This Is What CXL's Temporary Staffing Solution Is About

As there seems to be no end to the current talent shortage the solutions offer businesses an alternative to fill gaps within their organisation and CXL is working to supply temporary staffing solutions in more sectors

This Is What CXL's Temporary Staffing Solution Is About
In the service industry like ours, one of the biggest challenges faced is the drop in productivity, resulting in revenue loss: Fariz Abdullah - Pix Provided

Fariz Abdullah, CEO of CXL, speaks with WorldFutureTv our online magazine about the company's temporary/contract staffing solutions to companies that are facing challenges due to talent shortage in the post-COVID19 era.

In the interview, we asked his views on the challenges faced by businesses and the fact that many are opting for gig jobs.

"In the service industry like ours, one of the biggest challenges faced is the drop in productivity, resulting in revenue loss. A drop in manpower can cause operational delays, which in turn affects project delivery outcomes to clients. The impact is even greater if the talent shortage is for a position that requires someone with a particular set of skills," he says.

According to him, talent shortage also affects existing employees, whereby their work is compounded. Often, these employees opt to resign as they become increasingly frustrated. It’s a vicious cycle causing disruption to business growth.

The gig economy has emerged as an opportunity for young graduates to obtain flexibility with a work life balance that continues to be a priority for the emerging generation of employees.

"Embarking on gig jobs gives them just that! In addition, the lure of multiple income sources, while not being bogged down by structural processes make gig jobs even more attractive," says Fariz.

Notwithstanding this, we asked him what are the challenges face by HR practitioners in dealing with contingent workforces, ineffective implementations, and what are some of the viable solutions that can be used to overcome them?

He says first and foremost, it is imperative for companies to be clear about their intentions and objectives in hiring contingent workers.

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Temporary Staffing Solution

Would it be to fill a gap within the existing team? Would this person require a specific set of skills and qualifications to compliment the team? The contingent worker will be required for a specific project or are their plans to absorb this person as a permanent employee?

"Not knowing whether it will be costly, companies risk experiencing a drop in productivity not just in the contingent worker but even amongst existing employees. Project deliveries are compromised, and disgruntled employees may opt to leave.

"We would recommend having transparent and clear communication with your employees. If possible, get them involved in the planning. Inclusivity will get you much further and sets an excellent work culture," he told us in the email interview.

What are the long-term benefits of contingent workforces?

We were in the 44th teaching building of Tianjin University.
I took this graduation photo for my seniors.
This is my first shoot in my photography career.
Thanks a lot for the opportunity my seniors afford to me.
Businesses can also opt to treat the contract period of a contingent worker as a ‘probation’ - Photo by Akson / Unsplash

He says there are many benefits of hiring contingent workforces. A key reason for businesses is that they need not worry about many HR aspects from sourcing, hiring, payroll to post-placement as these will be handled by the appointed agency.

Depending on the type of contract and position, clients need not worry about ‘downtime’ as the role will also be filled. This is particularly helpful for IT roles.

Businesses can also opt to treat the contract period of a contingent worker as a ‘probation’. Should there be a good fit, the contingent worker can be absorbed as a full-time staff. Flexibility without the hassle, he adds.

Meanwhile, he also spoke on the strategies that can be employed to utilise contingent workforces correctly and effectively. Which is one of the questions most people will have in mind when they are looking for temps.

For Fariz, a clear understanding of the deployment of Contingent Workers is of utmost importance.

CXL's Staffing Solutions

"We highly recommend speaking to the team members to understand their needs. All parties involved— management to team members must be aligned. This include agreeing on the skills required to effectively complete a project with distinction, to the duration of the contract.

"The HR practitioner must be aware of the market rate for hiring a contingent worker. Salary and benefits dissatisfaction, whether amongst permanent or contract staff, never paints a good picture," he says.

A big question is how are CXL’s temporary/contract staffing solutions equipped to tackle the implementation of these strategies?

"We understand that there isn’t a one size fits all solution. Every business differs in their requirements and needs. Hence, before embarking on a project, we ensure the clients objectives are clearly defined. Based on our experience and industry best practices, we provide professional consultation to ensure the best possible outcome for our clients.

"As we have grown over the years, so have our database of contingent workforce that is ready for deployment. Hence, reducing the wait time for our clients," says Fariz,

On the other hand, he adds that all industries can benefit from our contingent workforce solutions.

As there seems to be no end to the current talent shortage for the moment, our solutions offer businesses an alternative to fill gaps within their organisation. Currently, we are actively working in the following sectors:

  • e-commerce
  • contact centers
  • IT
  • Engineering
  • shared services— finance, procurement, admin and more.

Future Workforce

As the future workforce becomes increasingly tech savvy, businesses need to keep up. While this is inevitable, the pandemic has hastened this. With clear objectives and direction, business can go on as usual as the concept of a ‘workspace’ has evolved from a designated office desk to anywhere.

The traditional 9 to 5 working hours may no longer be favourable, but a flexible work schedule may be the way to go, he says.