Using the services of temporary staff can be hugely beneficial to a wide range of organizations, and can be useful for either filling a “resource gap” created by a permanent staff member being on unplanned or long-term leave; or as a way of bringing specialist skills or experience into your organization for a finite period of time. It can also be a really good way of trialling a candidate in a particular role before offering them a permanent employment opportunity. Effectively onboarding and managing temporary staff is crucial to ensure they seamlessly integrate with your team and contribute to your organizational objectives. There are several key practical differences in how you would manage a temporary staff member:
Revise your onboarding process
If you already have a clear onboarding process, consider condensing it to accurately convey the essential information about your company culture, goals, and tasks. This approach will help your temporary staff member to understand the procedures they need to follow, office protocols and so on. The most important aspect is to undertake a WHS induction with the temporary staff member to ensure they are working within a safe working environment. While the recruitment agency is technically the employer of the temporary staff member and has the ultimate responsibility for any injuries that occur in the workplace, the host employer also has an obligation to provide a safe workplace and support the management of this risk.
Provide clear guidelines
Getting temporary employees up and running quickly is always most effective if the guidelines and expectations are clear, and this comes down to open communication. Providing them with a detailed understanding of their role and tasks ensures they can deliver outcomes and have a positive impact within a short period of time. Working with a skilled Recruitment Consultant is also very beneficial as they will identify a high calibre candidate who meets the job brief; often they will also be able to communicate the expectations and deliverables before the temporary staff member commences and throughout the duration of the contract.
Be transparent
It’s important to be transparent about the temporary nature of their employment and the potential for permanent opportunities. Clearly outline their role trajectory to manage expectations effectively. Whether they have aspirations for permanent positions or prefer to work on a contract basis, clarity around their role progression, or the extension or early cessation of their contract is essential. This is usually done either directly by, or with the support of, your Recruitment Consultant.
CBR Recruitment has a pool of high-calibre temporary staff who are interviewed, reference checked and vetted, who can commence in temporary positions at short notice. We look after all of their employment obligations and work in partnership with you to ensure the engagement is successful and you have the utmost flexibility. If you’re thinking about taking on temporary staff, please do not hesitate to contact us on 02 6103 7000 or email hello@cbrrecruitment.com.au.
