A "can-do" attitude is paramount during a job interview. No one is going to hire a candidate with a lackluster attitude about working for the company.

5 Mistakes to Avoid When Hiring Temporary Employees

There are plenty of benefits to hiring temporary workers, but there’s also a right way and a wrong way to go about it.  

We’ve come up with a list of five mistakes companies make in hiring temporary workers that we’re sharing here as more employers begin to restart business operations amid the COVID-19 pandemic.  

  1. Not vetting them as if they will be there permanently. What does a proper vetting look like? 
  • Do background checks for everyone, even if they work for only a week. 
  • Require two forms of government ID. 
  • Have every staff member, both temporary and permanent, sign a professional contract. 
  • Ask for copies of all certified licenses, certifications, and professional certificates related to their work. 

    2. Failing to ensure the person has the qualities required to do the job. Cutting corners in this regard is never a good idea. Here’s what you’ll want to do:
  • Write up a short job description or job specs. 
  • Run a background check. 
  • Run a drug screen. 
  • Use a qualified job-fit assessment. 
  • Be clear, over and over, on your expectations (most people are poor listeners and are not used to doing things your way). 

    3. Overload them with too much training upfront.

    Instead of spending gobs of time and money in training, a good rule of thumb is to provide about a half-a-day of training per month that you plan to have a temporary employee onboard. 

    That said, the rate of injury for temporary workers is much higher than for permanent employees. That’s at least partly the result of inadequate on-site training or an assumption about a worker’s previous knowledge or training. So make sure safety training is provided for everyone. 

    4. Forgetting to treat them as true assets.

    Temporary workers add value to your business, but too often companies make the mistake of making them feel less valued than full-time employees. They also leave temp workers out of full-time staff meetings because they don’t view them as part of the team. We think that’s a huge mistake. Making your temp workers feel valued and appreciated will increase their productivity and encourage them go beyond their job responsibilities. 

    5. Trying to be a DYI-er.

    Retaining a temporary staffing firm doesn’t have to cost an arm and a leg. What you get in exchange is a partner who understands the talent market and can help you quickly find the most qualified workers to get the job done.

    Best of all, you also get someone in your corner who can help you avoid making the mistakes described here.
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