Hire a temp

Supriya Nigam is a lead Content Writer & Digital Marketing Strategist at CareerBuilder India. Her passion for helping people in all aspects of digital marketing flows through in the expert HR Technology industry coverage she provides. Also, an avid Yoga practitioner.

For several organisations finding relevant talent at the right time remains a huge challenge. Reviewing applications (resumes), interviewing candidates, negotiating salaries and more such tasks take precious time away from an HR team’s existing obligations. It may end up hurting the business in the long run. It is one of the reasons more and more companies partnering with staffing companies. Hence, the decision to hire a temp is prevailing nowadays in almost every business and for every other short term project.

Although, using a staffing firm is not a right option for every business. Additionally, if one is considering working with them to meet the hiring requirements – Here are three essential things that organisation must learn before sealing the deal.

Hire a temp

1. Should I interview potential temp?

An interview does need to happen if decision is made to hire a temp for a short term assignment. For instance, a receptionist is sick and company need someone today as her or his replacement, then conducting an interview of a temp-hire is not practical.

However, if the assignment length is between two and six months, then an interview is a practical approach. Anything less is perhaps wasting time, and the delayed process may mean your preferred candidate could accept another offer.

A word of advice – If you are using the staffing firm for the first time it is advisable to explore the guarantees. Moreover, when organisations hire a temp, they also entitled to ask him or her to resign immediately if they are not meeting the requirements of the job.

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2. How are temporary employees rates determined?

The quoted hourly rate is not related to the salary paid to the permanent staff member. The agency passes on the on-cost of employment and their margin. These on-costs include:

  • Payroll tax
  • Employee’s compensation insurance
  • Superannuation
  • Professional indemnity insurance and other insurance costs.

The margin is then added that can vary based on the industry and the market for which recruiting is in the process. It is advisable to ask an agency to break down the rate into these different elements. If an agency fails to do so then hire some other staffing company.

3. How far in advance can I hire a temp?

Eventually, when hiring a temporary employee, timing is very critical. Organisations are accessing a different pool of talent when hiring people for set period compared to permanent staff. The candidates choose to work as independent contractors or freelancers usually are either between returning to the workforce, permanent employment or on working holiday visa.

Hiring the temporary employee implies accessing the limited talent pool at a specific moment in time. Therefore, hiring a temp far in advance is highly unusual and not recommended. Most temporary jobs are filled within a day, and, for senior positions, at most within the week or so.

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The decision to hire a temp require lots of thinking and once it is definitive entire focus must shift in finding the best staffing firm.

A Word of Advice

It perhaps takes trial and error to find the right HR outsourcing agency, but once organisation found one that provides excellent service and high-quality workers, stick with it.

 

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