{"id":969,"date":"2009-02-11T01:00:46","date_gmt":"2009-02-11T09:00:46","guid":{"rendered":"https:\/\/systematichr.com\/?p=969"},"modified":"2009-01-11T18:52:42","modified_gmt":"2009-01-12T02:52:42","slug":"hr-metrics-contractor-fill-rates","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=969","title":{"rendered":"HR Metrics:  Contractor fill rates"},"content":{"rendered":"<p>So you probably have a specific number of independent contractors, consultants and agency employees within your organization.\u00a0 You also probably have not really given much thought around what percentage of your total population these contractors represent.\u00a0 The reason this is important is because this percentage actually impacts the organization\u2019s ability to scale and respond to economic fluctuations and M&amp;A activity.<\/p>\n<p>Lower percentages of contractors means that in an economic downturn, the organization\u2019s ability to quickly cut costs is hampered.\u00a0 Alternatively, in high growth scenarios, employers which utilize more contractors have an ability to scale upwards more quickly.<\/p>\n<p>This obviously comes at a cost \u2013 the more contractors you have, the more it costs as these are usually higher cost workers (due to fees paid).\u00a0 There is probably an optimal contractor fill rate somewhere between 5-25% depending on how susceptible your organization is to growth fluctuations.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>So you probably have a specific number of independent contractors, consultants and agency employees within your organization.\u00a0 You also probably have not really given much thought around what percentage of your total population these contractors represent.\u00a0 The reason this is&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[27,15,16],"tags":[],"class_list":["post-969","post","type-post","status-publish","format-standard","hentry","category-data-metrics","category-talent-acquisition","category-workforce-planning"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/969","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=969"}],"version-history":[{"count":1,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/969\/revisions"}],"predecessor-version":[{"id":970,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/969\/revisions\/970"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=969"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=969"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=969"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}