Breaking down stereotypes and old ways of thinking is one of the most important ways you can advance your staffing success. By and large, insurance is a traditional industry where if it’s not broke you don’t fix it. Challenging convention is a difficult thing to do, but when it comes to contract staffing, I see a lot of companies starting to break that mold.
Contract no longer exclusively denotes service and administrative roles. Contract is a broad, all-encompassing term that describes any alternative hiring strategy. For example, this means from the highest paid technical position and the CFO can work on contract when you use the term consultant.
Looking for a CFO, COO, Department Leader or other high-level leader? Hiring someone on contract as a consultant can help get you through until you find the perfect fit or help to determine if you are ready to make that type of high-level commitment.
Are you about to go through an acquisition? Congrats, you just acquired a great agency. Now you need to train staff in 10 different locations on a new agency management system. Contract can be your answer for this too. Hiring technical experts on contract can ease those worries about not knowing how many people you will need and for how long.
Need more service support in your call center? These roles are perfect for contract. You need them fast and with limited risk. Hiring service reps on contract eliminates your responsibility for work comp insurance, benefits, 401(k) matching, or other costs associated with a permanent hire.
Insurance companies and agencies utilize contract workers for a variety of reasons. Cut through the common reasons: FMLA, busy season overage and project assists. Ask instead, what about larger-scale projects and top-level roles?