"What used to be viewed as a temporary stopgap measure, the utilization of a contingent workforce alongside full-time talent, is no longer a contingency plan. We believe this integrated staffing model will be fundamental to operational and fiscal success for the foreseeable future,” Link says.
What does this mean to American workers?
In a word, it gives them flexibility, too. Workers told Randstad their experiences as temporary workers were much more satisfying than they previously thought.
Specifically, 78% of temporary and contract workers surveyed rated their experience as “positive,” and 54% of contract workers said they strongly agree with the statement “I am paid what I am worth,” compared with 42% of salaried workers.
In addition . . .
- 63% of temporary and 73% of contract workers rate their growth potential with their employer as good or excellent.
- 86% of temporary workers and contractors agree their current level of job satisfaction is very good or excellent, compared with 73% of permanent workers.
- 31% of contingency workers say they value their “flexibility of schedule,” while 28% say the money is better, and 21% say they like being “in charge of their own career.”
So is it a win-win for employees and employers?
Although Randstad’s data lead in that direction, it’s hard to say for sure. The lack of health insurance for contract workers bears watching, as does the lack of direct access to company pension and 401(k) plans.
That workers don’t seem to mind going the temporary route despite that is just as well, since that’s where corporate Americans seems to be heading.