Whether hiring or looking for your next career, we want to ensure you are equipped with the information you need for recruitment or job seeking success. This blog is the recruitment resource you need, from your Canadian recruitment experts.
Get the latest insights and market research from top industries including construction and property, resources and mining, technology, and banking and financial, and learn from our team's breadth of knowledge on different functions such as accounting, IT, estimating, human resources, procurement and supply chain.
Posted by Rowan O'Grady, Hays Canada President, on Wednesday, Jan 10, 2018
Many of our clients around the world regularly employ temporary or contract staff, whether that’s on an ongoing basis or for special projects and workloads. This flexible and on-demand portion of a workforce helps organizations more effectively budget for projects, overcome workload spikes and, crucially, keep permanent employees focused on their core duties.
These are just some of the many factors behind the increasing utilization of temporary and contract workers – and they’re not just for the big end of town.
So, if you’ve never employed a temporary or contract worker before, here’s a few tips from us.
1. Determine your need
Start by determining which specific skills, capabilities and experience you require and how long you expect to need someone.
While the length of the assignment is flexible and you can quickly release a temporary or contractor – or conversely, ask them to stay longer – an indication of the length of the assignment will help all parties plan effectively.
2. Decide on what support you need in finding the right person
A recruiting expert will of course allow you to access suitable candidates who meet your specific needs. Our temporary and contract candidates are tried and tested and fully referenced. When required we also undertake any necessary pre-employment medicals and checks.
3. Consider legislative matters
You must also consider legislative matters when hiring temporary or contracting staff. This is another situation in which engaging with a recruiting expert can really help; you’ll pay only for the hours worked, with all on costs taken care of. We also take on all legislative matters, including superannuation, payroll tax and workers compensation liabilities.
4. Prepare to welcome your new starter
It may sound obvious, but make sure you allocate an appropriate workspace, provide the necessary logins, resources, contacts and equipment, and give a short induction so they can get to work and add value as quickly as possible.
5. Set expectations from the outset
It’s also important to make clear your expectations regarding the quantity and quality of work required. This ensures both you and your temporary or contractor understand exactly what must be delivered and are on the same page.
6. Be flexible
Finally, while most temporary assignments have a finish date, this can be extended if required. In some cases, an employer may also offer their temporary or contractor a permanent role. Flexibility is, of course, the key.
In short, there’s plenty to be gained from hiring one of the many skilled temp workers out there. Just be sure to plan accordingly using the above tips in order to make the most of this ever growing trend.
Get more tips on hiring in your copy of the Hiring Essentials Handbook.
Join us on social media for the latest jobs and hiring market insights