Midwest Recruiting Firm Expands Services to Better Meet Needs of Clients and Candidates

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Technical Staffing Essentials, LLC, now offers contract staffing through the back-office services of Top Echelon Contracting, Inc.

Technical Staffing Essentials Logo
There are advantages for both sides. Some candidates will never work direct hire. I think both sides can win with contract staffing.

In response to increasing demand by both clients and candidates, Technical Staffing Essentials, LLC, has added contract staffing to its service offerings, according to John Hall, the firm’s Owner and President.

Established in 1995, the recruiting firm had previously focused solely on the placement of direct hires in Information Technology, Engineering, Accounting and Finance, and Healthcare/Medical arenas. They specifically concentrate on helping companies with 200 or fewer employees who may not have the resources to employ their own HR or recruiting staff. They place candidates on a national basis.

“They often have one person doing four or five things,” Hall said. “If you are doing four or five different things, you probably are not able to do a good job of recruiting.”

To better serve these clients, as well as the firm’s database of more than 17,000 candidates, Technical Staffing Essentials recently started offering contract staffing. The firm places its contractors through the contract staffing back-office services of Top Echelon Contracting (TEC). TEC serves as the W-2 employer of Technical Staffing Essentials’ contractors, handling all the financial, administrative, and legal components of their contract placements. Companies can learn more about Technical Staffing Essentials' contract staffing services by visiting the firm’s new contract staffing page and video at http://tsecareers.com/contract-staffing/

While much has been stated in the media about employers’ motivations for utilizing contractors, Hall has observed that the motivation is just as high, if not higher, for candidates.

“I think it’s two-fold,” he said. “They both demand it. The thing is, the same reasons that hold true for the companies hold true for the candidates.”

At the top of that list is the desire for both parties to “try-before-they-buy,” Hall said. A direct-hire is a large commitment for both the company and the candidate. It gives companies the opportunity to see the candidate’s skills in action, and it allows the candidate to try out a new company before agreeing to a full-time position. This is especially important in situations where a candidate may have to relocate for a position. They can try out both the company and the location before selling their homes and uprooting their families.

Money is also a common motivation. Companies often do not have room in their budget for a direct hire but can bring in a contractor because it comes from a different budget, said Hall. Meanwhile, candidates often find they can make more working on contract. Contractors are typically paid on an hourly basis, so they are paid for every hour worked, including overtime, when applicable.

“There are advantages for both sides,” Hall said. “Some candidates will never work direct hire. I think both sides can win with contract staffing.”

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Julie Graff
Top Echelon Contracting
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