Recessions are often the best time to grow. You have a bit more time for planning and certainly a larger pool of qualified candidates. If you can get past the fear factor in the media reports, there’s opportunity in the market.

I’m a frequent reader of John Hollon’s blog over at He recently posted about a Veritude survey that found “’the current recession has impacted the manner in which HR professionals operate, as 38 percent shared that their staffing models will not revert to what was used in the past.  In fact, in seeking more flexibility in cutting staff when necessary, 33 percent of respondents are considering increased reliance on contingent staff’ instead of permanent workers.”

The Veritude survey shared five recommendations:

1.  Create and communicate a re-imagined plan for your post-recovery workforce.

2.  Scrutinize and improve your hiring and staffing processes.

3.  Reassess your staffing partners in light of your new goals.

4.  Look at how to use contingent workers most effectively.

5.  Investigate effective ways to manage your new workforce.

There’s opportunity in those survey results, however sobering the tone. We certainly see this at Shiftboard with our customers and prospects. They are relying more and more on flexible and contingent staff. Why? Because some of them are directly in the staffing business, but many of them are departments that have staff needs they need to fill on a short term basis, or hospitals, or event managers, or sports stadiums that have a regular need and want to make it easier on their managers and workers to schedule their shifts.

If you are looking for data on how to grow your staffing agency or your department’s future hiring plans, take a look at John’s post and the Veritude survey. The eight-page report gives post-recession strategies for managing your workforce, both flexible (temporary), or permanent. Yes, the report is written by a managed services provider, but there’s good stuff in the report for HR and Staffing managers.