Some may argue that the phrase “job security” is an oxymoron.
Sure, there are some positions such as tenured college professors, private business owners and professionals like lawyers or doctors that enjoy a strong degree of job security. But when you get right down to it, that security can be awfully tenuous and subject to the whims of the economy, the markets and the customers these businesses serve.
Traditionally, contingent work has always been seen as less secure than full-time employment (FTE), but that view is quickly changing. Securing contingent—or temporary work—over traditional full-time employment can provide a more sustained work-life balance without the additional stress and expectations of a FTE role. Perhaps being a “temp” worker is your best path to career fulfillment.
Is the generational notion of full-time job security a myth? Is the loyalty of full-time employees, which in theory is based on job security, a noble pursuit or delusional sideshow? What even is job security anymore and where does that rate as far as importance when it comes to a work/life balance?
Certainly, layoffs announced in January by Microsoft, Google and Amazon are not helping the argument for being a full-time employee at an “established” company in a cutting-edge industry.
Tech startups and the colossal employers they merged into left the national workforce inspired by an economy positioned for the future. But the tech industry downturn and the major players it is taking down with it underscore an uneasy economic volatility whose impact won’t be fully known for months, if not years. How’s that for job security? Hmm?
Perhaps it is time to reconsider your options?
The lack of security with one employer and the flexibility it affords in a stress-free environment is a key selling point for Mackin Talent, a staffing company with a global network of contingent employees anchored by offices in seven countries.
While “temporary,” “temp” or “contingent” accurately describe the implementation of staffing assignment schedules, these words are wholly inaccurate descriptions of the skills mastered by the team members of Mackin’s contingent workforce.
“We have employees who are high-level professionals in their field—15-20 years of experience in their field—and they actually prefer to work for us as opposed to being an FTE,” said Mackin Talent Chief Marketing Officer Leniece Lane.
“Many times, FTE employees are asked to work an insane number of hours—50-60 hours a week. It’s expected because you’re a full-time employee and the work has to get done. They pay you a big salary to do that work so the expectation is you put in the hours needed to get it done. Whereas, for us, with our contingent workforce, our employees are expected to only work 40 hours a week so they don’t get overworked and they don’t get overstressed. If we see someone putting in more than 40 hours, we reach out to see if additional support is needed.
“They prefer to work with us in a contingent environment. Employees get more predictability with us as far as work schedules and long-term opportunities. They know what their deliverables are each month. They enjoy great benefits that are comparable to most FTE positions and they get unrivaled support from our team. Plus, they get to work with some of the biggest names in the industry and gain that experience without the pressures of a FTE role.”
Mackin has both temp positions and full-time vendor positions within its specialized service teams. Both are examples of contingent workers and they come with a wide range of benefits that are worth consideration.
For Employers:
- Flexibility: Hiring contingent employees on a temporary basis affords employers a flexibility that can allow them to pivot quickly in response to shifts in workload, supply chain and workforce needs.
- Cost savings: Firms may not have to provide benefits such as health insurance or paid time off. Mackin provides those.
- Increased talent pool: Companies can hire employees with specialized skills and expertise on a project-by-project basis and choose from a wider selection.
- Reduced risk: The short-term commitment of contingent employees reduces the risk of hiring full-time employees who may not be a good fit to fill a need; and a contingent workforce reduces the risk of potential layoffs during downturns.
- Increased productivity: Contingent employees are typically more experienced and are more motivated to wrap up a gig and move on to the next job.
For Employees:
- Opportunities: It is hard to land a FTE position in some of the big companies. Mackin gives you the opportunity to put some big names on your resume and be part of cutting-edge technology.
- Work/life balance: This is hugely important to Mackin. Contingent work can be nice and affords you a limited schedule based on a 40-hour week, plus the opportunity to take a break during assignments if you need time off or have family matters to attend to. When it comes to choosing an assignment, and how long that assignment is, Mackin leaves the decision to you.
- Unrivaled Support: Every employee matters, every employee is supported. Because we don’t have 10k or more employees, we know you by name, are invested in your success and support you throughout your time with us. Some of Mackin’s contingent employees have been with the company more than six years, just due to the support they have received.
A contingent workforce in general, and Mackin Talent in particular, offer stronger resilience, less stress for all involved and, overall, a more productive and predictable workplace than a traditional employer can offer with a traditional full-time job.
“In the U.S., most states are ‘at will’ states, which means a company can hire or fire you at any time, just like you can quit at any time,” Lane remarked. “So I don’t really understand why people get so caught up in looking for a full-time position as if it provides some kind of additional security. I think, if nothing else, we’ve learned from recent layoffs at big tech firms that long-term job security is a myth. Instead, focus on doing the kind of work you love doing, whether it is for six months, a year, or longer. Find that balance and reconsider how you view contract work.”
Visit mackintalent.com to learn more or to speak with one of our consultants.
