One of the biggest temporary staffing mistakes companies make is not treating the people – and the decisions – with the same importance as if they were permanent.
Communicate Job Expectations
Temporary staffing isn’t a revolving door. Finding the right person for a project can be just as crucial to your company as a full-time role. You need to spend time on determining the skills for the position and crafting a job description. Many temp staff tell us these expectations are not communicated to them well. If you are hazy on what they will do, you should expect hazy results. If you can effectively communicate what they will gain from working with you, this helps ensure an enthusiastic approach to their job.
The attention to the hiring process should also be equivalent to finding a permanent hire. Apply due diligence: background vetting, reference checks, and criminal history. You want to be represented by people you trust. Your interview process should be looking for an organizational fit as company culture, pace and workload can radically alter your perspective on a candidate with great resume skills. Also, the interview process should give your candidates a clear picture of the job expectations up front.
If you are looking to enhance performance, onboarding and training can help your candidate fit smoothly into your workflow. Primarily, they are selected for their skill set, but adapting that to your work environment up front helps them – and you – hit the ground running. Usually a half day of onboarding is a great place to start. For project durations over two months, an additional half day is often required.
Treating temporary staff the same way you treat permanent staff is critical to inspiring team work on both sides. And don’t forget, you may wish to hire your temp worker on a full-time basis if they knock your socks off. When you do, it should be a seamless transition.
Check out more of our blogs on Temporary Staffing.