In a previous blog post, we mentioned that many of our talent work with us both to get a foot in the door for more permanent work and because temporary work offers them the flexibility they want.
No matter what motivates people to take a temporary job, one thing is certain: Once they’re on the job, you want them to have the best employee experience possible. Why? Because it’s really easy for people to network and check into a company’s reputation before they accept a job. With sites like glassdoor.com and vault.com, where current or former employees can anonymously comment about what it’s like to work at your company, your ability to hire great talent (both temporary and permanent) may be on the line.
Good staffing agencies take sourcing and onboarding their candidates very seriously. At Aquent, we meet with clients to make sure we truly understand what they’re looking for and only present candidates we’re confident in. Once we make a successful match, we ensure that the candidates have everything they need to have a productive first day on the job including confirming the dress code and the standard work hours. In some cases we meet our contractors and walk them in so they can find their desk and supervisor, or we provide them with an orientation handbook specifically designed for the company they’ll be working for.
Once people are on a temporary assignment, the usual advice on how to help people excel in the workplace applies, including:
- Offer frequent feedback. If you have a 30-, 60-, or 90 day review plan in place for your new permanent staff, why not do the same for your temporary staff? If you hired them through a staffing agency, invite the recruiter.
- Encourage participation in team meetings. Make sure that you send contractors an invite to all team meetings and encourage them to participate.
- Invite them to socialize. They may not be permanent employees, but personal relationships matter and are often the best way to motivate people to do their best work.
Finding ways to maximize employee performance is important - and it may be even more important when you’ve engaged contractors on short-term assignments. The key is to make sure that you’re providing feedback on their performance and helping them feel like part of the team.