According to a recent CareerBuilder survey, 40 percent of employers plan to hire temporary workers this year, which is up from 36 percent last year. Of these companies, 42 percent also plan on offering their temporary workforce permanent work.
If you’re part of the growing number of organizations who are taking advantage of temporary workers, there are a few things to consider during the hiring process. With that in mind, check out our ultimate guide to hiring a temporary workforce:
What is a temporary workforce?
A temporary workforce consists of those workers who typically have a “timestamp” on their jobs. For example, many seasonal positions are seen as temporary since there is more of a demand during peak times. Of course, temporary does not always mean part time. Temporary workers may work hourly, 60-hour weeks, seasonally, or are contracted to the position. Each employment situation varies by employer.
What should you look for in a temporary worker?
No two organizations are alike, so the qualifications for each worker may be different. However, one of the most important characteristics is dedication to the organization. Unlike salaried employment, temporary jobs typically have an end date. As a result, it may be easy for a temporary worker to not feel the same responsibility or connection to the business. However, even though a job may be short term it’s important to seek out people who are dedicated to their craft and view this job as an opportunity for growth.
How do you find them?
Referrals are always going to be one of the best ways to find temporary workers. So, when you need some help at your next catering event, ask your old buddy from culinary school. They’ll be able to vouch for a worker’s performance, as well as give you additional referrers to suggest candidates. Additional sourcing methods to consider are job fairs, word of mouth, bulletin boards, and of course, flexible job sites.
What about the interview process?
The interview process for temporary workers will likely be similar to what you’re used to. Here’s one big difference though: time with the organization. Make sure potential employees are able to sign-on to the set time period that you need them for. For example, many summer jobs run from May to August. So, before you commit to a temporary worker, make sure they can commit to you.
Other tips to consider
In addition to the above suggestions, think about your relationship with your temporary workers after their time is up. Do you have enough funds to bring them on permanently? What about extending their tenure? Can you refer them to another employer in the same industry.
In addition, it’s important to be a leader and a mentor to your workforce, even if they are temporary. When you do so, not only will they grow as professionals, they’ll perform better knowing that they have your knowledge, input, and guidance behind them.
Hiring a temporary workforce is a simple task if you take the above steps into consideration. Doing so will result in a strong team and an even stronger organization.
What do you think? What are some other steps to consider when hiring a temporary workforce?