The number of workers on a temporary or contract basis has risen significantly both in Australia and internationally in recent years.
And now, due to the coronavirus, hiring temporary employees is a risk-free and flexible way businesses can build their workforce as they find their feet in a new “covid-normal” world.
When are temporary workers most appropriate?
Traditionally, temporary workers are most commonly used for roles that are affected by demand fluctuations. However, we have seen a shift in recent years in more traditionally permanent focused industries – such as insurance and wealth management. An industry which is dominated by permanent positions, simply because businesses do not think about temporary and the benefit it can have to the business.
Temporary staff can be useful across industries in different circumstances. If the company is trying something new, for example a newly created role, it can be useful to try the person in the position first and make sure it maximises the productivity in the business. Alternatively, if employers are unsure of project demands or workloads over the next 6-12 months, temporary staff can be an option. And particularly in regard to COVID-19, temporary employees are a great way for a business to find its feet in the new “covid-normal” world.
If chosen correctly, hiring a temporary employee can have many benefits for both the business and the candidate. Plus, there is always the option to make the employee permanent and bring them onto your books!
How a temporary employee can benefit your company
Hiring a temporary employee can help companies manage their head count and reduce administration work. It can also act as a ‘try before you buy’ for both parties. The benefit to both the client and candidate is that they can 'test the waters' before making a long-term commitment.
Temporary employees give companies the opportunity to be supplied with skills and experience that they do not usually employ or have experience with. Furthermore, the employees do not go on the company’s books and therefore no time or money is used up in administration processes and costs. Instead, with temporary staff companies are sent an invoice payable at an agreed time frame and therefore do not have to pay the candidates themselves on a weekly basis or offer any leave entitlements. It also gives companies the opportunity to put candidates through a prolonged probation period before committing to offering permanent employment, which means they are better able to carefully select their workforce.
Be careful how you recruit
If you do go down the route of temporary workers, it’s important to ensure you engage a recruitment firm that treats the employment of a temp as a critical task, and approaches with the same approach as any senior role within a business. A focus on screening, selection and continued engagement will mean better results for the company who has taken on the temps. If performance exceeds expectations, it is a good idea to offer the candidate a full-time position as to retain them in the business.