5 mistakes companies make hiring temp workers

02/01/19 at 08:08 AM | Published Under Job Openings by Will Temby

Are you hiring your temp workers in the best way possible?  

There’s no doubt about the benefits of hiring temporary workers, but there’s also a right way and a wrong way to go about it.

Temps are pre-screened, come from a trusted source, and are pre-qualified. When an employer needs a temp, it’s usually because they are growing quickly, under-staffed, or have an unexpected vacancy to fill.  

But there are a number of mistakes that can lead to a less-than-ideal experience. Here are five: 

  1. It’s crucial that anyone hiring someone for a temporary position clearly communicates specific information about the work that needs to be completed, and any expectations in regards to the worker checking in and being held accountable. The more communication, the better your contract will go. 
     
  2. Don't leave temp workers out of full-time staff meetings. Making your temp workers feel valued and appreciated will increase their productivity and encourage them go beyond their job responsibilities. A lot of companies miss the opportunity to create real efficient temporary workers because they apply different standards to temp workers. Don’t adjust the workplace rules. Instead, apply them equally to all employees.  
     
  3. When considering a temp, make sure you’ve set the bar at the right level. It’s important to make sure the temp meets the immediate qualifications and is a culture fit, but don’t feel they have to meet the same standards as a full-time hire. They’re there to bring you immediate, short-term relief. If you feel they can do so, bring them on board. 
     
  4. Make sure you’re not over-training them. Providing the same level of training that you do for regular employees is typically much too much for someone who’ll be with you for just a few weeks or months. So simplify the training, limiting it to perhaps a half-a-day for each month you plan to have them onboard.  
     
  5. Don’t try to save a few dollars by being a do-it-yourself-er. Strategic staffing doesn’t have to be expensive; however, you do need to pay market rates and rely on people who are skilled in the business of placing the right temps in the right jobs. 

About the Author

Will-temby Will Temby

Will has enjoyed a 20-year career in leadership positions in the hospitality and travel industry throughout the U.S. with the Hyatt, Sheraton, Hilton, Renaissance and Steamboat Ski and Resort corporations. Will received a Bachelor of Science degree from the University of Massachusetts at Amherst. From 2000-2007, he served as President and CEO of the Greater Colorado Springs Chamber of Commerce. He also served as Vice President-Special Projects for the University of Colorado Foundation from 2007 to 2009. Will is a past Chair of the Board of Directors of the National Homeland Defense Foundation and former member of the United States Chamber of Commerce Committee of 100. He is married to Nan, has five wonderful children, and enjoys coaching, traveling, hiking, golfing and skiing.

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