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!