There has been a tremendous rise in the demand for temporary workers across the US. According to American Staffing Association, more than three million temporary and contract employees work for America’s staffing companies during an average week. The time is right to use your hiring prowess to attract the best temp talent and get the much needed flexibility to handle the market dynamics. But, hiring high quality temporary staff can be extremely tough given the surplus number of people who want to be a part of the gig economy. To help you achieve the best results, we have highlighted some rules below to hire temporary staff
Rule # 1 Commence the hiring process early by allocating proper resources
If you are planning to hire temporary staff during the Christmas holidays, never wait till December to start the hiring process. Map out the details of the open position, including expectations, relevant experience and duties to be performed. If you start off the process in early October, it will give you enough time to plan for the interviews and conduct pre-employment background check. Also, decide whether hiring temporary staff will be beneficial for the organization in the near future. Think about the projected sales figure and then take a call on the number of temporary employees you will need to deliver great customer experience.
Rule # 2 Prepare a comprehensive job description
Write a job description that provides detailed explanation about the position to be filled. Include the KRAs so that the candidates can know your expectations unambiguously. If you are looking to turn the temporary position into a full-time position in the near future, mention that in the job description. This way you will be able to create a good impression in the minds of the candidates who are looking for a temporary position right now, but are also open for full time position in the near future.
Rule # 3 Employee referrals are like gold-dust
It has been observed that the best employees come from the recommendations of the current employees. The reason for that is the candidate selected from employee referrals tend to be better culture fit and also outperform their competition. But, still there are only a few employers who have a documented referral process. Encourage the current employees to refer their friends and relatives for temporary positions, and reward them suitably once the candidate has been hired.
Rule # 4 Ask the right interview questions
Since, you are not going to provide extensive training or probationary period for them, it is important to have an effective screening process while interviewing temporary staff to avoid any issues to creep in later. Ask these questions during the interview:
- What was your previous working experience as a temporary worker?
- Why do you want to work for this organization?
- Have you ever worked during the holidays? (If you want them to work during the holiday season)
- How did you tackle difficult situations in your previous job?
- What makes you the right candidate for this job?
- Will you ever encounter any scheduling conflict while working for this role?
The way the candidate answers these questions will help you determine whether the candidate is the right fit for the temporary position. During the interview, provide them with relevant explanation pertaining to your policy of work during the holiday season. For example; whether they can leave early on Christmas Eve when you are scheduled to be opened.
Rule # 5 Hire a talent that aligns with your company’s value
Always look for a candidate that aligns with your company’s values. Choose the candidates who are interested in the job and value it. This will ensure that they are motivated enough to deliver the best for the organization’s growth in their short tenure.
Rule # 6 Always quote competitive compensation
Yes, we know that you are going to hire the employee for a short duration, but that does not mean you offer them a compensation which is less than the market price. Even if you have to offer more than competition to get the right talent, do it.
Rule # 7 Conduct pre-employment background screening of temporary staff
Always conduct background screening of temporary staff as well. There are certain candidates who might look good on paper, but when you screen their background; things turn out to be different. When you screen these employees and get the right results, it gives you a confidence of having made the right hiring decision. If you perceive it to be a time-consuming affair, hire an efficient background screening vendor.
Rule # 8 Avail the services of a temporary employment agency
It can be a quick and efficient strategy to acquire temporary staff from a temporary employment agency. When you avail the services from the right agency, it can minimize hiring mistakes. You also do not have to worry about the groundwork required to acquire the candidate, as the temporary employment agency looks after the tedious legwork and administrative tasks in acquiring the temporary staff.
Rule # 9 Never ignore temporary employee insurance
You are legally bound to pay the employers’ liability insurance for temporary staff and full-time employees. It protects you from the compensation claims by the temporary staff in case of illness or injury suffered by the employee during the office timing. If you fail to pay employers’ liability insurance, you need to pay up to $1,000 per employee per week during the time the employee was not insured.
Rule # 10 Familiarize yourself with the employment law before hiring temporary staff
As a recruiter, it is critical to be aware about the federal and state laws governing the hiring of temporary staff. Follow these tips to familiarize yourself with the employment law before hiring temporary staff:
- Always know the different questions you can and cannot ask the candidate like: “Are you a US citizen?” and “Do you have a child care?”
- All the candidates are required to fill out the same application form which becomes a legal document once it is signed by both the parties. If you find any information provided in the application form to be false, you can immediately terminate the temporary worker.
- According to the US Citizenship and Immigration Services, temporary employees are required to present two forms of ID proof within three business days of their first day of the employment, or their offer can be withdrawn.
cFIRST Think Tank is the team that researches and produces content for cFirst. This team comprises of seasoned content and digital design professionals and background screening industry veterans. Together we produce insightful blogs, infographics and reports meant for HR and background screening professionals.