Things to consider when bringing in temps
Work is piling up, and employees are at the breaking point or breaking the budget with overtime requests. A supervisor suggests bringing in a temporary worker, but will it help or just add to your staffing woes?
Using temps can increase flexibility in your workforce, provide for short-term coverage, simplify the hiring process, and even let you try out a worker you might later decide to hire. But do your homework before proceeding.
7 factors to keep in mind
Consider the following factors when bringing in temps.
1) No expiration date. There is no maximum length of time a temp can work for your company. A temp could be assigned to your company for years without creating an obligation to hire the person as your employee.
2) Lack of team unity. Your employees might question whether getting to know their new coworker is worth the effort since temps are, well, temporary. Some employees may even worry that you’re planning to outsource their jobs. Explain why you’re using temps.
3) Lack of continuity. Some people work for temp agencies while searching for permanent full-time employment. Other temps are students. If your temp gets a job or a new class schedule, you’ll start over with a new temp.
4) Workers’ compensation. The staffing agency you partner with usually provides this coverage. Check the service agreement, though.
5) Safety. According to OSHA, host employers and staffing agencies share responsibility for worker safety and health. Problems arise when both assume the other is providing the safety training.
6) Training. Hiring a temp with the needed skills reduces training time, but they still need training on how your
company does things. That must be repeated for each temp, which could take more time than hiring one permanent employee.
7) Cost. You’ll save money on benefits, but pay a fee to the agency.
7 tips for supervising temps
If you do bring in one or more temporary workers, you can increase the chance that the relationship will be successful by taking the following into account:
1) Be clear. Provide the temp with a specific job description and clear expectations.
2) Give them a chance. The temp may be an expert in the specific skills the job requires, but will likely need time to adjust to the specific way things are done at your company.
3) Keep them in the loop. Include temps in meetings and emails that directly relate to the projects they have been assigned.
4) Make them feel like a part of the team. Invite them to the conference room for a piece of another team member’s birthday cake or to join your group for lunch.
5) Take them seriously. Temps observe the best and worst in lots of workplaces. They may have valuable suggestions about how to improve yours.
6) Remember the rules. Workplace health and safety rules, as well as laws concerning harassment and discrimination, apply to everyone in your workplace, including temps.
7) Replace them (the last resort). If, after making a reasonable attempt to resolve problems that arise with job performance or how the temp is fitting in, you have the right to ask the staffing agency for a different employee.
Judy Kneiszel is an associate editor with J. J. Keller & Associates, a nationally recognized compliance resource firm. Kneiszel specializes in business topics such as recruiting and hiring, onboarding and training, team building, employee retention and labor relations. She is the editor of J. J. Keller’s SUPER adVISOR newsletter and Essentials of Employee Relations manual. For more information, visit www.jjkeller.com/hr and www.jjkellerlibrary.com.