow businesses to adjust their workforces to meet their changing needs.
The types of positions that engineering, IT, and scientific staffing firms fill are exceedingly varied, and range from contract and project-based work, temporary-to-hire, and direct-hire placements in a wide variety of environments.
Specific positions include, but are not limited to, engineers, scientists, laboratory technicians, architects, draftsmen, programmers, technical writers and illustrators, designers, installers, and other individuals with specialized skills or training in technical fields involving math or science, computer sciences, and communications technology.
Yes, staffing firms allow clients to hire a temporary or contract employee as a permanent member of their teams. This process varies by staffing firm, but a placement fee may be negotiated with the staffing firm to complete the hiring process.
Organizations of all sizes—from small, start-up organizations to Fortune 500 corporations, and government agencies—use engineering, IT, and scientific services to augment their workforces based on needs and projects and to strategically grow their operations.
Engineering, IT, and scientific staffing firms can require their contract employees to sign a confidentiality agreement to protect client intellectual property.
Day-to-day oversight of the employee varies for each specific staffing firm and negotiated arrangement, but is generally provided by the client’s on-site supervisor. Other responsibilities are managed by the staffing firm, including, but not limited to, payroll, insurance and other benefits, and workers’ compensation—alleviating human resource-related paperwork challenges, allowing the client to focus on its core business.
ASA members pledge to adhere to a code of ethics and best practices—most of which deal with employee relations. Moreover, because ASA promotes legal, ethical, and professional practices for the staffing industry, its members are kept abreast of the latest developments in labor and employment laws and human resource best practices. One of the principal missions of the association is to encourage high standards of ethical conduct in dealings with employees, clients, and competitors.
To find a staffing firm that specializes in the engineering, IT, and scientific sector, visit the ASA member staffing firm directory on americanstaffing.net.
Staffing companies employed an average of 3.3 million temporary and contract workers per week in 2015, and over the course of the year, staffing firms hired a total of 15.9 million temporary and contract employees. One in 10 U.S. temporary and contract employees (13%) works in the engineering, IT, and scientific sector.
What jobs are in high demand with limited skilled candidates? Does this skills gap affect wages and benefits that need to be offered to attract qualified talent?
Positions that are difficult to fill include microbiologists, computer systems engineers and architects, information security analysts, software application developers, web developers, IT project managers, scientists, petroleum engineers, and computer systems analysts.
Many staffing firms recruit nationally and can help clients find the best candidates—even in areas that are experiencing specific skill shortages.
Staffing firms are trusted partners to their clients and have the knowledge to educate their clients on competitive wages and benefits based on skill shortages and other challenges.