Getting More Commitment from Temporary Staff

Temporary workers on assignment at your company…leave. After all, it’s right in their description: they are “temporary.” So why should they even expect any type of commitment from you? And why should you expect any commitment from  them?

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Excellent questions! But here are better ones: why shouldn’t you provide them more commitment (albeit temporarily). Why shouldn’t they be more committed to you?

Sometimes referred to as “external workers,” many HR professionals believe it’s critical to “align” external workers to a business’ goals. In addition, according to a recent survey by the Society of Human Resourcees Professionals (SHRM) and SAP SuccessFactors, even more HR pros think that engaging temporary workers would have a terrific and positive effect on their organizations.

They are, of course, right.

That said, here are some strategies and attitudes your company can try to get more commitment from your temporary workforce (without entering the bugaboo of co-employment).

  • Offer training.

Yes, they’ll leave with the new skills or education without “paying” for it and you will lose the benefit of their new abilities going forward, but providing such a great perk can make you an employer of choice in your region’s temporary marketplace. Word does get around, after all, and you soon enough could see temporaries eager to take on assignments at your company, rather than your competitors’.

After all, in a Los Angeles/Orange County region where temporary workers are willing to drive long distances in order to receive a higher minimum wage, becoming the company that helps them learn new skills could come to be a game changer for you when it comes to attracting top temporary talent.

  • Respect – really respect – temporary workers’ contributions.

Your company says it wants an engaged workforce, but are you walking your talk? If you consider external workers as “just temps,” you’re effectively saying they are second-class in your eyes.

And don’t think your temporary team members don’t notice: they definitely see when they’re excluded from the pizza party, when they don’t get the free movie passes after their department exceeds goals for the month, and so on. They may “say” they understand. But, really? Really!!?

  • From a “self interest” standpoint: many temporary workers work with the public….

…don’t you want them to come across as proud of their place of employment, invested in providing terrific customer service, etc.? Do you really want to run the risk of one of your external staff having no problem saying “I’m a temp and I can’t help you with this”?

How much better would it be your temporary team members were equally as invested in the customer experience as your regular employees? And how difficult would it be – truly – to help them become as invested in your success?

Are you going to have to be careful regarding co-employment issues? Of course! But that’s where Helpmates comes in: we will work with you and our temporary staff members to keep them invested in your company while helping you avoid less-than-obvious co-employment complications. Contact the Helpmates’ location nearest you for more information.

Hiring Trends for 2019

Happy 2019 (soon)! As we get ready for the New Year, we thought we’d explore the next 12 months to see how they may differ from 2018 from a hiring standpoint. How will AI affect recruiting and staffing? How will candidate interviewing evolve? How will data affect sourcing?

Take a look below.

  • Talent will continue to call the shots.

If you think finding great people is going to get any easier next year, keep your sourcing and networking skills sharp because the economy is expected to continue to grow throughout the year  and so the hot candidate market is expected to continue apace. In other words, as it stands now, employers/recruiters don’t pick candidates, they choose you. And that state of affairs is expected to continue throughout the coming year.

Torrance staffing

Many recruiters and employers have started treating candidates more like customers. Which means hiring this coming year will mean using even more marketing tactics in recruiting so that you attract, convert and retain your customers candidates.

In other words, you’re going to continue to be exceptionally nice to candidates (as you’ve always been, of course!) and you’re going to continue building solid relationships with them. You want to continue to be their BFF throughout the recruitment process and beyond.

  • Speaking of BFFs, say hello to your new best friend, AI.

Many recruiters worry that artificial intelligence will take sourcing/recruiting jobs away, and while it may take the really tedious aspects of the recruitment process from off humans’ hands (tasks such as screening resumes and scheduling interviews, for example), it actually will make recruiters’ lives better and more enjoyable, allowing them to do the things they entered the field to do: to connect great people with their employer (and for independent recruiters/staffing firms, other great companies).

AI also will help recruiters and hiring managers improve quality of hire, because AI uses data that standardizes the matching of a candidate’s experience, skills and knowledge to a job’s requirements, thus helping match the right person to the right job, resulting in more productive and happier employees. You know, the types that tend to stick around for the long term.

In addition, LinkedIn’s Global Recruiting Trends Report 2018 predicts that AI also will remove human bias in hiring and save employers money.

  • Job interviews may become more like auditions and it’s possible we’ll start to say goodbye to the paper resume.

As more and more employers start placing more and more importance on “technical” skills, employers may start asking job candidates to perform aspects of the job during the interview, an audition of sorts. (Marketers may be asked to create a marketing plan while coders may be asked to create some code, for example.)

Meanwhile,  because companies also are looking for soft skills in addition to technical acumen, a candidate’s social media profile or a video submission may provide an accurate first impression more accurately  than the traditional “paper” resume.

(Job seekers take note: it may be necessary to create digital portfolios, your own website, etc. And make sure to clean up your social media profiles!)

What about you? What hiring/recruiting trends do you see making stronger footholds next year? Let us know by contacting the Helpmates branch nearest you. We’d be happy to offer tips/best practices on how to recruit top talent in 2019 and beyond.

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