At some point, virtually all companies encounter a situation when bringing a temporary employee on board makes more sense than hiring a permanent employee or having regular employees work overtime. Sometimes this is the result of a permanent employee going on maternity leave and a need to fill in the gap until her return. Other times, temporary employees are a necessity during peak business seasons; for example, the holidays are notoriously busy in the retail world and tax season is often overwhelming in accounting offices. Regardless of the reason your company has chosen to bring temporary employees on board, it’s important to prepare ahead of time. To make the most out of temporary placements in your organization, consider the following five tips:
Prepare a thorough job description. It might be tempting to skimp on the job description when the position is temporary, but resist the urge. Details are key to landing the right temporary employee, so include the precise skills and experience you’re looking for. Additionally, make sure you clearly list all duties involved in the role and include any job perks. This leaves little room for confusion concerning what you expect from your temporary employee. Don’t make the mistake of assuming this can all be relayed over the phone; writing down the description is a must.
Invite your recruiter to visit. Most staffing companies will assign a specific recruiter to work with your organization. This is advantageous because your recruiter can take the time to get to know you and your organization so that she can find the best possible fit for your temporary position. In addition to writing down a detailed job description, invite your recruiter to visit your company so she can see firsthand how it operates. Finding the right temporary employee is about more than matching a skill-set to a job description; ensuring that the temp is a good cultural fit for your organization is just as important.
Approve the temporary employee beforehand. Before bringing the temporary employee on board, get as much information as possible from your recruiter. Don’t hesitate to ask to see the candidate’s resume or references. For longer term temp assignments, you might consider interviewing a few candidates that your staffing company has pre-screened. Feeling comfortable with who you’re adding to your team– even on a temporary basis– can help decrease turnover down the road.
Allow for training time. To set your temporary employee up for a successful and productive experience at your company, consider including some time for training. If the temp will be covering for an employee on maternity leave, for example, plan to have him come in for a few days prior to the start of his assignment to train with the vacating employee. Or, you might consider having a designated employee in each department that spends a day or two training temporary employees. While it might initially seem time-consuming, training your temps is a worthwhile investment that leads to optimal performance.
Have a procedure in place for help and questions. Regardless of how well you prepare and train your temporary employee, questions will inevitably arise. Sometimes, temporary employees are less likely to speak up if they have a concern. Having a procedure in place for handling these situations will help to circumvent potential confusion or misunderstandings. Let your temporary employee know who she should turn to with any questions or concerns. Additionally, let her know what’s expected of her if she finishes an assignment early.
Do you have an upcoming need for temporary employees? Allow us to help you locate the best talent for your needs. We are a boutique staffing firm, specializing in accounting, finance, and administrative positions. Contact us today for more information.
