Temporary staff if successfully integrated into the company can bring a lot of benefits. They can help cover labour gaps for seasonal spikes in production, employee absences, and even provide the perfect employee screening solution. Temps can fill vacant job positions in very little time for short to long durations. When companies bring on temp workers, “ease” is often what they are looking for.
To ensure that your new temp succeeds in their job, you’ll need to help them integrate into your company. The faster you can do this, the faster the temp can get to full productivity. Here are some things you can do to help your new temp succeed in their new job:
1. Make the temp’s job clear. This is important to avoid conflict between your regular employees and the temporary staff. Make sure both your temp and the regular staff members understand their respective duties. If the temp has been brought on board to complete a specific task, make sure that they only focus on that and the regular staff stick to their usual jobs. If you’ve brought in the temp to handle work overflow, create a process that identifies “overflow” versus “daily work”.
Make sure that you also choose the person to assign “overflow” tasks to the temp. You do not want your regular staff passing on their responsibilities to the temp as this would negate the point of hiring a temp in the first place.
2. Give the temp a specific workspace. While you’d want your temp to become comfortable asking for help or advice from your permanent staff, simply “dropping” the temp in the workplace without providing them with a place to work can be confusing to everyone. Make sure your temp has space they can call their own just like your other staff. For temps brought in for specific projects, make sure you keep them out of everyday workflow by creating a “project-specific” space for them.
3. Onboarding your temp. Temporary staff, just like direct-hire employees, also need onboarding to orient them to the work environment and the specific details of their job. To avoid wasting a lot of time on this, your staffing agency should provide the general background while your company provides specific details about the job.
4. Provide training and equipment. After making sure your temp understands their assignment, review the tasks to be performed, the materials and resources needed and the performance goals. Have all the equipment the temp needs to do his/her job available and set up. If the temp will be working with an unfamiliar equipment, ensure that you provide adequate up-front training to maximize their efficiency and reduce mistakes.
5. Conduct exit interviews. This will not help with the outgoing temp, but the information you will gain will help you tremendously with the next one. From exit interviews, you’ll learn how effective your temporary staffing procedures are so that you can make improvements. Ask the outgoing temps if their onboarding prepared them adequately for the job, how well their workflow was managed and how this impacted on their work. You could ask your labour-hire agency for help with the structuring and execution.