Temporary Staff Vs Permanent Cost Analysis: Efficient Workforce Solutions in London ' May 2025

Executive Summary

London's business landscape in May 2025 is characterized by rapid change and a persistent need for agility. Workforce planning sits at the heart of navigating this environment, and the decision between temporary and permanent staff is more critical than ever. This article provides a comprehensive cost benefit analysis framework tailored for London businesses, exploring the nuances of each staffing model.

We delve into the current labour market, introduce robust assessment methodologies, and present a detailed comparison to illuminate potential cost savings analysis highlights. Our aim is to equip HR managers and business leaders with the insights needed to build efficient and resilient workforces. The primary findings underscore that while permanent staff offer stability, strategic use of temporary staff agencies can provide significant financial and operational advantages, especially when managed effectively through a clear cost benefit assessment.

Key Takeaways

• London's Dynamic Labour Market (2025): The London labour market in May 2025 continues to evolve, demanding flexible and cost-effective staffing solutions from businesses.
• Cost-Benefit Analysis is Crucial: A thorough cost benefit analysis (CBA) is essential for making informed decisions between hiring temporary staff and permanent employees.
• Hidden Costs & Benefits: Both temporary and permanent staffing models have hidden costs and unique benefits that a detailed cost and analysis will uncover.
• Flexibility vs. Long-Term Investment: Temporary staffing offers unparalleled flexibility, while permanent hires represent a long-term investment in talent and company culture.
• Industry-Specific Needs: The optimal staffing solution often varies significantly by industry (e.g., hospitality, office admin, specialised sectors), requiring tailored cost benefit assessment.
• Strategic Hybrid Models: Many London businesses are finding success with hybrid models, strategically blending permanent and temporary staff to optimize costs and operational efficiency.

I. Introduction to the London Temporary Staffing Landscape

The demand for flexible workforce solutions has cemented the role of temporary staff agencies in London's economy. As businesses navigate fluctuating market demands and project-based work, understanding the temporary staffing landscape is paramount for strategic human resource management.

Current Market Overview for Temp Staffing Agencies

The market for temp staffing agency services in London remains buoyant in May 2025. Businesses across various sectors increasingly rely on temporary workers to manage peak workloads, cover absences, and access specialized skills without the long-term commitment of permanent hires.

• Market size and growth trends: The London temp market continues to show steady growth, driven by the gig economy's influence and a preference for flexible work arrangements among a segment of the workforce. Data from industry bodies often points to a multi-billion pound valuation for the temporary staffing sector in the UK.
• Key players in the London temp employment agencies sector: The sector is diverse, ranging from large multinational staffing and temp agencies to specialized boutique firms focusing on niche industries. Many businesses find top temporary staff fast through these varied providers.
• Industry challenges and opportunities: Challenges include ensuring quality and reliability of temporary staff, navigating complex employment regulations, and managing the costs associated with agency fees. Opportunities lie in leveraging technology for better matching and in providing value-added services beyond basic staffing.
• Evolution of Temporary Staff Agencies in London: The evolution reflects broader economic and social changes, adapting to new work paradigms.
  • Historical development of staffing temporary service: Initially focused on clerical and industrial roles, staffing temporary service has expanded to encompass a wide array of professional and technical positions.
  • Technological advancements in staffing and temp agencies: Online platforms, AI-powered matching algorithms, and mobile apps have revolutionized how employment temporary agency services connect businesses with talent.
  • Post-pandemic shifts in the employment temporary agency model: The pandemic accelerated trends towards remote work and project-based assignments, further increasing demand for flexible staffing solutions and agile responses from agencies like those found when seeking temporary staffing near me.

II. Comprehensive Cost Benefit Analysis Framework

Making an informed choice between temporary and permanent staff hinges on a robust cost benefit analysis (CBA). This framework allows businesses to systematically evaluate all associated costs and benefits, leading to more strategic and economically sound workforce decisions.

Understanding Cost and Benefit Analysis Methodology

The core of CBA analysis is to quantify both the positive and negative financial impacts of a decision. For workforce planning, this means looking beyond just salaries and agency fees.

• Principles of CBA analysis for workforce planning: Key principles include identifying all relevant costs (direct and indirect), quantifying benefits (both tangible and intangible where possible), discounting future costs/benefits to present values, and considering the timeframe of the analysis. The benefit of cost benefit analysis is that it provides a clear, data-driven foundation for decision-making.
• Benefit of cost benefit analysis in staffing decisions: A well-executed CBA helps businesses optimize spending, improve resource allocation, mitigate risks associated with over or understaffing, and ultimately enhance profitability. It highlights the true cost value analysis of different staffing options.
• Cost beneficial analysis techniques for HR managers: HR managers can use techniques such as net present value (NPV), return on investment (ROI), and break-even analysis as part of their cost beneficial analysis toolkit.

Cost Volume Profit Analysis Applied to Staffing

Cost Volume Profit (CVP) analysis is a powerful tool that can be adapted for staffing decisions, helping businesses understand how changes in staffing levels and types impact overall profitability.

• CVP analysis fundamentals for workforce planning: CVP analysis examines the relationships between costs (fixed and variable), volume (e.g., hours worked, projects completed), and profit. In staffing, this means understanding how hiring decisions affect these components.
• Profit volume relationships in temporary vs. permanent staffing: Temporary staff often represent a variable cost, fluctuating with demand, while permanent staff typically involve more fixed costs. Understanding these profit volume dynamics is crucial.
• Cost volume and profit analysis models for different industries: The application of cost volume and profit analysis will vary. For example, a seasonal business like events will have a different CVP profile for staffing than a steady-state manufacturing company.

Advanced Analysis Techniques

For a deeper understanding, businesses can employ more sophisticated analytical methods.

• Cost base analysis methodology: A cost base analysis involves a detailed examination of all expenses related to employment, including recruitment, onboarding, training, benefits, and overheads for both temporary and permanent staff.
• Incremental cost effectiveness ratio calculations: The incremental cost effectiveness ratio helps compare the additional cost of one staffing option over another, relative to its additional benefit or effectiveness.
• Life cycle cost analysis for employment planning: Life cycle cost analysis (LCC analysis) considers all costs associated with an employee or a temporary worker over their entire tenure or contract period, providing a holistic view of long-term financial implications.

III. Comparative Analysis: Temporary vs. Permanent Staffing Solutions

A direct comparison of temporary and permanent staffing requires a granular look at the financial implications of each model, moving beyond surface-level assumptions.

Cost Analysis of Permanent Employment

Hiring permanent staff involves a range of upfront and ongoing financial commitments.

• Direct and indirect expenses: Direct costs include salary, national insurance contributions, and pension. Indirect costs can encompass recruitment agency fees (if used), onboarding time, training expenses, benefits packages (health, dental, etc.), office space, and equipment.
• Long-term financial commitments: These include statutory redundancy pay, potential severance packages, and the ongoing cost of salary increments and promotions.

Table 1: Illustrative Annual Cost Analysis Example ' Permanent Employee

Temp Staff Financial Assessment

Utilizing temporary staff, often through temp all staffing providers, presents a different cost structure.

• Fee structures of temp all staffing providers: Agencies typically charge an hourly rate for the temporary worker, which includes the worker's pay, the agency's margin, employer NI, and holiday pay accrual. Some may have minimum booking periods or specific fees for specialist skills.

Table 2: Common Temp Agency Fee Structures

• Hidden costs in temporary employment arrangements: These can include the time spent by permanent staff to onboard and manage temps, potential impact on team morale if overused, and costs associated with re-hiring if a temp doesn't work out.
• Cost and analysis of short-term hiring solutions: The primary benefit is paying only for the time worked, offering high flexibility. However, hourly rates for temps can be higher than the pro-rata salary of a permanent employee to cover agency fees and the worker's premium for flexibility.

Cost Effectiveness Analysis Between Models

A cost effectiveness analysis helps determine which staffing model provides the best value for achieving specific business objectives.

• Break-even points in employment decisions: This involves calculating the point at which the total cost of hiring a permanent employee equals the total cost of using temporary staff for the same role over a specific period. This helps identify if a short-term need might be more cost-effectively met by a temp.
• Cross benefit analysis of hybrid staffing models: Many businesses benefit from a hybrid approach, using a core team of permanent staff supplemented by temporary workers during peak periods or for specific projects. A cross benefit analysis can help determine the optimal mix.
• Cost utility analysis for business flexibility: This analysis weighs the cost of temporary staff against the utility (benefit) of increased business agility, speed to market, or ability to scale operations up or down quickly. Cost utility is a key factor for dynamic businesses.

IV. Industry-Specific Temp Staffing Solutions and Costs

The needs and cost structures for temporary staff vary significantly across different industries. Understanding these nuances is crucial for effective workforce planning.

Hospitality Temp Staff Solutions

The hospitality sector frequently relies on temporary staff to manage fluctuating customer demand, seasonal peaks, and special events.

• Temporary catering staff agency pricing models: Temporary catering staff agency fees are often based on hourly rates that differ by skill level (e.g., kitchen porter vs. chef) and urgency of the request.
• Temporary event staff cost structures: Costs for temporary event staff can include travel expenses if the event is in a remote location, and higher rates for unsociable hours or specialist roles (e.g., mixologists, AV technicians).
• Temp hospitality staff flexibility benefits: The primary benefit is the ability to scale staffing precisely to event size and expected custom, minimizing overstaffing during quieter periods. This makes hospitality temp staff a cost-effective solution.

Office and Administrative Sectors

Temporary office staff and administrative support are consistently in demand to cover absences, assist with projects, or manage busy periods.

• Temp office staff cost analysis: This involves comparing agency hourly rates for roles like receptionists, admin assistants, or data entry clerks against the cost of a permanent hire. The analysis should factor in the duration of the need. For instance, finding temporary staff agency in London meeting seasonal demand April 2025 shows a proactive approach.
• Temporary admin staff efficiency metrics: Efficiency can be measured by task completion rates, accuracy, and the speed at which the temp integrates into the team. Quality temp admin staff can significantly boost productivity.

Table 3: Simplified Cost-Benefit for Temporary Admin (1 Month)

Specialized Sectors

Certain specialized roles also see significant use of temporary staffing, often due to project-based work or the need for niche skills.

• HR temp staffing cost implications: HR temp staffing can be crucial for specific projects like system implementations, recruitment drives, or managing M&A integrations. The cost is weighed against the project's strategic importance and the potential cost of delays. This can include looking for temporary HR staffing.
• Temporary accounting staffing ROI analysis: Using temporary accounting staffing for year-end, tax season, or audits can provide a clear ROI by ensuring compliance, meeting deadlines, and avoiding penalties.
• Temporary engineering staffing cost-benefit evaluation: For complex projects, temporary engineering staffing provides access to specialist skills without the long-term overhead. The benefit is project completion and innovation, weighed against the premium for specialized talent.

V. Finding and Hiring Temporary Workers

Securing the right temporary talent efficiently is key to leveraging the benefits of flexible staffing. London businesses have multiple avenues to find temporary workers.

Strategies to Find Temporary Staff

A multi-pronged approach often yields the best results when you're looking for temporary workers.

• Digital platforms to find temporary workers: Numerous online job boards and dedicated platforms specialize in temporary roles, allowing for quick posting and candidate searches. Some businesses even opt to hire temporary staff in London through direct digital engagement.
• Networking approaches to locate temporary staff: Industry contacts, professional associations, and employee referrals can be valuable sources for finding reliable temporary staff.
• Partnership models with temporary staffing companies: Building a strong relationship with reputable temporary staffing companies like these top 10 temporary staffing agencies in London can provide consistent access to a vetted talent pool. Similar quality can be found with a temporary staff agency in Ipswich or when needing to hire temporary staff in Leeds.

Evaluating Temp Staffing Companies

Choosing the right temp staffing agency is as important as selecting the right candidate.

• Quality assessment of temporary staffing services: Look for agencies with robust screening processes, industry specialization, positive client testimonials, and clear communication channels. Good temporary staffing services focus on understanding your specific needs.
• Performance metrics for temp staffing agencies: Key metrics include fill rates, time-to-fill, candidate quality (as measured by performance and retention for the assignment duration), and compliance record.
• Comparative analysis of temp agency for cooks and other specialties: When seeking specialist staff, such as through a temp agency for cooks, compare agencies based on their experience in that niche, the specific skills of their candidates, and their understanding of relevant hygiene and safety standards. The same applies when searching for a temporary staff agency in Manchester or a temporary staff agency in Edinburgh.

Legal Considerations

Compliance is critical when engaging temporary staff.

• Employment contract for temporary staff requirements: Even for short assignments, a clear employment contract for temporary staff (or an agreement with the agency outlining terms for the worker) is essential. It should detail pay, hours, duration, and responsibilities.
• Contract for temporary employee best practices: Ensure the contract for temporary employee clearly defines their employment status (e.g., worker, employee of agency) to avoid misclassification issues.
• Regulatory compliance for hiring temporary employees: Businesses must adhere to regulations regarding Agency Workers Regulations (AWR), working time directives, minimum wage, and right-to-work checks when hiring temporary employees. The Recruitment & Employment Confederation (REC) is a good resource for UK compliance.

VI. Cost Benefit Analysis Examples by Sector

Applying the cost benefit analysis framework to specific sectors provides concrete insights. These cost and benefit analysis example scenarios illustrate the practical application.

Hospitality Industry Analysis

The fast-paced hospitality sector often sees clear benefits from flexible staffing.

• Temporary hospitality staffing case studies: A hotel experiencing a sudden surge in bookings for a conference can use temporary hospitality staffing to cover front desk, housekeeping, and F&B roles, ensuring service quality without the cost of permanent hires for a short-term peak. The benefit analysis would show revenue captured versus temp staff cost.
• Temporary kitchen staff cost benefit assessment: A restaurant needing to cover for a chef's unexpected absence can hire temporary kitchen staff. The cost is the agency fee and temp chef's rate, while the benefit is continued operation, maintained reputation, and revenue generation. This is a direct cost benefit assessment.
• Temporary bar staff agency ROI examples: For a pub launching a new cocktail menu requiring skilled bartenders for an initial promotional period, a temporary bar staff agency can provide the necessary expertise. ROI is measured by increased sales and customer engagement versus the temp staff cost.

Office Environment Analysis

Even in traditionally stable office environments, temporary staff offer advantages.

• Temporary office staff cost utility analysis: A company migrating to a new CRM system might hire temporary office staff for data entry and administrative support during the transition. The cost utility analysis weighs the temp costs against the benefit of a smoother, faster transition with less disruption to permanent staff.

Table 4: Cost Benefit Analysis Sample ' Temporary Admin vs. Overburdening Existing Staff

• Benefit analysis example for reception and customer service positions: When covering maternity leave for a receptionist, using temporary staff ensures continuous front-desk coverage. The benefit analysis example would highlight maintained customer service levels, efficient call handling, and a professional front-office presence, benefits that far outweigh the temporary cost.

Industrial and Warehouse Settings

The industrial sector frequently uses temp warehouse workers and other casual labour.

• Temp warehouse workers cost efficiency analysis: During peak seasons (e.g., pre-Christmas), hiring temp warehouse workers allows logistics companies to scale operations rapidly. A cost efficiency analysis would compare temp costs against potential lost revenue from unfulfilled orders or the higher costs of overtime for permanent staff.
• Temporary maintenance staffing financial impact: For specific machinery overhaul projects or short-term maintenance needs, temporary maintenance staffing provides access to specialized skills without the long-term commitment, impacting finances positively by ensuring operational uptime.
• Casual labour hire benefit cost ratio studies: Studies often show a favorable benefit cost ratio for casual labour hire in sectors with highly variable demand, provided there is good management and integration of these workers. Many businesses opt for this for temporary staffing in Manchester or temporary staffing in Edinburgh.

VII. Professional and Specialized Skills Cost Assessment

The decision to hire temporary staff for professional and specialized skills often involves evaluating the cost of acquiring these skills externally versus developing them in-house, including certification costs.

Business Analysis and Project Management

Certifications in business analysis signify a level of expertise that can be costly to develop internally or hire permanently for short-term needs.

• CBAP certification cost vs. value analysis: The Certified Business Analysis Professional (CBAP) is a significant investment. For project-specific needs, hiring a temp with a CBAP can be more cost-effective than paying the CBAP certification cost (including training and exam like the CBAP exam fee) for an existing employee who may not use it long-term.
• Business analyst certification cost ROI evaluation: The ROI on a business analyst certification cost for a permanent employee is realized over years. For a 6-month project, a temporary certified BA provides immediate value without that long-term amortization.
• IIBA certification cost benefit comparison: Comparing the overall IIBA certification cost (International Institute of Business Analysis) against the day rate of a temporary certified analyst helps make this decision. This includes IIBA membership cost.

Data Analytics and Technical Skills

The demand for data and business analytics skills is high, and temporary experts can bridge gaps.

• Data analytics fees vs. in-house capability development: Developing an in-house data analytics team is a significant investment. Paying data analytics fees for a temporary specialist for a specific project can be a more agile solution.
• Business analytics certification cost evaluation: Similar to BA certifications, the business analytics certification cost is weighed against project duration and frequency of need when considering temporary hires.
• Chemical composition analysis cost outsourcing evaluation: In specialized technical fields, such as requiring specific lab work, the chemical composition analysis cost of using an external temporary service or consultant is often lower than investing in niche equipment and specialized permanent staff if the need is infrequent.

Professional Standards and Qualifications

Various certifications from IIBA and other bodies indicate proficiency.

• ECBA certification cost considerations: The Entry Certificate in Business Analysis (ECBA) represents a foundational level. The ECBA certification cost is lower, but the principle of temp vs. perm skill acquisition still applies.
• CCBA certification cost benefit assessment: The Certification of Capability in Business Analysis (CCBA) is an intermediate qualification. A CCBA certification cost benefit assessment would again look at the project's specific needs and duration.
• BCBA certification cost and professional value analysis: While BCBA (Board Certified Behavior Analyst) is in a different field (applied behavior analysis), the principle of assessing BCBA certification cost against the value of temporary skilled professionals for specific programs or consultations is similar.
• BABOK certification cost ROI analysis: The Business Analysis Body of Knowledge (BABOK) provides a framework. While not a certification itself, training related to it (sometimes referred to generally with BABOK certification cost) can be substantial, again influencing temp vs. perm decisions for expert BA skills. Familiarity with BABOK is often a prerequisite for roles filled by temporary staffing agencies.

VIII. Strategic Decision-Making Frameworks

Beyond specific role analyses, overarching frameworks can guide strategic workforce planning.

Cost Benefit Analysis Equation

At its simplest, the cost benefit analysis equation seeks to ensure that Benefits > Costs.

• Mathematical modeling for staffing decisions: This can involve creating models that assign monetary values to various factors (e.g., cost of vacancy, productivity loss, agency fees, training costs) to compare staffing options more objectively.
• Benefit cost ratio calculation techniques: The benefit cost ratio is calculated as: Total Discounted Benefits / Total Discounted Costs. A ratio greater than 1 suggests benefits outweigh costs.
• Cost and benefit ratio interpretation: A higher cost and benefit ratio indicates a more favorable investment. This helps in prioritizing options when multiple staffing scenarios are being considered.

Financial Planning Models

Integrating staffing decisions into broader financial planning is crucial.

• Budgeting variance management with flexible staffing: Temporary staff can help manage budgeting variance by allowing labour costs to scale directly with revenue or workload, avoiding the fixed costs of permanent staff during downturns.
• Cost and profit analysis for workforce planning: A thorough cost and profit analysis (or cost profit analysis) considers how different staffing mixes impact overall profitability, not just departmental budgets. This might involve cost volume profit CVP analysis.
• Benefits cost optimization strategies: This involves continually reviewing staffing arrangements to ensure the optimal balance of benefits cost effectiveness, perhaps by renegotiating agency contracts or investing in cross-training for permanent staff to reduce reliance on temps for certain skills.

IX. Implementation Guide for London Businesses

Moving from analysis to action requires a practical implementation plan for integrating effective workforce solutions. Many businesses in London, and even those seeking temporary staffing in Glasgow, can benefit from these strategies.

Developing Hybrid Workforce Models

A blended approach often offers the most resilience and cost-efficiency.

• Balancing permanent and temporary staff ratios: Determine the core functions that require permanent staff for stability and institutional knowledge, and identify roles or workload peaks suitable for temporary staff.
• Integration strategies for temp event staff and others: Ensure smooth onboarding for all temps, including temp event staff, providing them with necessary information and tools to be productive quickly. Foster an inclusive team environment.
• Management approaches for blended teams: Train managers to effectively lead teams composed of both permanent and temporary members, ensuring clear communication and equitable treatment.

Cost Volume Profit CVP Analysis Application

Applying CVP analysis can guide ongoing staffing decisions.

• Practical implementation of cost volume profit: Regularly review your fixed and variable labour costs. Understand how much your cost volume profit changes with each additional temporary or permanent hire relative to output or revenue.
• Strategic workforce planning using CVP analysis: Use CVP analysis to model different scenarios, such as seasonal hiring for temporary restaurant staffing or project-based needs, to predict financial outcomes.
• Financial modeling for seasonal staffing needs: Create financial models that explicitly incorporate the variable costs of seasonal temporary staff, allowing for better budgeting and resource allocation. This is key for many London temporary staff agencies.

X. Future Trends in Temporary Staffing (2025-2030)

The landscape of temporary job employment agencies and flexible work is set for further evolution.

Emerging Models in Temporary Job Employment Agencies

Technology and changing work preferences will continue to shape the industry.

• Digital transformation of temporary staffing services: Expect more sophisticated AI-driven platforms, mobile-first interfaces for both clients and workers, and enhanced data analytics from temporary staffing services.
• AI-driven matching in temporary staff hire processes: AI will improve the speed and accuracy of matching candidate skills and availability with client needs for temporary staff hire.
• Blockchain applications in temporary employment tracking: Blockchain could offer secure and transparent verification of credentials, work history, and payment processing for temporary engagements.

Cost Structure Evolution

Costs associated with staffing and professional development will also adapt.

• Projected changes in IIBA membership cost and professional certifications: Certification bodies like IIBA may adjust their fee structures (IIBA membership cost, IIBA business analyst certification fees) in response to market demand and the value they provide.
• Trends in IIBA business analyst certification fees: These fees may see tiered pricing, digital badges, or bundles with training materials.
• Future outlook for temporary restaurant staffing economics: Expect continued demand for flexibility, potentially with platform-based solutions becoming more prevalent, influencing the economics of temporary restaurant staffing.

Featured Snippet Answer

Q: What is temporary staff vs permanent cost analysis for London businesses in May 2025?
A: In May 2025, London businesses conduct a temporary vs. permanent staff cost analysis by comparing all expenses (salaries, benefits, agency fees, training) and benefits (flexibility, specific skills, long-term stability) of each hiring model. This cost benefit assessment helps create an efficient workforce solution by identifying potential cost savings and optimizing staffing for fluctuating demands and project needs.

XI. Conclusion

Navigating London's dynamic employment market in May 2025 requires a strategic approach to workforce planning. The decision between temporary and permanent staff is not merely an operational choice but a critical financial and strategic one.

Summary of Key Findings

Our comprehensive cost benefit analysis reveals several key insights. The cost savings analysis results indicate that while permanent staff form the stable core of many businesses, the strategic use of temporary staff offers significant advantages in managing fluctuating workloads, accessing specialized skills rapidly, and controlling labour costs. The optimal staffing mix varies by industry and specific business needs, but a well-considered cost benefit assessment consistently leads to more efficient outcomes.

Strategic Recommendations

London businesses are encouraged to:

• Industry-specific guidance: Tailor their cost and analysis to their specific sector, whether it's leveraging hospitality temp staff for seasonal peaks or temporary office staff for project support.
• Decision framework for workforce planning: Implement a robust decision framework that incorporates techniques like CVP analysis, life cycle cost analysis, and benefit cost ratio calculations.
• Resources for ongoing cost and benefit example evaluation: Continuously monitor and evaluate staffing effectiveness, using real-world cost and benefit example scenarios within their own operations to refine strategies. Consider partnering with quality temporary staff agencies in London for expert advice.

By embracing flexibility and making data-driven decisions, London companies can build resilient, cost-effective workforces ready to meet the challenges and opportunities of 2025 and beyond. Engaging with the best job hire recruitment services, including top 10 temporary staffing agencies in Manchester (even if you're London-based, to understand broader market quality) or closer to home, can be a part of this.

XII. Appendices (Illustrative Content)

This section would typically contain detailed data tables, templates, and sample documents.

Detailed Cost Analysis Example Tables

• Industry-specific comparisons: E.g., a table comparing average hourly rates for various temp roles (cook, admin, warehouse operative) across different London boroughs.

Table 5: Illustrative Temp Hourly Rate Comparison (London ' May 2025)

• ROI calculation templates: A template for calculating ROI for hiring a specialized temp for a specific project (e.g., a temporary marketing manager for a product launch).
• Benefit analyse worksheets: Worksheets to help businesses list and quantify (where possible) the tangible and intangible benefits of different staffing options. A benefit analyse worksheet would list criteria like