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Temporary HR / Recruitment Staff
The use of temporary HR employees on an interval basis has increased dramatically in recent years. By filling the temporary needs of companies and organizations, our consultancy offers a hand selected team of skilled, talented Human Resources experts, employed by us, who are available on a short notice period to fill and carry on a wide range of roles and responsibilities. On a short term basis, temporary employees are an effective way for organizations to meet their HR needs and requirements without the cost and complexity of permanently hiring those employees.
Additionally, we are proficient in efficiently fulfilling immediate or administrative HR positions if your organization requires a long term employee solution.
We supply reliable, thoroughly screened, pre-qualified HR staff members as per your requirements and time need. We take care of the payment and other responsibilities. Our temporary staffing is a great way to handle your overall workload, fill vacancies in your HR department, and facilitate many other HR functions that exceed your full-time staff’s ability to cope with the additional workload.
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Blog on Temporary Staffing by Divya Jiwtani
Staffing is the method of appointing or recruiting of eligible candidates in the organization or firm for specific positions. In other words, it refers to the process of searching the right employee or candidate with appropriate qualifications/education or experience and hiring them to fill a position, role, or job.
In management, Staffing refers to an operation of searching, selecting, evaluating their skills and knowledge prior to offering them specific job roles accordingly. The major aim of staffing is to fill the different roles within the organization with suitable candidates.
What is Temporary Staffing?
Temporary Staffing or also known as Temping is the process of hiring or recruiting of workers for a specified period of time or on a project – basis instead of recruiting them on a permanent basis.
Temporary staffing refers to hiring an employee for a contracted period. These contract or temporary workers fulfill all the functions and responsibilities of regular employees. They can help during increases in demands, or when the organization’s full-timers take vacations or go on maternity leave.
A temporary worker is known as a temp who is on the payroll of a third party staffing company. Temporary Staffing or Temping is a tri-party agreement, between the client company, the third party vendor and the employee who is also known as associate or temp. These temp workers work in the facility of the client companies, but receive their salaries and benefits from the temporary staffing agencies.
Temporary Staffing – Advantages
Some of the major advantages of Temporary Staffing are:
1) Reduces Costs – Temporary employees typically require no benefits, and are therefore less expensive than full-time employees.
2) Easy Termination – If the client company is not satisfied with the employees’ performance, you can simply terminate or fire them immediately without undergoing time-consuming processes.
3) Hourly Payments – Employees can be paid on an hourly basis.
4) Hiring Permanently – A potential permanent worker can be hired for a temporary position in order to check his or her abilities and skills. If a temporary employee has potential he can be hired for permanent positions.
What is a Temp Agency?
Temp Agencies also known as “Staffing Agencies” or “Temp Services” are the companies or firms that provide temporary employees to other companies which are in need. These firms contract with the companies which are in need of temporary, seasonal, part-time, or temp-to-hire workers or employees. Some temp agencies also handle the hiring and placement of a variety of workers in the client organizations, while others focus on niche industries.
Temp Agencies are also referred as the recruitment agencies that specialize in searching positions for candidates looking for temporary work or employment and in filling vacancies for organizations or firms seeking to employ candidates on a temporary basis.
Temp Agencies are the intermediary that connects candidates and companies. Companies often use temp agencies to seek temporary staff to be employed on a project-by-project basis during busy periods. On the other hand candidates use the services of temping agencies when they are seeking work for a temporary period of time.
There is no surety that a temporary role will be converted into a permanent role, in some circumstances, if there is potential in the employee that the company wants then the company or organization might convert a temporary role into a permanent one if it is agreed upon by both parties and there is enough work to justify employing that temporary employee permanently.
Temp Agencies – Advantages
There are many advantages or benefits of Temp Agencies, some are listed below:
- The temp agency is responsible for hiring, firing, drug testing, background checks, screening, and even skills training of the candidates.
- If the temp agency is large and provides full-service, then it will be able to provide last-minute skilled temps or temp employees.
- The temp agency relieves pressure off the company’s internal HR department.
- Most staffing or temp agencies offer recruitment services at lesser costs than that of traditional recruiting agencies.
- Temp-to-hire buyout options make for cheaper onboarding processes.
And, here’s what temp agencies do for their employees or candidates:
- Temp agencies provide free skills training in the industries they serve.
- They offer full-time, part-time, or seasonal scheduling options for their employees.
- They provide short-term jobs that match the skill sets of the employee.
- Temping agencies provide very flexible scheduling options.
- All placements done by temping agencies are completely free for the employees.
- They have opportunities for temp-to-hire employment.
Temporary Staffing Agency vs. Recruitment Agency
|TEMPORARY STAFFING AGENCY||RECRUITMENT AGENCY|
|• It focuses primarily on the placement of temporary employees or workers with a limited scope and term of work.• Employees are hired for a short period of time on contractual basis.
• Temp agencies usually attempt to fill an urgent need for a company.
• A majority of the positions that are offered by the temp agencies are of entry-level and light industrial in nature.
• A Temp Agency’s interview process tends to be short and fairly superficial as they need to hire the people at a fast pace.
• Employers working with Temp Agencies want candidates who can do the job. They don’t bother over their skills and talents. They just want their work done on time.
• A temp agency will find you work quickly; it probably isn’t going to be the job of your dreams and won’t last longer than the contract signed.
• They mostly work with manufacturing or warehouse companies who need extra labor for a short period, such as during the holiday seasons.
| • Recruitment agencies, on the other hand, are focused on employing workers or employees on a long-term basis. • Employees are hired on a permanent or long term basis.
• Recruitment agency also offers temporary work. But unlike a temp agency, they provide a much wider range of opportunities including longer placements.
• Recruitment Agencies, on the other hand offers all levels of positions varying from organization to organization.
• A Recruiting Agency’s interview process is usually longer and more in-depth as they are more focused on getting the right candidate.
• Employers working with Recruitment Agencies want not only qualified candidates in the job, but also someone who also has the potential to stay and grow with the organization.
• A recruitment agency will certainly land you on your dream job which is going to be permanent.
• They work with a wide array of industries, including administrative, light industrial, engineering, technical, and management.
Companies in a variety of industries can benefit from temporary contract employment to boost production, alter workflow, and screen candidates for full-time positions. With a few significant changes, temporary contract employment is similar to most typical hiring processes. It’s critical to comprehend the distinctions to make informed hiring judgments. We define temporary contract employment, explain the difference between temporary employees and contractors, describe why you could recruit a temporary employee, and provide tips on how to hire contract employees in this post.
What exactly is a temporary contract job?
When an employer engages a person for a set amount of time, which is determined by a legal contract, this is known as temporary contract employment. Employers can recruit temporary contract staff on a short-term or long-term basis, depending on their needs. For example, they could hire a temporary contract worker to fulfill a critical task for the company or create a new role to provide additional support to the workforce.
What’s the difference between a contract worker and a temporary employee?
Contractors and temporary staff members are two forms of external employees you might hire for your organization. Companies frequently categorize temporary employees as normal staff members, according to the US Department of Labor, which means they earn an hourly rate on a W-2 tax form and may be eligible for benefits such as healthcare insurance or vacation days. They can work full-time or part-time and finish the terms of their services in as little as a few weeks or as long as a year.
Self-employed individuals hired for a limited time to execute a task or fill a position are known as temporary contract workers. Companies sign a contract establishing their salary and work obligations instead of a W-2 tax form, and contract workers calculate their state and federal taxes themselves using 1099 forms. Some companies may provide official perks or additional resources to contract workers, such as access to company facilities.
Why would you hire a contractor or a temporary employee?
Temporary employees and contractors offer a variety of advantages to a firm or organization, including:
Cost-benefits: Temporary employees and contractors usually perform specialized jobs and require fewer long-term services. These circumstances may aid the organization in improving budgeting operations and reducing resource use.
Meeting specialized needs: You can discover and hire candidates with specific skills to meet seasonal or temporary job obligations, such as an accountant who only works during auditing season.
Increasing the quality of your work and productivity standards: Additional personnel can assist the organization in distributing fewer work assignments to more individuals, allowing you to raise the quality of your work and productivity standards. This could also help team members achieve a better work-life balance.
Streamlining future hiring processes: If you need to hire a temporary employee or contractor in the future, temporary or contract employment allows you to avoid going through another lengthy hiring procedure, potentially saving you time.
How to Hire a Contract Employee temporarily?
You can use a specific structure to find the right candidate if you decide to hire a temporary contract employee yourself. To effectively hire a contract employee, follow these steps:
- Determine the company’s requirements.
Examine whether a contract worker or a temporary employee can better satisfy the company’s preferences and needs than a full-time employee. If you need someone to help with lesser or more fundamental office tasks, consider hiring a short-term or long-term temporary employee. This is a useful choice if a staff member is taking a sabbatical or a planned leave of absence. You could want to engage a temporary contract work if you need someone to complete a specific task, such as making graphic designs for a leaflet or maintaining a computer server. Because this personnel usually have a particular skill set, they may simply need training on corporate regulations and procedures, rather than the role or its responsibilities.
- Compose an enticing job description
A successful job description gives candidates the details they need to know about the positions they’re applying for, as well as information that will help them decide if they’re a good fit for them. Use the job description to specify whether the position is for temporary or contract workers, as this information about pay and perks can attract different sorts of individuals.
When writing a job description for a temporary contract worker, aim to include the following elements:
Create a job title that defines what position employees are applying for and gives them an idea of the obligations they can anticipate fulfilling the role, using industry lingo.
Include extensive bullet points about daily activities and other essential information in a short language in the job responsibilities outline. Include any physical characteristics as well as the equipment they’d utilise.
The following is a description of your ideal candidate:
To assist job seekers in deciding whether or not to apply, list preferred skills, work experience, and background information for this position. Any industry you wish to embrace for the first time, such as adding social media components to a marketing team, should do some research.
Timeline for employment: Include the dates on which you expect the candidate to begin and end the role. It’s also a good idea to mention whether the opportunity is ongoing or has the potential to grow into a full-time position.
- Identify potential applicants.
To maximise the number of candidates you receive, post your job description in multiple places, such as various employment portals. Many temporary contractors, for example, post their resumes on freelancing job sites or hunt for positions on industry-specific job boards. You can also post the description on the company’s social media sites, reach out to surrounding institutions to see if they can recommend students or grads, or get permission to distribute fliers in the community. Many firms choose to engage outside temporary staffing services to discover qualified workers in order to simplify and speed up the hiring process. These companies hire their own personnel to fill temporary roles in areas that are a good fit for their expertise. They look over all of your application materials, give candidates the necessary training and onboarding, and manage their payroll paperwork.
- Select the best candidates
Select 10 to 20 people that appear to be strong contenders for the job and restrict the field to a smaller group of candidates to interview. Contact them via email or phone to ask a series of questions to see if they have the necessary abilities and work experience to do well in the position.
Consider the following questions to assist you in locating and screening qualified candidates:
What makes you want to work in this position?
Which of your top three core strengths are you most proud of?
What is the best way to define your work ethic?
- Conduct final interviews with your chosen candidates
You can conduct one or two rounds of interviews, depending on your preferences. Because you’re recruiting a temporary employee, it’s a good idea to analyse their capacity to adjust to changing environments. It’s crucial to understand how they’ll handle a temporary job because contract employees can often adapt to workflow and corporate regulations faster than internal employees.
To ensure that you have enough time to discuss the issues you wish to explore, try to arrange each interview for 30 minutes. If you want to hire a candidate as a full-time employee in the future, it’s a good idea to find out whether they’re interested during the interview.
You might want a temporary employee or contractor to have the following skills:
- Create a contract that includes a job offer.
If you recruit someone personally, the next step is to offer them a contract after interviewing and selecting them. Include the position’s duration, work hours expected, responsibilities, and the money you’ve agreed to provide. Additional conditions may apply to temporary contractors, such as who is responsible for travel and supply expenses, or any tax-related procedures. Additional requests or criteria, such as a preferred form of payment, may be made by contractors.
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