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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.
Each employer must hire enough staff in various positions to ensure the smooth operation of the business. But often employers feel confused in selecting the right candidate for a position, mainly when there are too many suitable candidates available to interview. In fact, the hiring process is rather a difficult matter for all employers. If any mistake is made during the recruitment, the company can face negative consequences of having the wrong sort of employee mix. Hence, it is essential for any recruiter, to recognize and avoid the common mistakes that are made during an interview, in choosing the best candidate for a posted vacancy.
Narrow-minded in hiring –Some employers want all employees to be alike or just like them in nature, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture can’t be fixed by someone who has different strengths. The recruiter should be impartial in attitude and consider only the qualities that will suit the company’s open position. Staffing agencies tend to be more impartial in hiring the best candidates for their client companies.
Judging by candidate’s name or first impression – Many employers show a preference for some specific popular education institutions and like to hire graduates from these organizations without properly checking
their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should be cautious with positive or negative impressions about a candidate based on first appearance; many can turn out to be valuable assets for their companies regardless of appearance.
Vague idea of demands of the position – The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate so that the best one can be hired. The services offered by placement agencies, including conducting interviews, are highly efficient for discovering the most competent employees for their clients.
Not checking skills of the candidates – The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do.
Incomplete explanation of job profile to candidates – It is the duty of the recruiter to let the candidates know in detail about their probable job profile in their company. Moreover, the work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him. That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.
Yes…March Madness has arrived with excitement and upsets.
POP QUIZ: How does March Madness Parallel Flexicrew’s mission?
We started kicking around that March Madness – filling out brackets and picking winners – parallels what we do at Flexicrew to build your workforce every day.
For March Madness, fans look at a wide number of teams, review their records and decide among them which they will advance in their brackets to the Sweet Sixteen. Likewise, Flexicrew reviews the resumes of possible candidates, screens them against several criteria, and decides which candidates should move forward in the recruiting process.
Finally, the March Madness Championship Game takes place where the two best teams play each other head-to-head and one of them wins. Similarly, Flexicrew often compares two finalists in detail against each other and recommends to you our favorite candidate that we believe should get offered the job.
Like a perceptive team coach, Flexicrew recruiters search for and recruit good talent just the way a team needs to fill out various positions.
At the end of the day, whether it’s a basketball team or a work team, it’s all about picking capable people, having a winning attitude and how you play the game!
Flexicrew hopes to team up with you to provide winners. Look forward to a small gift coming your way in a few days to remind you of how Flexicrew can help YOU be the CHAMPION!
Your Flexicrew Team