IndexRisks for employeesCriticisms of alternative staffingSo is alternative staffing right for me?As companies strive to find new and thoughtful ways to manage costs in their organization, alternative staffing is a concept which has caught on with many companies in recent years. Alternative staffing refers to the hiring of people on a part-time or as-needed basis, typically on short-term contracts and for specific services compared to full-time staff. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Alternative staffing strategies are defined as employer-employee relationships that deviate from traditional in-house, full-time, long-term employment arrangements. While alternative methods are nothing new, they are becoming increasingly popular due to the benefits they offer both employees and employers. Alternative staffing methods give employers the flexibility to respond to fluctuations in the business climate while protecting the job security and morale of their regular, full-time workforce. Industry insiders in the staffing business world have noticed a profound shift in how some of the best and brightest scientists, engineers and technical staff are finding their next jobs. Many scientists are abandoning permanent full-time positions to venture out on their own as free agents. David W. Green, editor of Managing the Modern Laboratory, cites research showing that scientific professionals have found that contract positions offer them the freedom and flexibility to advance their careers at their own pace. Working as free agents allows them to develop skills in areas that are important to them and to work with employers where they think they can do the best work. As an added benefit, the free agent lifestyle allows employees a better work-life balance. In a recovering market, the job market may become tight and finding qualified alternative staff may become difficult. This can leave a company unable to find the resources it needs to meet its commitments or objectives. Turnover can be higher with alternative staff, companies are not incredibly loyal to these individuals and the individuals are the same. If a better offer comes in for temporary staff, they can quickly disappear and the company is forced to look for new staff at short notice. Risks for employees With alternative staffing solutions, employees have very little job security and can quickly find themselves looking for a new job. In a market downturn, when the labor pool is abundant, it can be difficult to replace a lost job. Employees must cover things like medical insurance on their own in many alternative staffing situations; as such, overall costs can increase significantly. Criticism of Alternative Staffing Many employee organizations, such as trade unions, are highly critical of alternative staffing as they see them as companies simply trying to cut costs at the expense of employees. This is true in some cases, particularly for companies that employ less skilled labor. For those in skilled trades there is less criticism as many lawyers, accountants and financial specialists highly value the flexibility and time freed up by working in alternative staffing environments. . These