In temporary staffing one of the main objectives for any employer is to hire the most qualified and competent staff for the company in a timely and cost-effective manner. The process of finding, hiring and onboarding the right people can be a tricky task for any company, especially when facing a shortage of resources and budget.
Many employers are turning to temporary staffing solutions to mitigate the inherent risks as a more flexible and efficient alternative to the traditional way of staffing. Instead of hiring on a long-term basis, companies can choose to hire temporary staff with the right skills and experience needed for short-term purposes.
While temporary staffing is a viable option for many organisations, finding the right match for your organisation is not without its challenges. This article discusses the most common mistakes employers make in temporary staffing and offers some helpful advice to overcome them.
Understanding temporary staffing
Working with temp staff may seem like a simple matter of calling up an agency, filling out some paperwork and sending the workers on their way. However, this process requires the same degree of understanding and coordination as any other staffing initiative.
It is wise for employers to be aware of the differences between temporary and permanent employees and what it means to utilise each type of worker. The most significant differences are in the laws governing the two forms of employment and the obligations an organisation is expected to adhere to for each employee.
Employers should do their due diligence to understand the advantages and limitations of both temporary and permanent workers before deciding which type best fits their needs. Partnering with a reputable staffing agency that specialises in both temporary and permanent employment can assist in the process of determining which option is the most appropriate.
Common temporary staffing mistakes
Once employers have determined that hiring a temporary employee is the best option for them, they must be aware of the potential mistakes that can be made in managing either type of worker. Here are some common mistakes that an organisation might make when working with temporary employees:
Not planning in advance
Planning is essential to an effective working relationship with temps, which begins when an employer hires temporary workers. Since an organisation is usually under pressure to fill a staffing need when it employs temp workers, hiring managers may rush into a decision and start recruiting immediately.
How long will the company need these temps, and how will they fit into the organisation’s structure? What are each employee’s roles and responsibilities? Is there a possibility that one or more of these jobs might become permanent with higher compensation and benefits, within a specified time frame?
These are all fundamental questions that employers, management and HR must address before contacting a staffing agency, or beginning with recruitment. Without a detailed plan, companies often invest far more resources, time and money than necessary in a solution that was meant to be temporary in the first place.
Conducting an in-depth needs analysis before every hire is a common practice for professional recruiters and staffing agencies. A needs analysis for temporary staff has many of the same aspects as for a long-term engagement, however – additional factors that must be considered, includes legal compliance, cost-effectiveness, program goals and requirements and seasonal or cyclical volume fluctuations.
Having unclear employer-employee expectations
Most employers make the common mistake of having unclear and unrealistic expectations for temporary staff and vice versa. Clear employer-employee expectations are the foundation of a smooth and successful relationship that leads to the best outcome for short-term contracts.
When hiring companies list vague job descriptions and responsibilities, candidates may apply without understanding the temporary role and what the employer would require of them. Hiring managers will receive resumes from candidates who do not meet their needs or even employ temporary staff not qualified to perform the job properly.
The hiring process also offers the best opportunity to connect with candidates and understand their expectations for the temporary position. Hiring managers may make the mistake of assuming that a candidate understands the role, which can lead to a mismatch between what the company wants and what the candidate needs.
Ultimately, unclear employer and employee expectations lead to wasted time and money on recruiting or higher turnover rates due to candidate dissatisfaction. Employers and hiring managers can avoid this common mistake by creating detailed job descriptions based on a complete understanding of the role’s responsibilities and assessing the skills, knowledge and personality traits needed to succeed in this job.
Taking these insights into the interview process and asking open-ended questions that encourage discussion will also help candidates clarify roles, responsibilities and expectations in a new position.
Rushing the hiring process
The quality of the temporary workers a company can source is determined by the strategy, time and resources put into the hiring process. Even though you will use these people as a stop-gap or temporary resource to shore up your company’s workload, starting the hiring process from the same point as if you were recruiting for a long-term role is essential.
Whether you need workers for three weeks or three months, it is vital to execute each step of the staffing process efficiently, focusing on:
- Sourcing quality candidates through effective recruitment advertising
- Using applicant tracking systems and communication tools to manage candidates, assess suitability, qualify them and make offers
- Ensuring rigorous vetting of all applications through skill testing, background checks and reference checking
- Engaging in pre-employment preparation, on-boarding and induction processes that optimise candidates’ transition into their roles and increase their level of comfort in an organisation
Staffing is a detailed and often complex process, regardless of the employment duration you are hiring for. Experienced staffing agencies are a valuable resource that can assist in managing and streamlining this process to ensure temporary workers are assigned to the right roles, placed in the best working environments for their unique skill set and integrated into your team seamlessly.
The flexible solution
Although employers can strive for perfection in the staffing process, the road to success in hiring temporary workers requires flexibility along the way. Partnering with an employment specialist that offers reliable, on-demand staffing solutions is a powerful way to overcome staffing challenges and effectively meet your company’s needs.
Measured Ability (MASA) is a leading temporary and permanent staffing agency that connects companies with the best-skilled talent for the job. We focus on analysing client needs, matching them with the right people and efficiently executing the administrative tasks associated with the hiring process, including payroll, taxes and compliance.
You can visit our website to learn more about our staffing solutions or contact us to connect with a team of specialists who can answer your questions.