Impermanent employment is an increase in positions owing to intensive demands at the peak time of a company. The workers employed for this vacancy usually work in a short period of time with a short-term contract. Obviously, the pay for temporary employment is often lower, compared with the permanent staff even though they have to undertake the same workload. The period of employment depends on the completion of the project, customers’ needs or other conditions.
Young and entrepreneurs tend to choose temporary employees as the top priority, given that the amount of work fluctuates in these businesses and they do not have enough long-term workers to satisfy the dramatically increasing needs. Seasonal workers are assigned to either full-time or part-time jobs, relying on the demands of the company. Nonetheless, the personnel department will not always be the same as previously, and therefore the organization does not necessarily worry about this feature. In addition, they tend to focus more attention on the cost-effective policy, or, from a different angle, how efficiently these temporary workers can perform. Accordingly, seasonal employees can have permanent accommodations if they have a good working performance.
In the modern labor market when talent acquisition dominates the world, the businesses are likely to draw seasonal employment strategies instead of long-term working positions. The organizations find it easy to discover and obtain impermanent workers by dint of the global online network, where changes happen every moment, and thereby the raising loads can be used for a screening test for any potential employees of the company.
On the other hand, the candidates for short-term positions also want to have diverse experience through a variety of occupations. As a result, they improve their personal profiles and acquire multi-tasking skills simultaneously. While other businesses are screening and outsourcing them, the applicants also seek out and promote themselves to the ideal corporation.
Usually, the source of short-time applicants can be withdrawn from a third party organization. Faro Vietnam Group, for example, is providing the most effective solutions. Having obtained more than 155,000 high-quality candidates, Faro finds it easy to cope with sudden labor demands of any businesses, with 24 hours of requesting. Apart from quickly responding with well-qualified applicants, Faro Vietnam also consults customers on sites, shifts or add-in services which can provide further compliance to the partners. This is the main reason why the same partner collaborates with Faro Vietnam for more than two times or even more.
Responding to the needs of the organizations, Faro Vietnam is considered a market for people who are looking for the ideal jobs, ranging from starters to advanced leaders. In addition to leading businesses and groups, young and new enterprises are among the most developed organizations in the labor market which can offer an array of opportunities.
All in all, in spite of some disadvantages of needed time training and in-depth knowledge and experience, seasonal employment is still a choice for both employers and employees to fulfill their demands and attain their objectives.