Temporary working is growing significantly in popularity. More and more companies are employing temporary or contract–based employees in order to increase capacity during busy periods, to cover maternity leave or simply to help out with special projects.
Temping is no longer confined to secretarial or administrative roles. Employers are looking to take on temporary members of staff for a whole range of positions, from manual workers to senior managers.
And temporary workers can enjoy numerous benefits, including increased flexibility, the ability to choose their working hours to suit their personal lifestyles, and more time for studying or looking after the family.
This improved potential for work life balance is further enhanced by the fact that many workers often find temporary work much less stressful than a permanent position. Finding temporary work in itself is often less stressful than finding a permanent role. Shorter contracts make for higher turnover of employees, meaning that positions are often much easier to come by, and there is generally less competition for the role.
There are career benefits to be gained too. Temporary workers are often exposed to a higher number of industry sectors, company cultures and working practices – in a shorter period of time – than their permanent–worker counterparts. This can provide fantastic work experience, with opportunities to learn quickly from a variety of work approaches, thereby enhancing and accelerating future career prospects.
Temporary employees can also utilise temporary work assignments to try out or ‘test–drive’ jobs or careers before making a commitment to that particular route forward.
And last but not least are the higher rates of pay that temporary workers can enjoy – often around 10% more than the equivalent permanent salary. Furthermore, temporary workers will get paid for the extra hours they work, so if they find themselves still in the office at 8pm – at least they know they’re being paid for it! Temps are also entitled to holiday pay: up to four weeks paid holiday per year, as well as conditional entitlements to sick pay.
For employers looking to take on temporary workers, or to improve their approach to temporary employment, the following tips may be helpful:
– Invest time with your recruitment consultancy to ensure they understand your specific business needs. This is really important if you are to receive the level of service that you deserve.
– Ask the agency to visit your premises, to find out as much as possible about you and your company and the skill sets that you are looking for in a temp. If possible, create an induction checklist that you can forward to the consultancy. This could also save time on the temporary worker’s first day in the office.
– Build a good relationship with your recruitment consultancy, with the potential for long term development. Make sure they also have access to the key decision makers within your company who will be working with the temporary staff.
– Provide your consultancy with regular and detailed feedback on the workers they send to you. This provides them with the opportunity to put things right if you feel that standards are slipping.
And finally, make your temporary staff welcome and ensure that permanent employees also understand the value of their shorter term colleagues. Temporary workers can add a huge amount to the workplace. Show them respect and everyone could stand to gain!
For further information contact Cliff Sewell or Philip Hill at Sewell Moorhouse – an independent and specialised accounting, financial and administrative recruitment consultancy based in Sheffield, Doncaster and Leeds.
REAL BENEFITS TO TEMPORARY WORKING