Five Ways to Get Great Temporary Employees

Did you know that high performing employees produce 25% to as much as 1,000% more than their peers? And that includes temporary employees!

With temporary employees, getting the best results doesn’t happen by chance. But it does happen, and you actually have a lot more control over the quality of the contingent staff you hire.

So what can you do to get great temporary employees–every time?

Tip #1: Create job descriptions
If you want to hire a great employee, you first need to define what a great employee looks like. With temporary employees, you need to create job descriptions that accurately define the goals, duties, and responsibilities of each job. Ideally, your job descriptions should include specific performance goals and standards.

Tip #2: Benchmark performance
When creating job descriptions, go beyond a list of required skills and experience, and provide measurable goals for technical skills. One thing you can do is ask your staffing partner to conduct benchmark assessment tests with your current top performers. Then when they hire, they can compare new candidates against your company’s benchmark scores.

Tip #3: Allow more lead time
While last minute staffing needs will happen, the more time you can give your staffing partner to source and evaluate talent, the better they’ll be able to do.  And when you can’t provide much lead time, prioritize the skills and traits that are most critical for the assignment.

Tip #4: Set clear expectations
It may seem obvious, but if you want employees to do something, you have to tell them what you expect. And this includes temporary employees. Too often, temporary employees are given a list of duties to perform, but performance expectations are never discussed. Your quality and productivity expectations should be part of your job descriptions. They should also be discussed with each new temporary employee during their first day on the job.

Tip #5: Provide feedback
Performance feedback is essential to any employee’s success. Make sure your temporary workforce is given feedback on their work, especially in the first few days and weeks.  But with temporary employees, performance feedback can be a little tricky. To minimize co-employment issues, lean on your staffing partner to provide any needed discipline. While casual feedback directly to the worker is encouraged, formal performance feedback and discipline can be provided by your staffing partner.

If you are happy with a temporary employee’s work, it’s fine to tell them they are doing a great job. You should be specific about the things the person is doing well.  However, if you are not happy with a worker’s performance, tell your staffing partner about the problem.  If you want the worker terminated or replaced, ask your staffing partner to do it.

Want more ideas on temporary staffing?

Contact Helpmates today!  As one of the leading staffing agencies in Southern California, we match the area’s leading companies with outstanding temporary employees.

Why You Should Fine-Tune Your Resume—and how it will get you hired!

It’s that day you’ve been dreading: you’re sitting down to write up your resume. This is going to be your face, your absolute first impression to a company. The pressure is on—but it doesn’t have to be.

Remember that every company you apply for is different, and while you may be applying for the same position, the title might be different for each one. Make sure you change your objective every single time. You want your resume catered to every specific company you apply for. Don’t just send out the same one for different positions. Find the companies you want to apply for before you create your resumes, and this will help make it easier to fine tune each one.

You want to make sure that your resume is showcasing your skills and talents. For every job you list, write down your day to day activities and accomplishments. Make sure to keep these things as bullet points that are short and concise. Keep your resume to one page— there is nothing worse than receiving a three-page resume that resembles a term paper.

And don’t forget to add the dates that you worked at the companies. Employers will look for gaps and not adding dates might seem like you are trying to hide something. When adding your education only put coursework that is relevant. The companies don’t need a semester by semester list of all your classes. Make sure to add any awards or honors you may have received.

Adding a cover letter that is personalized to the company you are applying for can be a great way to stand out from the competition. Research the company; mention its accomplishments and how you can add to them in the future.

A resume should be short and to the point. You want to tell companies in as few words as possible why you are the best choice for the position. If you send out your resume and receive no feedback after about a month re-evaluate the message you are sending to employers with your resume and make some changes. Are you personalizing it enough for the companies you are applying for? Are your bullet points strong enough? Try going to a former colleague and have them give you advice. Don’t forget this is your first impression, so make it a good one.

For more tips on resume writing, contact the experts at  Helpmates today!

How to Set Your New Hire Up for Success

There’s nothing better than getting someone into that empty seat in the office. No more picking up the extra work load—the stress is finally off! That is until your new hire comes in and doesn’t seem to have the exact skill set you were looking for. Maybe you rushed through the interview process in a desperate attempt to find someone new, or maybe the new hire just looked great on paper and interviewed like a pro.

In a day of “resume writers,” and courses that train specifically on how to write an outstanding resume, people can more often than not sound really great on paper and then walk in and be lacking general skills. You can avoid a lot of headaches down the line if you create and administer a general skills test for your company. This should include basic day to day activities that go on in your workplace. Examples could be things like typing, grammar, communication, basic math, etc.

It can also benefit a new employee to have a mentor in their department to help them get acclimated into the company. This could be the supervisor of the department or the person that used to be in their position.

Make sure your new hire knows and understands your company’s core values. Ideally they will have done some research about your company prior to being hired. But be upfront to see what they know and inform them of what else they may need to initially know.

Make sure they know proper email and phone etiquette for your company. If you answer the phone a specific way, make sure they are informed. When writing emails does your company use a conversational approach or a straightforward to the point approach? Is it different depending on the client? Make sure you address all these things on their first day. Communication is extremely important and you don’t want them to mistakenly offend anyone.

There will most likely always be a few bumps in the road when hiring a new employee, but you can make the transition easier for everyone if you are prepared for those possible bumps in the road. Have a plan for every new employee and implement it the second they walk through that door.

Contact Helpmates today to help you get the employees you have been looking for. We guarantee their performance!

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