You have determined that a specific project or work in one of your departments could benefit by hiring a temporary rather than permanent employee. Follow this advice to increase efficiency and productivity.
First meet with managers and others who will be working directly with the temporary worker (temp) to determined required skills, duties, and responsibilities. Knowing these will help the agency you select to find the best person for you.
Work with an agency
When possible, contact agencies that specialize in your type of business to get the right person for the position.
Work with the agency to determine salary ranges. Because temps will be facing new environments and unusual challenges, experience is always desirable. This usually comes at a price, but is almost always worth it.
Orient the employee
Before the temp arrives, prepare an orientation guide to help get them up and running. include all the little things your regular employees have become used to, such such as working hours, check-in and check-out procedures, break and lunch schedules, safety regulations, names of managers and co-workers, and the names and contact information for direct supervisors, Take advantage of orientation brochures provided by the agency that assigned the temp: These often offer insightful suggestions for bringing temps up to speed quickly.
Do not leave the new worker alone the first morning, lest they become disoriented in their new environment. Assign a co-worker, preferably a long-time employee “mentor”, to give the temp someone to ask questions of and look to for input.
If your temp is required to operate equipment or to undertake specialized duties, make sure that a regular employee will be available right away to train or help them. Remember to plan and co-ordinate the schedules of all employees improved.
Set up lines of communication so the temp can get answers to questions quickly. Just because a temp doesn’t ask questions, don’t assume they are completely on top of the job. Have managers or supervisors contact temps frequently to monitor progress and to make sure the temp is not being overwhelmed. Temps often feel that much more is expected of them because of the short term of their employment to demand that a temp become completely competent in a week when a full-time employee takes several months.
Look at permanent possibilities
If permanent employment may be available to a temp, inform the agency at the start of your relationship. Some temps will be eager for the opportunity, while others will know that they can’t take advantage of such an offer. Talk with the temp when they arrive and set up parameters so they know exactly what they need to accomplish to be considered.
Bringing temps on board can be a great solution to your business for short-term projects, seasonal up-ticks in business, or a variety of other reasons. You never know: that temporary employee might turn into your next superstar!