Overview
Over the last few years, we have seen a switch in how people want to work and how businesses need to be much more flexible than they ever have been. This has accelerated the move towards temporary and contract workers being an integral part of the business environment. As Neil Carberry of the Recruitment and Employment Federation said "A flexible jobs market has always been one of the UK's great economic assets" and we feel this way too. With the sudden shift in working patterns post-pandemic we are now seeing an increasing reliance on the flexible workforce, both for temporary and contract workers. But this has been slightly muted by the rising problem of talent shortages. Just like recruiting for permanent staff, the employment marketplace is currently experiencing talent shortages in certain business sectors, so what can we do?
With this work culture change, we have found that employers are needing a more focused strategy when it comes to managing their temporary workforce. In this document, we cover the key issues of how to attract the best candidates, and how to keep them happy and productive in their roles.
Your Investment Equals Returns
We will start all this off by mentioning that If you put your investment of time and attention into a temporary workforce, you will find the process much easier and more rewarding. Making the time to invest in your temporary workforce and the process around it will give you the payback of the workforce working harder, smarter and with more conviction.
Plan In Advance
We know it is not always possible to plan ahead for those last minute urgent requirements and in such circumstances, temporary workers do a fantastic job of helping businesses cope with the unexpected. However, where possible you will find that planning in advance will give you the edge over your competitors if you want to find the best temporary worker for your position. Time gives you the ability to search out the right person with the right skillset and book them into a start date well in advance of your project. Great temps are rarely out of work and will often get booked up well before their assignment ends. Sharing your plans with your recruitment agency will mean they can scope their talent pool of flexible workers and secure your ideal candidate for you before someone else does. It’s the most effective way to avoid being caught short with no one to fill the position, or making do with someone who does not hold all the skills you need.
If you have the luxury of time, talk to your recruitment partners as soon as you can. If you are recruiting in-house then plan and interview well in advance, give yourself time to line the right people up for the positions.
What do temporary workers say?
We have close working relations with our temporary workforce and we like to give feedback to companies on what really makes them enjoy an assignment. With this feedback, you can learn what seems to be the top priority for them. We asked our temporary workforce some questions on their working experiences with past companies and we share some of the responses here for you:
What makes an average temp job a great temp job?
Friendly and supportive employers
Integration and feeling part of the team
What have companies done in the past that has made you feel good about your assignment?
Regular communication and transparency
Being part of a team
What can companies who hire temps do to ensure you have a great experience whilst working for them?
Be supportive and open to potentially better ways to work
Offer opportunities and support for permanent employment
What are your pet hates that you have with temp work?
Feeling alienated
Uncertainty
Retaining the best temps over your competitors
You need to look attractive as a company to work for, so let's look at some basics. Make sure you are offering an attractive pay rate. Do your research beforehand, make sure you are competitive, it is important to get it right in the current recruiting climate. Your agency partner should be able to offer advice about this. Then mix that with a good overall package of benefits, maybe mix some or all of the relevant benefits that your existing employees get, this may put you ahead of any other company looking for the same talent. Just make sure you shout about them in your job ads and interview so employees know you are going the extra mile. Your recruitment agency partner should be a champion for you here too, so be sure to inform them of what’s on offer.
Temps care about your benefits package
As you know, after 12 weeks with the same employer company, agency workers are entitled to equal treatment to a permanent employee in a similar post. This includes key elements of pay, but also other entitlements such as annual leave. Which benefits are included in this will depend on your company’s unique employment contracts but here are some examples:
Basic pay, including holiday pay, overtime and bonuses linked to performance
Annual leave
Rest breaks and rest periods
Paid time off for antenatal appointments
We work with some great companies who give all their contractual benefits to all their temporary employees from day one rather than waiting for 12 weeks! Yes, they turn the AWR regulations into a benefits package for their temporary workers and our temps love working for them. They are most definitely employers of choice for many of our temps. This is a great case of treating temporary staff like your full-time employees, people are very appreciative of this sort of gesture. Benefits like this are a draw to skilled workers looking for good companies to work for. It’s not only a way to attract talent but it's also a great way to retain great temps for the duration of your project resulting in fewer dropouts. If they feel happy and valued, they are more likely to remain in the post.
Ensure they get Paid On Time
You would not dream of letting payment slip for your permanent staff so don't let this happen for your temporary staff. If you are going through an agency, remember to book in time in advance to sign off all work hours within the agency payroll deadlines to ensure your worker is paid on time. Assign someone to manage this role and make sure they have it bookmarked to do every week. Let the agency know if there is a secondary contact in case it's needed. Don't let this slip, you will be amazed how the word spreads! It can be stressful for a temporary worker to have to chase a manager to sign off their hours; something you wouldn’t expect your permanent employees to do. People talk, especially when it's about money. Keep your reputation in tip-top order with good communications and do your bit to help move payroll along.
Onboarding
Starting in an unfamiliar office and learning the working culture of a new workplace on the first day of a new job can be daunting. So imagine a temporary worker who potentially has to go through this process multiple times a year. This is where providing a seamless onboarding process can help reduce the stress related to starting a new assignment and establish a great working relationship from day one. While the onboarding of a temporary worker process will look different from an administrative perspective, it should be an equally positive experience as it is for a new permanent employee.
Doing so will promote trust and a sense of belonging in the workplace and will ultimately lead to more creativity and more productivity across the board.
Make sure you have everything prepared on a worker’s first day. Access to IT systems, email, security badges, equipment, office supplies and access to all the information required for projects. Also, look at a good integration strategy with the existing team and employees.
Integration With Your Team
Treating a temporary workforce like they don't belong, or are not worthy of being part of the team will result in bad morale. This can even filter through to your permanent workforce who will be working with them. Make sure all your temporary workers know that they are valued contributors rather than just expendable hired guns. Maybe ask existing employees to chaperone and help them for the first few days to settle them into the new culture.
Technology and Remote Work Integration
In the evolving landscape of work, technology stands as a pivotal bridge connecting businesses with a flexible, temporary workforce. The integration of remote work into the corporate fabric has not only expanded the talent pool but has necessitated a shift towards digital tools and platforms that support seamless collaboration and management. For businesses looking to leverage technology to better manage and integrate temporary workers, especially in remote settings, the focus should be on three core areas: collaboration, project management, and communication.
Collaboration Tools: Cloud-based platforms like Google Workspace and Microsoft 365 offer a suite of applications that enable real-time collaboration, document sharing, and version control, ensuring that all team members, including temporary workers, can work together effectively, regardless of their location. These platforms foster a shared workspace where documents, spreadsheets, and presentations can be accessed and edited simultaneously, breaking down the barriers of traditional office settings and promoting inclusivity and teamwork.
Project Management Software: Tools such as Asana, Trello, and Monday.com provide structured environments for task assignments, progress tracking, and deadline management. These platforms are invaluable for integrating temporary workers into ongoing projects, offering clear visibility into their roles, responsibilities, and contributions. By mapping out projects on these platforms, managers can assign tasks to both permanent and temporary staff, ensuring everyone is aligned with the project's objectives and timelines. This level of organisation and transparency is crucial for maintaining momentum and achieving project goals.
Communication Platforms: Effective communication is the backbone of any successful remote work arrangement. Slack, Microsoft Teams, and Zoom offer versatile channels for text, voice, and video communication, enabling real-time interactions that closely mimic the dynamics of in-person office environments. These platforms allow for the creation of dedicated channels for specific projects or teams, making it easier for temporary workers to stay informed, ask questions, and contribute ideas. Moreover, the casual chat features of these platforms can help temporary workers feel more connected and integrated into the team culture, fostering a sense of belonging and engagement.
Incorporating these technology solutions not only facilitates the practical aspects of managing a temporary workforce but also enhances the overall work experience for remote workers. By leveraging these tools, businesses can ensure that temporary workers are fully integrated into team dynamics, contributing their best work, and feeling valued and included, regardless of their physical location. This technological integration represents a win-win for businesses and temporary workers alike, driving productivity, fostering innovation, and building a more cohesive and adaptable workforce.
The Positive Power of Recognition and Rewards
Never underestimate intangible rewards! Words of affirmation, praise and employee recognition, especially for accomplishments are so powerful for the motivation of your temporary staff. This type of reinforcement is even stronger if the praise is given publicly so don’t forget to share it with your agency as they should help with this too. We love to shout about our temps’ achievements in our temp newsletter!. These little things go a long way, we are all human, who does not like being picked out and praised in front of their peers!
Being an appreciated temporary member of a team and having a good relationship with managers is something you can’t attach a monetary value to. They are invaluable to a positive relationship and will make your temporary workforce feel a real contributing part of the team. This tells them that you’re paying attention, that you know how well they are performing and that you feel they are as much part of the team as their full-time staff.
Communication
As mentioned earlier, establishing good communication is the key to maintaining strong relationships between your flexible workforce, your management and your agency. Research from Gartner shows that 70% of business mistakes are due to poor communication. Let your new team members know that you are always available to answer questions and address concerns or schedule a weekly call with your agency contact to do this for you. Remember to keep in contact any way you can. Video calls, chat messages, emails or slack are all great ways to keep in touch especially if your flexible worker is remote. You just can't beat face-to-face communications with anyone you employ, so make sure you set aside some time to do this and make sure you are available if they need help.
Feedback
Just like your permanent employees, temporary workers need constructive feedback to improve their skills. The more you invest in them early on in the project the less likely anyone will be disappointed with outcomes. Positive feedback and help keep everyone happy, informed and moving forward.
Summary
The temporary workforce is becoming a bigger part of the business mix as more and more professionals are choosing to make their living like this. As a business, you need to respond to these trends and show best practise in integrating this new working mix into the workforce. Treating your temporary workforce like you would treat your full-time employees is a great start. It is easy to do as you are already doing it and your temporary worker with feel appreciated and feel part of the team. I think if we have learned anything over recent years, it is that temporary workers expect to be respected, feel included and be part of the team. In return, you get very happy, motivated people that will give you their best possible output in terms of work and attitude.