Continued Yahoo decision-spawned buzz: perceived problems with work-from-home employees being attributed to “Remote”

So, I didn’t realize that the Yahoo decision regarding work-from-home employees was going to generate so much related buzz and discussion (see here if you haven’t heard about it yet).

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  • On career prospects for the Remote employee: “…workers may be missing out on the personal contacts that get them promoted.”
  • On perception: “…despite studies showing that home-based workers may be more productive than their cubicle-bound peers, remote workers must also combat the perceptions among managers and colleagues that they’re not spending the day goofing off.”
  • On Remote working dependencies: “…remote employees can be just as productive as co-located teams, depending on how well they are managed and the job functions involved.”
  • On idea-sharing/innovation: “Some managers say the office just holds more opportunities for the accidental encounters that
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  • On speed/decision-making: “Having employees in the office can also lead to faster decisions and communication, because workers can more easily reach out to their colleagues, said Dan Yates, CEO of Arlington, Va.-headquartered energy-technology company Opower.”
  • On Quality: “Yahoo’s human resources chief said in a company memo that “speed and quality are often sacrificed when we work from home. We need to be one Yahoo, and that starts with physically being together.

I would say that these are all valid points, and would like to briefly address them one-by-one, because as I’ve said before, there is Remote, and then as a sub-category there is the work-from-home Remote worker.

  1. On career prospects for the Remote employee: This only matters if the employee is a full-time, long-term worker in the firm. This doesn’t apply to remote temp workers or freelancers who are on a project basis.
    • Applicable to work-from-home employees? Yes.
    • Applicable across Remote? No.
  1. On perception: this is another one that is strictly work-from-home vs. work-from-office. As I’ve mentioned in previous posts, Remote is much bigger than “work-from-home” and Remote working can simply mean working in two different offices on opposite sides of the globe.
    • Applicable to work-from-home employees? Yes.
    • Applicable across Remote? No.
  1. On Remote working dependencies: I like this one, as yes I believe across Remote those are certain dependencies, and do not only include how the employee is managed but also the type of work they are doing. I’ll explore appropriate types of Remote work in later posts.
    • Applicable to work-from-home employees? Yes.
    • Applicable across Remote? Yes.
  1. On idea-sharing/innovation: Sometimes (and I’d argue oftentimes), great ideas come out of well-coordinated, structured and purposeful brainstorming sessions, which, as much as I love white-boarding in a conference room full of people, can be done just as effectively using the right remote tools (lots of article out there on “Remote Brainstorming”:
    • Applicable to work-from-home employees? No.
    • Applicable across Remote? No.
  1. On speed/decision-making: The article itself answers whether or not this one applies across Remote: “…Dan Yates, CEO of Arlington, Va.-headquartered energy-technology company Opower. Almost all of his firm’s 320 employees work out of the company’s four global offices, which are equipped with videoconferencing technology allowing workers in different offices to simulate face-to-face contact.”
    • Applicable to work-from-home employees? No.
    • Applicable across Remote? No.
  1. On Quality: The best I can say on quality of workers working Remotely vs. in-house is I don’t think so. Does a programmer’s code come out worse because his computer is sitting at his home desk vs. an office desk? No. A programmer’s code comes out worse if there are not proper quality assurance checks in place, period. I could go on… I believe that failure in quality has to do with systematic failures vs. physical location of an employee.
    • Applicable to work-from-home employees? No.
    • Applicable across Remote? No.

Let’s see if people can move away from the blaming “Remote” for the problems (perceived) with work-from-home employees.

Managing Remote Employees: Exploring Some Basic Principles

If you’ve read anything about Mom Corps, you know that they practice something called “ROWE” (Results-Only Work Environment). I read an interview with Mom Corps’ CEO, Allison O’Kelly and here’s what she had to say about this:

“Virtual managers likely need training on how to expand their communication skills to include how to keep employees motivated as a team, giving positive and negative feedback over the phone, making sure schedules stay on track without micromanaging and making employees feel appreciated for the work they do.” (Allison O’Kelly,

What I like about this statement is that she points out 3 things here that I have also observed to be essential for managers who have remote employees taking on key roles in their workforce:


  1. Giving positive/negative feedback

While she says, “over the phone”, I’d like to expand this and say “over some kind of platform.” In fact, I often advise clients that feedback over the phone is one part of a feedback cycle, and should be either preceded or followed up by the same feedback formally documented somewhere. This could be taking a look at a word document and enabling track changes then emailing or uploading it to Asana (I use this actively, more on Asana and some other great tools in later posts), or it could be simply taking notes during the phone call and sending the summarized points back to the manager or employee after the call is done.

In this blog, you’ll see me repeat over and over again about the importance of written documentation when it comes to remote workforce management. In fact, this should be best practice regardless of Remote vs. face-to-face; its necessity is simply amplified when you engage workers in a Remote model. I love productivity tools, and promise to do a future post on some of my favorites for Remote working.


  1. Making sure schedules stay on track

Clear, agreed upon project and task timelines are crucial, and should be reviewed regularly to ensure each action tracks towards the completion of a project. I once had a client that hired a Remote worker, gave him an assignment that was due 1 month later, and then stepped back. When the 1 month mark came along, progress was not what was expected (go figure). If the person was sitting in your office, you wouldn’t let him work

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completely independently with no clear milestones or objectives, and, as I often say to clients, Remote working doesn’t magically mean you can ignore the basic principles of management. Remote and physical are more similar than they seem!

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This should be an easy one, but more often than not I’ve seen this simple management concept ignored when a Remote model is engaged. When you’ve got someone on your team working Remotely, it is often hard to give them the day-to-day pat on the back they deserve when they’ve done something good.

The great news is that it’s actually quite easy to do, especially if you’re using the right tools, but, even if you’re just sticking to simple email and chat, a specific, purposeful note with clear, actionable feedback goes a long way (by schulte). I won’t go much more into this one as I believe it’s self explanatory – bottom line is, it can somehow be easier to treat a Remote worker as a ‘task factory’ to whom you give an assignment and get a specified output, and it is thus important to put systematic steps in place to ensure you motivate your Remote workforce just as you would anyone else on your team.

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As the Remote Revolution becomes the norm vs. a revolution, I believe that companies will begin to treat Remote employees the same as regular employees (and many already do), OR if the Remote employees are temporary contractors, they will be treated the same as any other temporary contractors. Remote will simply be a way of working.

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Yahoo says “no” to work-from-home, but are they saying “no” to Remote?

Over the weekend, All Things Digital released a story that Yahoo’s CEO has just “instituted a HR plan today to require Yahoo employees who work remotely to relocate to company facilities” ( Since then, there have been a flurry of articles on the topic, and it is eye opening to read most of the comments for these articles because they are overwhelming against the decision. A few comments worth noting:

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  • “A no work-from-home policy screams ‘we are looking for people who comply, not people who create.’”
  • “Productivity and collaboration are not dependent on location. You can be in the same room with 30 others at a tech company yet never look up from your computer. You can be at home and be on a 4-way video call, brainstorming and pulling great ideas out of the ether.”
  • “How do they expect to attract top talent with this policy?”
  • “This isn’t about human interaction or impromptu hallway meetings–it’s about maintaining a culture of fear and control. The real problem at Yahoo is a series of know-nothing HR regimes that adopt screwball philosophies completely disconnected from the way people really work, live, and create.”
  • “In a society where people and corporations are more and more embracing the work/life balance, this is a total backasswards movement on the part of Yahoo.”


So, in the spirit of treating Remote as something much bigger than simply “working from home”, let’s take a step back and understand if this is a “no to Remote” decision, or simply a “no to working-from-home” decision.


The thing is, I can actually fully understand where this decision is coming from in the first place. If you read the memo itself ( , sent by the Chief Human Resource Officer of Yahoo, Jackie Reses, you can tell clearly where she is coming from and why she thinks this is a good idea: “To become the absolute best place to work, communication and collaboration will be important, so we need

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to be working side-by-side.” It’s culture-building, and she is worried that by having a workforce not working side-by-side that Yahoo becomes a collection of independently moving pieces vs. one cohesive culture. In theory, this makes sense, and is in line with my previous post where I commented on Shane Mac’s article called, “Why Remote is bad for start-ups” (

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However, whether she knows it or not, I don’t think Jackie is saying “no” to Remote, and here’s why: “From Sunnyvale to Santa Monica, Bangalore to Beijing — I think we can all feel the energy and buzz in our offices.” Bangalore? Santa Monica? Beijing? Is she going to consolidate all of these offices into one physical location? From her memo, I think not, and so she is going to have to rely on Remote working and communication between these offices… or maybe she thinks it will be impossible for Bangalore to communicate effectively with Santa Monica?

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Part of Remote also means leveraging email, chat, skype, even mobile to get work done in a location agnostic manner. I am quite confident that these tools will continue to be employed, and that an employee on floor 2 will still IM someone on floor 3 and most likely not meet face-to-face on a given day.


As I’ve explored in earlier posts, Remote is about embracing the power of technology, ignoring physical location constraints and combining that with the power to have access to a wider, global talent pool. Work-from-home is one way to leverage those new powers, but is certainly not the only way. Let’s hope that Yahoo continues to embrace Remote working in its other forms, such as building out workforces in strategic locations, hiring remote temporary staff for special projects, and engaging online freelancers when needed.

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Remote is about changing the way we think about hiring and managing a workforce – that’s the revolution. Work-from-home as a company policy/allowance is a part of this, and this policy doesn’t always work for all company cultures, let alone within all cultures globally (e.g. Japan where face-time is highly valuable in and of itself… will jump into that in future posts).


All for now – jury’s still out on this one, but one thing is for sure – it is definitely bucking some trends: re-posting this infographic that was already made 1.5 years ago:


Managing the Virtual Workforce

Against remote? Definitely some valid points but…

I read a good article on Venture Beat a while back called, “Why a remote workforce is bad for start-ups.” Without going into too much of an analysis on remote workers and start-ups (perhaps in a later post), I’d like to discuss one of the author’s (Zaarly’s Shane mac) 7 points as to why Remote is bad for start-ups. (Article found here:

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Point #7 – “Miscommunication causes too many problems”. I get why Remote can be perceived as a more difficult way to communicate (I mean, up until very recently the best we had were telephones and fax machines), but I’d like to suggest that the opposite can in fact be true, when Remote is done properly.


In my experience, the same types of productivity and communication issues occur face-to-face as they do remotely, but the paradox of Remote interactions is that they can oftentimes help force good behaviors, and by doing so make Remote communication even more effective.


Pros & Cons of Remote Staffing

Advantages definitely outweigh Risks in Offshore Remote Staffing. Image credit: Remote Worker Daily via

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Think about it. When you work with someone remotely, you are forced into extra documentation. Take for example, in-person meetings – the best practice there is of course to take down meeting minutes during a meeting, but a lot of times (especially in start-ups) this simply doesn’t happen. When you’re in a remote set-up, a much larger proportion of communication occurs over email, chat and hopefully (if you’re into productivity tools like I am), over some great task or project management system like Asana or Basecamp, among others. This discipline of documentation of conversations, action items, agreed on points, etc. is amplified out of necessity when a workforce is spread out remotely – and I’d say for the good.

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As a tangent, let’s even just look at something as simple and basic as doing a meeting over Skype vs. in person. If you’re got a webcam, the only thing you can’t do Remotely that you can do in person is reach out and touch the other person (which, I highly doubt you’d do anyway). Over Skype, however, you can type out something into the

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chat window while you’re talking – let’s say you’re referring to a quote from some past email and you just want to copy/paste it for quick reference… done! Sharing files is easy too. Yes all this can be done huddled around a PC, but it can also be done PC-to-PC effectively and I’d argue, sometimes with much more ease.

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The reason I’m not going after Shane’s other points is because some of the fluffier stuff, like “Hallway conversations are priceless” and “passion in person is contagious” are harder to measure or gauge – and thus its his experience that directs these opinions. But, communication I would argue is just as difficult face-to-face, and much of what we debate, agree on, or chat about in-person can be just as misconstrued or forgotten as any remote interaction.

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Finally, it’s worth noting that there was an article written in direct response to the one I mentioned above (it can be found here:


To quote the article, in which they interview the founder of a start-up who operates nearly exclusively within a remote model:


“So did he experience the squeeze on ideas and the less binding company culture that Mac predicts? “From our experience it just simply wasn’t the case,” says Atkinson, who uses constant Skype chats, regular video calls and daily scrums for each area of the business to keep his team collaborating and innovating.”

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Location Agnosticism & the true meaning of Remote: a checklist

I love this term. “Location Agnostic”. I read this a few years back and it stuck with me.

What does it mean? To me it means that nowadays in many situations there is no difference between a Remote or a face-to-face interaction.

By “no difference” I mean that the outcome of either interaction is comparable, and nothing is sacrificed or lost when engaging with someone Remotely. If you told someone 50 years ago that you could actually do your entire job regardless of global location, they wouldn’t be able to imagine it. Think about this: the fax machine in its current form, although invented in the 60s, wasn’t widely used until the 70s and 80s. The beginnings of location agnosticism, while finding its roots in telegraphs, telephones and early versions of wireless transmission, could never replace a face-to-face interaction until the internet came along. Now what we are seeing is not just a revolution built on the internet, but a revolution in what kind of jobs we do and how we do them.

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But this post isn’t about history, it is about location – and why and when location doesn’t matter. Here’s a quick checklist that can help you as you make a decision on whether or not to make a role Remote or keep it as a physical, in-house job:

  • Does the job require non-PC facing work, and if so, what percentage of time will be spent on those activities?
    • For example, if a job requires local errands to be run such as processing and signing forms at a local government office or business, it would be important to understand how much of the job involves those activities, and how crucial they are to the overall success of that role.
  • What are the success factors of the job, and how are they measured?
    • “Success factors” can be broad or very targeted – for certain types of job, output is everything. If the role you are trying to fill is that of a Marketer or Online Specialist,
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      then perhaps some of their metrics are clear and measurable, like “Number of Facebook likes”; “Number of blogs posted”; “Adwords Click-through-rates”; etc.

  • Does the job or project have clear milestones, and can they be communicated and tracked easily?
    • Every job/project should have milestones and achievement should be tracked. This core question to ask is not just when considering Remote vs. physical, but, problems arising from lack of attention to this area may be magnified in a Remote working setup… so it is important to “get your house in order” before taking a role Remote.
  • What types of communications will happen on a daily basis? On a weekly basis? Monthly?
    • Types of communications could be email, phone calls, etc. A job that will be primarily email or phone-based anyway is a sure candidate for Remote.
  • How many people are on the same team with the person doing the job?
    • The answer here may not give clear guidance on if location truly matters, but it is a good question to ask. Being a member of a large team vs. being a lone wolf may have an impact on a Remote working model… or it may not. Something to think about.
  • Who does the person report to, and how many people does that manager have on their team?
    • This stuff matters. To be successful with Remote, it helps to think of the Remote role just as if it was face-to-face – which means that the Remote employee needs to have a clear reporting line and be managed accordingly.


These are not the only questions to ask, but they should get you thinking about if location matters for your next hire, and why. Now review your answers, and a clear picture should start to emerge. Does location matter for the position you are trying to hire? If not, I welcome you as a new Location Agnostic.

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Some of the key points the article explores are applicable to the Remote Revolution as a whole, such as:

  • Cost Savings due to accessing global talent: “Cost is also a factor. Virtual companies can save money by leasing smaller offices or foregoing an office entirely. Moreover, they can save on salaries. Instead of paying high Silicon Valley wages, for example, companies can base their pay on the lower costs where remote employees live.”
  • Tools are crucial to making Remote work: “The concept of ‘out-of-sight, out-of-mind’ is a big danger for employees, as is failing to share basic details about strategy, projects, and changes in plans. To avert such problems, most internal discussions at Automattic take place on what’s known as P2, a blog built in house that has specific pages for dozens of teams and topics. Announcements, conversations, and questions are posted to the blogs so that everyone interested can stay up to date. If employees have an inconsequential conversation, they often use Skype or ICQ instant messenger.” AND: “…e-mail traps information that should otherwise be shared,” so instead of using email they prefer to broadcast meetings and publish meeting notes. I like this a lot and have mentioned in previous posts the importance of using Remote tools like Evernote, that allows you to share notes with others smoothly.
  • When Remote working is the norm, it works: The author of the article also makes a subtle yet significant point about companies that embrace Remote: “What is different about distributed companies is the scope. Rather than being an option, working remotely is the norm and central to how the business operates.”


We are seeing this now time and time again where companies are able to successfully implement Remote ways of working and by doing so realize tangible benefits. But the article points out, “the distributed model appeals almost exclusively to small businesses, particularly in the technology industry. No one can point yet to a large corporation using a similar model.”

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Maybe not – or, perhaps they are using the model and simply not calling it a “virtual” or “distributed” model. Many large firms embrace staff augmentation, which, although is not work-from-home, is very much based on the fact that work can be done in locations around the world that have talented people who can be hired in a way that makes financial sense. As discussed before, Remote is bigger and wider than telecommuting.

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Exploring Remote Working: Hiring Freelancers, Benefits & Risks

Balancing between Remote and Hiring Freelancers

Image by Sepehr Ehsani

Remote is about doing a job remotely, i.e. not face to face, and one area that remote working has revolutionized is the hiring of freelancers. Since it has also revealed some of the challenges that come with hiring freelancers, I’d like to explore two commonly perceived shortcomings of hiring a freelancer and what having a well thought out remote staffing strategy can do to help mitigate these challenges.

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What else is great or risky about hiring remote freelancers? Look forward to comments.

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I just watched an interesting YouTube video on the topic of Remote (I have embedded it below) from 1967. The video is of famed newscaster Walter Cronkite as he gives audiences a tour of the future of Remote working. He frames it as a “Home office”, but the emphasis is on the fact that information and communication someday will happen Remotely.

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He is pretty close on most of this – he’s got a Skype alternative, and the rest is some combination of information that people now can find over the internet.

What’s not mentioned is cost – I wonder if at that time people could have imagined that many of the Remote tools out there now would be offered completely for free…

“Free” is a part of Remote that is easy to take for granted, but it’s a significant, and arguably the most important, part of the Remote Revolution.

Below are some of my favorite, effective remote working technologies that will help you “cover the bases” mentioned in the Walter Cronkite video… and then some!


  1. For small team collaboration: Asana. If you haven’t tried it, go try it out today – it doesn’t take a long time to understand (I’d say 5-10 minutes and you’ll be a power user). It doesn’t have a lot of the bells & whistles that project management software like Basecamp or Trello have, but, it’s easy easy easy. Also, it’s easy.

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  1. For video chat/conference calls: Skype. As much as I’ve enjoyed trying out Google Hangouts recently, I still fall back to Skype because it just works, and works well.


  1. For programme/project timelines & high level planning: Smartsheet. I love gantt charts, timelines, and workstreams. Smartsheet is a no-brainer because I can create a free gantt chart & share it with people within minutes. Also, some of the templates are useful (by schulte). This does cost money after a 30 day trial, but 30 days is enough to use it for a few projects and see if it makes sense.


  1. For file sharing: Dropbox. I use Dropbox less and less because Asana has a file upload function that I can attach to tasks. Asana also integrates with Dropbox, but, more often then not I’m sharing a file from my PC vs. from Dropbox. Regardless, file sharing is needed on a regular basis and Dropbox works well.


  1. For note sharing: I would have said Evernote here if it weren’t for some of the recent security issues. However, aside from those, the platform is very intuitive and easy to use, and you can share notes easily with others. I use Microsoft OneNote but that costs money.


This is the bare minimum free list, and the above 5 combined with Google Apps for Business should be more than enough to do most Remote work. Depending on the type of work, there are tons of other great niche tools

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Remote Staffing is a Solution to Traditional Temp Staffing Constraints (Part 2)

As I went over in my previous post, Temporary staffing continues to make sense… however there are holes in the model that until recently could not be filled.

As usual with this blog, you’ll see that the answer I am suggesting as a solution to human resources challenges remains the same: Remote.

In this case, I’m focused more on Remote Staffing vs. freelancers / working-from-home models of Remote.


Remote Staffing is interesting, because the Remote workers (unlike with freelancers or work-from-home professionals) should really be sitting inside the Remote Staffing agency’s own office,

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located at globally strategic locations. A Remote Staffing company provides all of the benefits of traditional temporary staffing that I mentioned in Part 1, but, in addition it also helps to address some of the limitations of a model primarily based on physical employee interaction. Here is how Remote Staffing addresses some of the gaps found in traditional temp staffing models:

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  1. Remote Staffing has no location constraints: Remote Staffing knows no location, and enables companies to have access to a wide, deep and vast global talent pool. A high quality remote staffing provider will not only source a talented person who is right for the job, but they will also ensure that that person works standard company hours and is equipped with all of the infrastructure they need so that they and their employer can focus on what matters: the work itself.
  2. Remote Staffing Cost Savings are significant: While Temporary workers, regardless of whether they are Remote or face-to-face, represent a way for a company to save money, hiring a temporary worker within a Remote model enables significant cost savings due to the power of global labor arbitrage – which is a phenomenon in which jobs move to nations where labor and the cost of doing business is lower than that in developed nations such as the United States, Australia or Europe (among others).
  3. Remote Staffing takes care of office space as well as the people: One of the significant advantages of hiring Remote temporary staff is that a provider provides all of the infrastructure needed to ensure that person has an office “home” on a daily basis. Their seat, desk, PC and all the standard facilities of a modern office are suddenly available to a company as if it was an extension of their own office (by heather). Let’s face it – these days, it’s not that big of a difference to have your employees sit 10 feet away or 10,000 miles away from each other… they’re still going to send emails to their colleague and they’re still going to chat with that person over Skype/MSN messenger.


As a final note, Remote Staffing shouldn’t be employed for every type of role in an organization. Some roles are better suited to a Remote model, while others are better suited for a physical, or, traditional employment set-up (think: Remote Janitor?). A company should examine which roles make sense to fill remote, and maximize the channel; by doing so, they’ll see significant cost savings as well as open their doors to new talent sources and hiring possibilities.


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So, what I haven’t focused on yet is why hiring temporary workers makes sense in the first place, and how leveraging Remote can help to address some of the challenges that comes from hiring and maintaining your contingent workforce.

This blog is built for managers and business leaders who are looking for different kinds of solutions to solving talent challenges, so in this post I’m going to first explore the benefits and challenges of traditional Temp Staffing itself. In my next post, I’ll then follow up these points by talking about some ways in which going with a Remote Staffing agency can make a lot of sense. (I’d like to first give a chance for some comments on how you all think Remote can solve some of the issues I’ve pointed out below.)

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the labor force. Companies big and small continue to hire temporary staff for a myriad of reasons, and, according to a recent report by the Staffing Industry Analyst, demand for skilled temporary workers will continue to rise to historic highs in 2013. The value of employing a contingent workforce remains the same, and the benefits are clear and measurable. Some of the benefits are:

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  1. Decreased time-to-hire: Staffing agencies often keep what they call an “active pool” of qualified, screened and ready-to-be-deployed candidates to meet sudden demands. These sudden hiring needs could be things like illness of an employee, long-term sabbaticals or vacations, sudden resignation of a key role, maternity/paternity leave, among other areas. All of the employee-related issues that can happen in normal day to day operations of a company can be mitigated by having access to qualified, temporary professionals.
  1. Staffing temporary projects in real-time and with flexibility: Temporary projects, especially in specific industries like Information Technology, are becoming the norm versus the exception. These can be ramp-ups towards special product launches, seasonal and peak period staffing, or simply a sudden need for large numbers of employees that, if they were to go through the standard hiring process, would cause significant delays in the company’s ability to deliver to customers.
  1. Cut total cost of employment: Hiring an employee is not cheap. Advertising, recruitment, screening, background checks, behavioral interviews, skill checks – all of these take time and money. And it’s not only the hiring process that incurs cost, there are significant costs involved with any full-time employee that are absorbed by the staffing agency, such as payroll expenses, paperwork, employee benefits, taxes, insurance, unemployment, retirement, paid time off, and other HR related support functions like training and continuous development.
  1. Evaluating prospective full-time hires: Hiring a full-time employee for a key role is a risk. Even with an employee with a strong track record, there is no guarantee that past performance is an indication of future success in a given role. This is when employers utilize a “contract-to-hire” or a “temp-to-hire” model. domain names . In this type of an arrangement, an employer can have a period of time in which the employee is a temporary worker and has a chance to prove themselves in a role before being absorbed as a full-time employee.
  1. Accessing specialization and experience: The pool of temporary workers is now one that is full of highly skilled professionals who work on a temporary basis by choice and have functional or industry specializations. By hiring temporary workers who have experience and knowledge, a company can gain instant access to skillsets that would take years to groom and train.


Even though temporary staffing continues to grow, with some data suggesting that half of the workforce in the United States will be temporary in the not so distant future, there continues to be challenges and restrictions to the traditional temporary staffing model, namely:

  1. Location Constraints: A company’s location may not enable them to access a side/deep talent pool. Traditional temp staffing is local, and no matter how great the staffing firm is, if the right skilled person does not exist in that locale, the firm will have a hard time filling that role.
  2. Negligible Cost Savings: While overall cost to employ a temporary worker is generally less over time, sometimes the difference between hiring a full-time worker and a temporary worker is not significant enough to go the temporary route based on cost alone.
  3. Office Space Constraints: Even though the workforce may be temporary, the seats, desks, PCs and facilities needed to house them is often not and there are costs involved, especially for large scale temporary projects. All of these non-employee related expenses incur cost and add to the overall cost to hire and maintain temporary staff in the workforce mix.

In my next post, I’ll take a look at how Remote Staffing can be a solution to some of these constraints/challenges. Initial comments or thoughts welcome on how Remote can solve some of the issues with traditional temp staffing.