There are many benefits to hiring temporary workers, but there’s also a right way and a wrong way to go about it. Temporary workers are not the same as regular, full-time employees, and organizations cannot expect to treat these two groups of employees identically and expect this strategy to be successful. There are a number of mistakes that can lead to a less-than-ideal experience for employees and employers alike.
To gain some expert insights into the common mishaps that tend to happen, Wonolo recently discussed this issue with a group of human resources professionals and hiring managers. The question was, “What’s the #1 mistake companies make when hiring temporary workers (and how can they avoid it)?” Here is what the experts had to say about this issue.
Not vetting them as if they will be there permanently is a big mistake. Always do background checks for everyone, even if they work for only a week.
It is recommended that staffers require two forms of government ID (such as a drivers license and a Social Security card) and have temporary employees sign a professional contract. Keep copies of all certified licenses, certifications, and professional certificates related to their work.
Temporary staffing agencies must always set expectations at the beginning of the engagement. It’s crucial that anyone hiring someone for a temporary position clearly communicates the expected timeframe for the project, pay rate, and specific information about the work that needs to be completed. Be extremely clear and transparent regarding the length of their contract, the scope of their work and the potential (or lack thereof) of the position turning into a full-time gig.
Keeping expectations transparent during the hiring process will make sure that both sides are happy with the hiring decision. Doing so will likely lead to a happier, more productive employee and less friction when adding the temporary worker to your existing business processes and teams. All employees, including temporary ones, want to know what they are getting into when they are hired for a job.
Temporary employees in many cases bring just as much to the table in their short tenure as permanent employees and can help bolster your reputation as a great employer if treated well. Onboard them as you would a regular employee, and touch base with them often. Temporary staffing agencies should encourage companies to give them the same perks and rewards as other staff, and be sure to give kudos regularly, particularly if their tenure is very short.
They are also a great pipeline to keep tabs on for future permanent vacancies, so keeping in touch post-temporary job is something to consider.
Don’t think of temporary workers as simple placeholders. The misconception makes your employees feel less valued and important. They will have a negative attitude at work and underperform in their tasks. That affects the morale and performance of the whole team. Use the same standard for all employees and include them in all meetings and activities with full-time staff.
Not Including Them in Safety & Health Measures
It is important to know what safety training is needed before starting the job and who will be best equipped to deliver it. Including seasonal workers in safety training and regular safety meetings will go a long way in building a strong safety culture that is supported by other full-time employees and management.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (800) 245-9653 to speak with one of our representatives.