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This certainly is an interesting (for lack of a better word) time in employment. Between an extremely employee-friendly Obama administration that is churning out new employment laws and regulations like candy and a economic recession that has done its part to change the landscape at companies all over the United States, there has never been a more complex time to hire and maintain employees.

While this may be bad news for employers, it could be good news for you if you offer or are planning to offer contracting as part of your recruiting services. Why? Well, the more complicated, time-consuming, and costly that bringing on full-time, direct-hires becomes, the more likely it is that your clients are going to consider going the contract hiring route. All you have to do is be ready, willing, and able to provide quality contract candidates… and have a good back-office behind you to handle the administrative details.

Over the next several blog posts, we will be examining some of the following current and upcoming employment changes and how you can use these new developments to market your contracting services to both clients and candidates:

  • Benefits – Finding quality, affordable benefits is one of the most important aspects employees consider when job-hunting, but as costs continue to rise, employers are increasingly cutting back their offerings and placing more of the costs on employees. Can contracting help you meet your candidates needs while not increasing your clients’ costs?
  • Healthcare reform – To further complicate the healthcare issue, recently passed healthcare reform legislation is going to massively increase the administrative burden on employers over the next four years. How can contracting help?
  • E-Verify – E-Verify is an Internet-based system that checks information from employee I-9s against data from the Department of Homeland Security and the Social Security Administration to ensure employees are authorized to work in the United States. It was initially voluntary for employers to participate, but the passage of Federal, state, and local laws is increasingly making its use mandatory for many employers. How can you distinguish yourself from your competition by becoming E-Verify compliant?
  • Government crackdown on employee misclassification – FoxHire has blogged numerous times about the differences between W-2 Employees and 1099 Independent Contractors and the importance of classifying workers correctly. How can hiring contractors through you help companies comply with federal employee classification laws?

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