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Hiring temporary employees can bring positive energy to your business and help your team meet goals. Still, there are several areas you need to understand before hiring them.
Permanent talent is better than hiring temp employees, don’t you think? We say: Not necessarily. The increasing trend toward hiring temps indicates these employees might actually help you out.
CareerBuilder indicates 42% of businesses have plans to increase temp hires, and 43% hope to convert temp workers to full-time.
Staffing Industry Analysts forecasts that the temp worker trend will continue through 2017.
Do temporary workers a permanent solution to your workforce needs or are they a short-term solution? To answer, let’s start by looking at the in’s and out’s of temporary staff.
Department of Labor defines a temporary employee as one who will be employed less than 12-months or who has a specific end date. These workers make up a larger share of our US workforce than ever, over 2.9 million people or more than 2% of the total workforce .
Some have a mistaken belief that temporary workers are used only in certain job market segments, such as day laborer, seasonal help, or low-skilled jobs. A study from CareerBuilder and EMSI showed that companies use temp staff for almost everything including purchasing agents, writers, drivers, maintenance, sales, and marketing.
$64,000 Question – is temp staffing a cost-effective strategy for companies to achieve business and operational objectives and goals?
Think about the typical costs of recruitment. You pay to post job ads, pay for employer branding material like brochures and materials, pay to attend job fairs, and sometimes even to fly in talented candidates. Those are just the costs on the surface. The hidden costs can be much more prohibitive.
You have to pay for time spent skimming through, on average, at least 250 resumes for a single position. You must pay for onboarding an employee, and hope this money for training and education will pay off. If it doesn’t, a bad hire can set your company back $50,000 or more, to say nothing of lost productivity and a renewed gap in your workforce.
Temporary talent can be a great way to deal with a short-term problem while nurturing a long-term solution. The cost of temporary labor isn’t free, but it can often lead to more confident hiring, since the candidate went through a “try before you buy” period to ensure fit and skills.
You can see how their skills really shake out in a real-world setting, and evaluate how well they fit in to your existing culture.
Taking on temporary talent can provide an opportunity to give someone a chance. You might not have been impressed by a candidate’s credentials and experience, but when you connected in person or through a video interview, you were impressed with just how passionate they were about the opportunity.
Passion is necessary for all companies, and it’s often the lifeblood of growing businesses. Hiring passionate people with room to grow might be a better idea than hiring someone with the perfect skills that is only lukewarm about your company. Setting a trial period for a temporary hire will allow you to see if this candidate’s passion translates into value for your company and an ability to learn new skills and grow into a great employee.
JOIN OUR GROWING TEAM!
Flexicrew is looking for talented, motivated people to add to our NEW OFFICE IN FOLEY, AL.
We opened our doors in 2008 and have grown into a $35mm company with 12+ branches supporting the southeast region. We have BIG GOALS and BIG DREAMS! If you want to be a part of an environment where YOUR VOICE IS HEARD, then you’ve found your STAFFING FAMILY.
Recruiter / Account Manager
Phone Skills, Recruiting, Interviewing Skills, People Skills, Supports Diversity, Employment Law, Results Driven, Professionalism, Organization, Project Management.
We look forward to having you join our growing FLEXICREW FAMILY!
Email cover letter and resume to lillian at flexicrew dot com
You recently graduated. You’ve prepared your resume and sent it to various hiring managers. Your resume is great and the cover letter clearly states why you are the best candidate for the job. You get an interview call. You get there well-dressed and on-time. You make eye contact with your interviewer, communicate effectively, and answer most questions with confidence. You get hired. Why? Probably because you’ve displayed the skills the employer desired.
However, these skills do not come easy for many graduates, skills which they failed to learn in their probably very expensive education.
What skills are sought by the employers?
In a recent GMAT survey nearly 600 employers were asked about the skills they look for when hiring new business graduates. The following statement by a technical recruiter sums up the response, “Communications, teamwork, and interpersonal skills are critical—everything we do involves working with other people.”
The following prioritized set of skills and abilities are the most desirable:
What makes it difficult for the employers to recruit talent?
According to a 2015 Talent Search global survey by recruiting firm ManpowerGroup, including 41,700 employers in 42 countries, one in three employers said that there just aren’t enough applicants. But other major reasons are related to the available applicant’s skills and abilities.
The single most critical factor in bridging the technical and soft skills gap is improving the quality of “hands-on” education. The students need more real life experiences, project based learning, internships, co-op programs. They will then get to confront, discuss, and solve real world issues/problems.
Business leaders must communicate what skills are desirable, offer tools and resources, and collaborate with educators/institutions to showcase and demonstrate the ‘teamwork and communication’ they expect of their potential new hires.
Once upon a time, the idea of social media recruitment was revolutionary. Now, Twitter, Facebook, LinkedIn are now some of the most prevalent job searching tools currently available.
According to Staffing Industry Analysts, as many as 94 percent of employers and recruiters in the United States have said they plan to use social media in their efforts to find new employees.
Two ways that Flexicrew uses social media tools are:
When hiring for Flexicrew, we use Twitter, Facebook, and LinkedIn to promote new openings. We also used these social channels to give candidates a view into the company culture. As staffing professionals, it’s a great idea to use social media to promote your client’s company culture and unique selling points, making their jobs more attractive to the best candidates.