How to Stand Out on a Temporary Assignment

And Therefore Have a Better Chance of Being Hired on Full Time

Many people think the job opportunities offered via staffing agencies such as Helpmates are “just” temporary assignments.

Many are, but many of our assignments do see our associates getting hired on to our client’s own payroll after a few weeks or months. (A very happy day for us as well as for our employee and client!)

Gardena staffing

We understand that many folks are looking for steady, full-time work. “Temporary assignment” doesn’t sound nearly as reliable (although many of our temporary opportunities last for several weeks or even months).

So because we understand you may be hoping to turn that short-term assignment into a full-time position with a client, we’ve put together a short primer on how to turn a temporary assignment into a more permanent position.

Step 1: Be a great temporary specialist

Take on the assignment with the attitude that it’s a real job. Which it is. We wouldn’t have hired you and sent you to our client on assignment unless we thought you had the skills needed and would be a great addition to our client’s workforce.

In addition to your job skills, our clients are looking for skills such as commitment, a great work ethic, dependability, curiosity, and so on.

Showcasing these qualities is the first step you need to take for a client to look at you as a potential new-hire someday.

Step 2: Think of your assignment as the first few weeks in a new job

You know how it is: you start a new job and you want to impress your new boss and colleagues. You’re on your best behavior. You try to do things before being asked and solving problems you know your boss needs solved. After all, that’s really why employers hire people for: to help them reach their goals and solve problems.

Working on assignment allows you to “prove” you have the ability to do this. In many ways, you’re in a better position than people interviewing for more permanent jobs because you’ll be able to prove you can do the job while they can only say they can.

Step 3: Let your staffing recruiter as well as your assignment manager know you’re interested in being hired at the company someday.

Ask for a meeting and tell your manager at work that you’d like to work at his or her company should an opening occur.

At pretty much the same time – or even before – let your recruiter/manager at the staffing company know, as well.

Never worry: if the client wants to hire you, the staffing company will not stop it. It may be delayed a bit but if the client company wants to bring you on to its payroll, the staffing company will be pleased. Truly.

One thing to look out for: a client manager who offers you a full-time position and asks you to not tell the staffing company. This is going against the contract the two businesses have with each other. The manager you’re working with on assignment knows this; he or she basically is knowingly breaking the contract.

Don’t be surprised if the manager you work with at the assignment asks you to submit a resume and fill out an application. This pretty much is par for the course.

Also, you should look at the company’s internal job opportunities because many companies allow temporary specialists to apply before the jobs are opened to the general public. Let both your staffing manager as well as the assignment manager know that you’re applying for one or more positions.

Check out temp-to-hire assignments

If you’re looking for full-time work, check out the job opportunities at Helpmates. You’ll see temporary assignments, direct-hire opportunities and other assignments known as temp-to-hire.

These are positions that clients ask us to fill because they are looking to bring someone on in a temporary capacity in the hopes the company will want to bring the person on to their payroll in about three months or so – and that the specialist on assignment also will want to do so.

If any temporary, temp-to-hire or direct-hire assignments appeal to you as you search, follow the application instructions or contact the Helpmates branch office nearest you for more information.

Why Your Job Candidates Want You to Text, Not Call

Yes, it’s true: job candidates much prefer a text from a recruiter than receiving a phone call.

You probably can guess why from your own experience: a phone call is very disruptive. You don’t know if the call will take one minute of your time or 20. You don’t know if the caller is bringing bad news or good. If you don’t recognize the number, you probably think it’s a scammer, so you ignore it.

Gardena recruiters

The good news, for recruiters….

Texts have an open rate of more than 90 percent within the first three minutes of being received.

That said, here are some additional great reasons to move from a phone call to texting, at least for your first few contacts that aren’t filled with details (detailed information is best heard and understood via a phone conversation, so that the recipient can ask important questions, etc.).

  • Messaging shows candidates you value their time.

Time, even though it feels to pass so slowly during the pandemic, nevertheless feels quite precious right now. We have so much on our plates and answering a call when we don’t know how long we’ll be engaged in conversation just feels as if the caller is asking too much of us.

  • Candidates can look at the message — and reply to it – when THEY feel ready.

Answering a ringing call now feels so disruptive, as if we have to drop everything. And what if it’s bad news or we’re asked for information we don’t have. What if we don’t answer it right away? Have we lost out on some great opportunity?

But texting etiquette has evolved: We used to feel we had to answer a text within mere moments, but we now feel more and more comfortable looking at it and then replying later. This thus gives them the chance to respond in a more professional way, when they’re not in a meeting with their boss, etc.

  • Younger candidates actually feel a text is more personal.

Millennials and members of GenZ have come to think of text as more personal: after all, it’s often how they “chat” with their friends and family over the course of  a day.

This personal touch can really help a recruiter since many people think of the recruiting process as impersonal (having to jump through a website application’s hoops, for example….).

  • You can say goodbye to taking “too long” to acknowledge a candidate’s application.

A big pet peeve of job candidates is that they apply for a job and then they hear…nothing. Sure, they may receive an automatic email, but many people (younger ones particularly) barely look at email anymore and only if necessary (such as for work).

Instead, setting up an automation tool that allows you to text someone that your company has received their application is often (as mentioned above) seen as a “personal” response to their candidacy: it helps make for a much better candidate experience.

If your Southern California company needs workers for temporary, temp-to-hire and even direct-hire assignments, call the Helpmates office nearest you for information on our recruiting, staffing and placement services.

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