After the professional selection has been completed and suitable candidates for the open position have been found, a large number of managers think that this process of hiring a temporary worker has ended. The truth is, however, that this is how the recruitment process really – begins.
Getting started involves introducing employees to all that is important for them to know, in order to adapt to the new company, but also to learn how to meet the demands of the job itself and his or her workplace. Even if a temporary is a highly trained professional, he will need time to adapt to the new environment and to “grasp” all that is important for the functioning of the company in which he started working.
Here are 4 simple ways to enhance temporary workers’ onboarding and why it’s important.
1. Get temporary worker feedback on their onboarding process
When the temporaries enter their workplace, they should already know their working hours and all that matters, but this is also the moment when they should become familiar with the rules that govern the company (first with formal, in the form of rules, codes of conduct, etc.) and then with the informal rules of the group of people they work with. This will take time so that the employee not only remembers but also adapts to the rules.
2. Match temporaries with permanent staff mentors
It is advisable for a new employee to have a mentor, which can be his / her direct supervisor, as well as one of the colleagues with substantially more working experience. This person is tasked with introducing the new employee into the job, that is, to train him: to show him and teach him everything that is important for the proper and efficient performance of the job. First, it is necessary to know the job that the new employee has entered. Then a plan is drawn up – in addition to describing specific tasks that are waiting to be performed by an employee; it is also necessary to define deadlines by which time each segment of work or workplace will be “covered.” In this way, the pace of progress of the new employee can be monitored.
3. Do not give contingent workers non-productive tasks
Giving temporaries tasks in order “to just have something to do when there is no actual work” could damage their motivation. A vague job description or simple list of tasks that an employee needs to perform each day is often a reason to be demotivated. The tasks must be specific and related to the job description. Always explain the task as clearly as you can. If the behavior you want is actually a more complex chain of behavior, divide it into smaller and simpler behaviors. It’s better if you can reward the completion of each of a series of small steps rather than waiting for a person to complete the entire task. In other words, acknowledge the little achievement builds motivation and skills.
4. Don’t involve temporaries in many meetings
Temporary staff needs time to adjust to a new environment, so it’s important not to involve them in too many meetings. Even for the staff members that are tenured within a company, it is advisable to periodically gather and discuss current tasks, problems, and ideas, and also evaluate their work. Too many meetings could only confuse temporary workers.