Scaling up and transcending influential spaces within business spheres is vital for success. The main approach to scaling up is to hire new talent at an increasing rate. New talent can either be permanent i.e., they receive an employment contract, or they are temporary, i.e., they are employed on a time/project-based contract.
What are the benefits of hiring temp talent?
If you’re thinking about hiring temp talent, you’re about to drop your anchor in the talent pool and make a mark. Opting for temp talent means that you get the best of both worlds. A dynamic and fluid workforce AND a refresh button to shake things up when you’re ready, by hiring a new set of candidates.
Hiring temp talent implies that there are reduced recruitment costs, exposure to a variety of specialised skills, constant fluidity in the workforce, quick start dates, reduced paperwork etc.
To be able to get the cream of the crop in terms of talent, filtering through candidates is crucial, although it may appear burdensome. The scores of interested applicants are your strongest foothold. With certain systems in place, hiring talent can be less burdensome, and more advantageous.
Here are some important rules to follow while recruiting temp talent:
1.Play to your strengths:
As a recruiter, hiring temp talent can be an advantageous situation, but only when done right. Many candidates have prior experience and have done multiple jobs similar to the ones they keep applying for. That means, they know what to look out for. As a recruiter, you need to have tricks up your sleeve to be able to filter and find experienced applicants. Therefore, showcasing the strengths and benefits associated with picking this job is vital. With benefits that are desirable to applicants, hiring temp talents should be right up your alley!
2.Refining recruitment process:
Reviewing hiring patterns over time should give a recruiter a good insight into the effectiveness of their recruiting strategies. There are many elements that make up a good strategy. These are inclusive of creating systems with predetermined roles, a set timeline, effective assessments etc. These also include in-job promotions, bonuses, high employee retention numbers, low absenteeism etc. Analysing these statistics at the start, during the process and on its completion will enhance the process by making it reliable, standardised and sound.
3.Ring up their references
Hiring temp talent may sound like a daunting task, especially when inauthentic candidates might cause many disruptions. A good idea would be to check with the references given in the candidate’s resume. This will save a lot of time by eliminating bogus candidates. References are a source that can provide a lot of insight into an applicant without actually meeting them and give you an upper hand during the interview processes.
4.Pairing the right skills with the job
Recruiting talent is only beneficial if the demand for the specific labour is met. To be able to successfully pair a job with the right skills, recruiters need to have enough information regarding the job available and special skills required for it. Hiring temp talent is momentary. When the task is done, recruiters are required to find a new bunch that will meet the needs of upcoming tasks. Here, staffing agencies come in handy. Staffing agencies are able to create job descriptions, have in-house experienced candidates, the capacity to employ specific task related candidates due to in-house expertise etc.
Therefore, to be able to pair the right skills with the job, recruiters are required to be aware of the talent pool’s needs and skills as well as the job’s requirements and restraints.
5.Be committed to your candidates
Most of the time, candidates are fleeting from one job to another, trying to pick up the best offer they can. Staying connected, being in touch and constantly updating the candidates will prove to be very beneficial to your hiring process. Candidate drop-out rates are much lower when you are in communication with them. This helps the applicants be aware of their stance, as well as yours, in the hiring process. Going long breaks without updating candidates will have many applicants dropping out of the race. Touching base with candidates gives them a sense of assurance in finding a position within your firm, if not in this hiring cycle, then the next.
Maintaining a fluid and dynamic workforce is a strength in disguise. But there are also multiple downfalls that could surface in recruiting or even during the employment contract. If you keep these ideas in mind while hiring temp talent, you can be sure of gliding through the process and finding candidates that are a perfect match for your company!