Hired a Temp? How Long Should Your Trial Employment Last?

April 27th, 2016

There is no doubt that temporary and contract employees are able to provide valuable support when your company needs it most. They are an ideal option when project needs are high but long-term resources are uncertain. Many temporary workers seek out contract work as it provides them with the opportunity to develop their skills, their network, and their resume in a relatively short period of time; not to mention temporary work can help pay the bills while they continue their search for a more permanent opportunity.

Given that temporary work is such a convenient opportunity, why then are there often hesitancies (both from employers and employees) to rely too heavily on short-term contracts? How long should an ideal trial period last before bringing a temporary worker on board permanently? These are all questions that employers are eager to answer, and in today’s article, we discuss the key issues.

Timing is Everything

The need for contract workers often stems from uncertainty in a company. This uncertainty can be due to a structural reorganization, budget ambiguity, or even a lack of qualified professionals in the job market. The result is the same: there is a need to find workers who can support business and project needs while holding off on a long-term hiring commitment. A good length of time for a temporary contract can be anywhere from 6 to 18 months, with some erring on the shorter side to avoid any conflict.

Getting the most from your temporary hires is all about timing. While it really is up to the employer to set the length of a contract, there is also a mental limit that most temporary workers are willing to remain under contract before expecting to be brought on full time. Recognizing that your short-term needs may not directly align with their long-term career goals is important, and seeking ways to bring the two perspectives into a mutually beneficial balance is key to a successful contract hire.

The Dangers of Hiring Too Early

It is true that employers can hire their temporary staff too early. Such situations can result in a bad hire when waiting a little longer could have resulted in a more informed decision. Don’t let the pressures of a competitive hiring market or urgency felt by an individual worker overly influence your decision-making process. Take the time you need to evaluate whether they will really be a good fit for the position and the team in a more long-term capacity before making them an offer of permanent employment.

The Dangers of Hiring Too Late

On the other hand, waiting too long to hire a high-quality temporary worker can result in frustration on the side of the employer or even legal action if contractors are misclassified and treated as an employee. If you don’t want your valued temporary staff to leave for another opportunity, wasting precious time and money invested in their training, and you want the piece of mind that comes with lower exposure to legal sanctions, consider bringing the employee on full time before it’s too late.

For more insight into hiring the best temporary talent in your area, contact the staffing experts at Search Staffing Group today!

Top 3 Tips for Hiring and Managing Temporary Engineers

April 20th, 2016

Hiring and managing temporary engineers is a great opportunity for employers to grow their staff in valuable and proactive ways. While temporary workers are recruited and contracted in a different manner than the average full-time employee, the benefits they provide to a workforce are often highly influential. In order to get the best out of your temporary staff, here are the top three tips you can implement in your hiring and management practices when it comes to your contract engineers.

Round Out Your Team

Seek out an engineer with a slightly different background than most of the applicants you are used to seeing. A well-rounded resume helps to bring new knowledge your team and will provide them with the opportunity to think outside the box, address problems in new and interesting ways, and interact with other members of the team in a more synergistic manner. Every team member has something to teach and to learn from the others. Keeping that key element of collaboration in mind when bringing on new talent, particularly temporary talent, will enable your staff to leverage unique skills and experiences for a truly synergistic team environment.

Think Long Term

Most temporary workers are in fact looking for permanent employment, whether that is with your company after a successful trial period or a competing company who recognizes the value of the experience they have gained as a temporary employee. As a hiring manager who is committed to staffing your company with industry-leading talent, knowing when to hire a temp permanently can make a significant difference in the long-term success of your hiring strategy.

This requires some long-term and strategic thinking around your recruiting practices. Engineers are in high demand and that trend is unlikely to reverse in the near future. Recognizing high-quality talent and investing in their training on the job will set your temps up for success within their temporary position and in the long term as well. If a contract engineer is a good fit for the company culture, able to engage and collaborate well with their team, and understands the priorities and goals of their projects and the corporate strategy, they will in all likelihood make an excellent permanent addition to your team.

Emphasize Career Growth

Temporary workers are as interested in developing their career as any other employee you will have hired. Keep that in mind when interviewing candidates for a temporary engineer position. Highlighting career-growth opportunities to the interviewee if they were to take a long-term position down the road addresses a number of issues that temporary workers are often concerned by. It says that you are loyal and committed to employees who are loyal and committed to the company. It also reassures candidates that any time spent on a contract job with your company is not time wasted in their career.

Addressing the immediate need for temporary workers upfront but still recognizing that there is potential to convert a contract into a permanent position if the situation allows, provides temporary workers with the confidence they may need to accept and fully engage in the opportunity.

For more insight into hiring the best temporary talent in your area, contact the staffing experts at Search Staffing Group today!

Have an Accounting Degree With No Experience?

April 10th, 2016

In today’s hyper-competitive job market, having an accounting degree but a distinct lack of experience can put candidates at a severe disadvantage. Hiring managers are interested in well-rounded applicants who are both academically qualified and who have the real-world know-how that proves their value on the job market. Employers sometimes hesitate to take the risk of hiring an unproven accounting professional because the training and ramp-up time can be a costly investment. Luckily there are a number of things you can do as a recent graduate to prepare yourself for a career in accounting and set future employer’s at ease.

Building Experience

Many colleges are able to provide opportunities for students to build experience through internship and volunteer programs. Be sure to take advantage of those opportunities while you are in school because they will form the foundation of your accounting work history and help make essential professional connections within the industry. Once you are fully independent of your academic institution, your options may be more limited.

Strive to gain experience by applying for staff accountant or junior auditor positions in a firm you would like to grow your career in. Or, if you are more interested in working in the private sector, consider creating reports for monthly audits or working in a budget department. Most companies have an accounting division and can benefit from your academic knowledge, so don’t limit yourself to one specific job type that might be out of reach at the current time. Building experience takes time. Invest in your future by developing the experience you need from the bottom up.

Promote Transferable Skills 

Accounting isn’t all about the classes you took to get your degree. Skills and traits which make an accountant competitive in the job market are often transferable from other jobs or experiences. Promoting transferable skills, such as organization, team work, efficiency, and problem solving, will make your resume that much more appealing to prospective employers because they are able to see you have the potential needed to succeed within a position. Some employers will simply overlook a lack of experience if the skills they are looking for are present and you have a solid academic background.

Taking a Targeted Approach to Career Growth

Target your job applications for opportunities you are qualified for but will also provide you the change to learn and grow. Keep your 5- and even 10-year goals in mind while you are building the experience you need to become competitive in the job market. It is essential to create your own opportunities as well. Don’t wait for the work to come to you. Show future employers you are proactive and engaged in your career by starting your own company, volunteering for a nonprofit, or taking on personal projects that help you gain the experience you need to move your career forward.
For more advice on how to further your accounting career, or how to find your next accounting opportunity, contact the experts at Search Staffing Group today.

The Biggest Danger of Hiring Temps

April 5th, 2016

Many employers recognize the value of recruiting temporary workers. In fact, according to the American Staffing Association, more than three million temporary and contract employees work for staffing companies across the U.S. on any given week. They provide on-demand assistance when you need it most and often with limited training and ramp-up time. Working through a staffing agency such as Search Staffing makes the process more streamlined and helps you identify and attract the top industry talent during times of need. But there are some dangers you should be aware of when hiring temps. Today’s article discusses such hazards and provides some solutions that can help you sidestep any potential negative impacts associated with temporary hires.

The Nature of Temp Work

Employers and candidates often rely on temporary contracts to hold them over in times of need, but both sides of the equation are often looking for a more invested contract for the long term. As an employer, it is important to recognize that most temp workers are looking for full-time employment. Temporary work is a great opportunity for candidates to gain experience in their field, to contribute to exciting projects and build their resumes, but the short-term nature of the work is often not ideal for an employee’s five- or ten-year career goals.

From an employer’s perspective, temporary workers provide the on-demand support many high-pressure projects or seasons within the industry require. Short-term contracts are also an excellent way to give applicants a trial run to see if they are able to meet expectations. The danger for employers of temporary workers is often in the potential loss of a really great hire should they begin to take their temporary workforce for granted. Leaning too heavily on temporary workers without committing to hiring the great candidates in a more long-term capacity sets employers up for a potential financial loss as their all-stars eventually get frustrated and move on to another opportunity.

The Financial Investment

As is true with any new hire, temporary workers require a certain amount of time and training to fully settle into a new job.  Furthermore, recruiting employees often has an upfront cost whether that may be a signing bonus or staffing agency fees. Each new hire (temporary or otherwise) requires a financial investment from the employer on the front end making the short-term nature of temporary workers that much more expensive in the long run.

The danger in relying on temporary workers is tied directly to whether you are able to convert them to a permanent position within your company. A good rule of thumb is to hire a temporary worker within 3-6 months of their original start date. This is frankly because you can expect them to be receiving calls from recruiters and actively pursuing other jobs while they are working for you. Taking a temp on directly is definitely an option. If a temp proves to be a worthwhile hire, and if they have settled into a position enough to provide value to their employer, letting all of that training go to waste, only to have them leave for another opportunity, is a loss of time and money.

For more insight into hiring the best temporary talent in your area, contact the staffing experts at Search Staffing Group today!