The temp industry is booming. In the U.S., the temp industry creates an estimated $42 billion annual revenue and employs roughly 500,000 workers. Similar numbers are seen in Canada, where the combined income of temp agencies and outsourcing firms comes to about $1 billion per year. This workforce segment has been growing in recent years as more businesses look at alternatives to hiring full-time employees. From software developers and engineers to construction workers and sales representatives, many roles can be filled on a short-term basis through a service like a staffing agency or talent supplier. This trend isn’t going away anytime soon either; after all, the advantages are obvious: Temporary workers are less costly than permanent employees; they’re great for peak periods when you need extra support but don’t want to hire new staff members permanently; they’re ideal for contractors who work with your company on a project-by-project basis, and they also work well for roles that require specialized skills such as marketing consultants or graphic designers that have unique services you don’t always need full time.
What are the risks of using a temp agency or outsourcing firm?
The biggest risk associated with using a temp agency or outsourcing firm is being forced to hire the workers they send to your business. If you use agencies to hire employees who are not, agency workers can violate the Worker Adjustment and Retraining Notification Act (WARN). If a company that you use to hire workers fails to pay their employees on time, you will be legally responsible, regardless of whether you knew the employees weren’t being paid or not. This could lead to a lawsuit if the workers hire an employment lawyer, costing your business significant time and money. Other risks associated with using a temp agency or outsourcing firm include discriminatory hiring practices, a lack of employee training, and a lack of consistency in the quality of work.
How to find a reputable temp agency or outsourcing firm?
Here are some things you can do to ensure that the agency or outsourcing firm or Labourco you are considering hiring is reputable: – Get referrals from your industry peers and check online reviews – The Better Business Bureau maintains a database for companies that have been in business for at least three years. You can see the number of complaints filed against any company and read the details. – Ask to see the agency’s licensing and insurance documents – Ensure they are licensed to do business in your state and have workers’ compensation and liability insurance. – Check the agency’s references – Ask how long they have been in business, how many workers they currently employ, and how many clients they work with.
How to find and hire good temp employees?
You must be picky in your hiring process if you want to find quality employees through an agency or outsourcing firm. To find great temp workers, consider the following tips: – Have a clear job description – This will help you identify the best candidates for the role and weed out those who aren’t a good fit. – Use a hiring partner – Hiring managers typically hire for themselves. If hiring through an agency, have someone you trust review your candidates’ resumes and interview notes. – Ask the agency or outsourcing firm to recommend candidates – Some companies require that you only use their internal employees, but many will also recommend external candidates. – Review the candidate’s resume for accuracy – Check for inconsistencies in the resume and make sure the candidate’s experience is relevant to the job you’re hiring for.
How do you use temp workers responsibly?
Once you’ve found the right candidates and hired a temp worker, you can do a few things to ensure they are treated well and are happy in their role. – Communicate any and all expectations upfront. If a part is project-based, be clear about how work will be evaluated and how you will communicate with employees. If a role is ongoing, let the worker know how often you will communicate with them, how you will provide feedback, and what type of relationship you expect. – Make sure the temp worker has the tools they need to do their job well. If they are in a small role, ensure they have the necessary technology to do their work. – Give feedback at regular intervals. If a worker is in a small part, check in with them every couple of months or so to give them feedback about their work so far. – Be generous with praise. Praise workers for doing a good job and being good team members.
Conclusion
Temporary employees are a critical part of every operation, especially seasonal or cyclical ones. These employees are often necessary due to a lack of available talent in the marketplace, company expansion or contraction, and crises. The dangers of using temporary employees are minimized when hired by a reliable agency that provides consistent and quality workers. When an organization hires from this type of agency, they hire not only a worker for a specific assignment but also a long-term employee for future assignments. Nevertheless, hiring from an agency is not without risk. There is always the possibility that an agency will not deliver the quality of workers that an organization expects. To minimize this risk, it is important to hire from a reputable agency and have clear hiring and supervision policies to treat all workers consistently.
