The basis for a cost reduction is the dedicated question about the purpose of the purchased labor force. An example: when it comes to reducing internal personnel costs, temporary employment agencies must be selected that meet this budget requirement. The same applies to the search for qualified personnel.

These conditions must inevitably become part of the temporary employment contract. In addition, not only the agency margin has to be considered, but also the costs for the worker himself - salary, training costs, overhead of the temporary employment agency.

An optimization of the specification with regard to the qualifications of the borrowed employees brings absolute clarity about the workers actually needed and reduces expensive additional personnel.

It makes a difference whether skilled workers or unskilled workers are used for a simple job. From a company's point of view, it is also not optimal to use a temporary worker in different positions. Because that lengthens the training phase considerably. With an average time in the company of only six months, this approach makes little sense.

Another lever for reducing costs is the concentration of temporary employment agencies. This allows better conditions and kick-backs to be achieved (price benchmarking).