Category: Clients

The Benefits Of Bringing In Temporary Workers

“Help!” you shout on the phone to a local staffing agency.  “We’ve hit our busy season and need more bodies here. Fast.”

Bringing in a temporary worker (a “temp”) may be the right solution for you.  They can fill a gap quickly and there’s no long-term commitment involved.

Temporary Staff Versus Contract Workers

There may be some uncertainty over the terms “temp” and “contract worker.” To clarify, temp generally refers to a temporary worker you retain through a placement agency or personnel firm.  A temp is brought into your workplace for short assignments.  These engagements can range from a single day to several months.

Temps are paid by the staffing agency that represents them. Your firm contracts directly with the agency, not with the temp.  It is up to the staffing firm to pay the temp’s salary, deduct for taxes, and do the associated paper work.

When To Consider Using Temps

Over the years the role of temps has broadened.  Early on they were mainly lower paying positions, such as administrative assistants.  These groups are still among the most popular temp roles. However today you can find temps to do accounting tasks, marketing functions, and other higher level duties.

Unsure as to when a temp would be appropriate for you? How about when one of your employees suddenly gets sick for a week or two.  Or a key customer moves their deadline up on a big project you don’t quite have the staff on hand for.  Temps also come in handy if a staffer quits with little notice, is on holiday while you need work done.

An obvious advantage of using temps is their flexibility.  You can bring them in with little lead time, then stop using them right away as your need for extra workers subsides. Here are some other positives:

  • Relieves your existing staff from being over-burdened and burned out
  • Temps can be brought in to do specialised work your existing staff may not be qualified (or willing) to do
  • Enables you to meet project deadlines and handle extraordinary business demands, thereby increasing your bottom line
  • Since the staffing agency is the actual employer, you don’t necessarily have to increase headcount in order to employ more workers on occasion
  • If you’re impressed with the temp’s performance, there may be an opportunity to hire them on a permanent basis (this is an arrangement you would have to negotiate with the agency that represents them)

How To Get The Most Out Of Your Temps

Another nice thing about temps is that the staffing agencies they work for may provide them with updated training.  The result for you is better productivity.

You’ll still have to put aside time for basic on boarding though.  To ease your temp into their role, ensure that you assign someone who’ll be responsible for the temp’s experience at your firm.  Have your assigned employee show the temp around, familiarise them with their equipment, and explain procedures.  This employee should also outline specific expectations and be available to answer questions.

An experienced temp is used to popping in and out of workplaces.  Yet you can make their stay with you more enjoyable – and hopefully more productive – by showing that you appreciate them.

If possible, instruct your employees to greet temps in a friendly way, treating them with respect at all times.  And respond to a temp’s inquiries or requests promptly.  Although a temp may be with you for a short time only, you and your employees can make it worth every moment.

Author: Mark Swartz is a Canadian Workplace Specialist

How Brexit Is Impacting Your Hiring Strategy

With just under a year to go until Brexit, 96% of HR professionals and recruiters say that Brexit is already having an impact on their hiring strategies. Almost 50% of which envision a ‘big’ or ‘huge’ impact is still coming.

This new research comes from the first of LinkedIn’s quarterly Recruiter Sentiment Survey, which will track in-house HR departments’ and agency recruiters’ confidence in their ability to fill available roles, reflecting the trends they are seeing in the marketplace.

Brexit taking its toll on hiring

According to respondents, the top factors impacting hiring strategies as a result of Brexit are; the availability of talent, business uncertainty, the reluctance of candidates to move to the UK and competition from international businesses.

As Brexit negotiations continue, recruiters are seeing a negative impact on international hiring into the UK. Some are seeing a decrease in hiring from core European markets; with 37% of recruiters seeing a decrease from Italy, 35% from France, 35% from Germany, 32% from the Netherlands, 29% from Spain and 33% from other EU 27 countries over the last quarter. But it’s not just the EU, recruiters are seeing a decrease in hires from South Africa (27%), Canada (27%), Australia (26%) and the USA (25%) too.

Based on their conversations with candidates, over two-fifths (44%) said the UK is now less attractive to EU 27 candidates, and a third (28%) to the rest of the world. London, in particular, could be losing its appeal as a result of Brexit, with recruiters feeling the biggest impact on hiring – 54% say it’s having a ‘huge’ or ‘big’ impact and 39% said reluctance of candidates to relocate to the capital was a factor in this.

With just under a year to go until we officially leave the EU, it’s clear that this is one of the biggest factors impacting hiring strategies. With less international talent looking to the UK for career opportunities, the war for talent is more competitive than ever as the UK labour market tightens.

This means there is a huge opportunity for businesses to focus on their employer branding efforts – to make their voice heard and their brand name known. Only then will they be able to attract the top professionals – at home and further afield. The sectors which are feeling the biggest impact on hiring as a result of Brexit – according to talent professionals – are healthcare (13%), manufacturing (11%), construction (11%), education (11%), banking and finance (11%) and retail (10%).

Recruiters are still confident

Despite concerns about the impact of the Brexit vote, overall confidence amongst talent professionals is relatively high. What is found is that 71% feel ‘very’ or ‘extremely’ confident about their ability to recruit the right talent, and almost 50% have seen an increase in hiring over the first quarter of 2018. Over two-fifths have seen no change in hiring rates.

For those who have seen an increase in hiring, the main reasons behind this have been: business growth, more vacancies. more suitable candidates on the market and sector-specific needs. Sourcing and hiring candidates from a diverse range of backgrounds is a ‘major’ or ‘big’ priority for recruiters, according to 56%.

Three tips to help you counter the Brexit effect

There are three important steps you should be taking to address the talent challenges you might face after the Brexit vote.

  1. Ensuring that long-term hiring strategies and workforce planning are aligned with business priorities is vital. HR teams should be leveraging workforce insights and data to ensure that in combination with their recruiters’ instincts, they make informed decisions and plan to hire talent not just for skills their business needs now, but will need in six to 12 months’ time too.
  2. Make more of what you already have, and think about how you could upskill your existing team to ensure that your business is well equipped to navigate the more competitive external hiring landscape. Think learning and development first.
  3. Elevate your brand beyond borders. Make it appealing to the talent you need now, and in the future, to ensure your access to the talent pool you need, from the UK and abroad, is maintained.

About the author: Jon Addison is the Head of Talent Solutions at LinkedIn UK.

Feedback to Candidates

How to Give Honest Feedback to Candidates

Job-seekers are routinely advised to seek feedback when they are not successful in securing a role for which they have interviewed.  Feedback is the communication to an applicant who has been unsuccessful in securing an offer of employment for which they have applied, with information about the reasons they have been unsuccessful. It may also include suggestions as to how the candidate may improve their interview technique.

Feedback may be provided on request from an applicant or given automatically to all unsuccessful applicants. If a candidate seeks feedback you don’t have to oblige but given the importance of the employer brand, you may choose to do this for at least some candidates. Providing relevant interview feedback is the final part of the recruitment exercise is and should leave a positive impression of the company.

Candidate experience

The candidate experience is key and social media could mean that reports will be posted far and wide by interviewees. Some of the people interviewed will work for competitors or go on to work for them, or for customers. You don’t know where a candidate will find their new role but you do want them to speak well of your organization.

Interviewing managers may be busy but the candidate took time to interview and will be disappointed if there is no personal feedback. Constructive feedback may make all the difference for their next interview. Bear in mind that some candidates may be suitable for future vacancies so keeping them in the loop is useful.

Disappointed candidates make well post about their interview experience and if they perceive their experience to have been negative the comments they make may leave an adverse impression of the organization to be found by other candidates doing pre-interview research.

Three top tips

Depending on the role and how they performed at an interview, feedback is likely to be based around:

  • How well the candidate met the job requirements – mention strengths, as well as weaknesses and stress the particular areas the organization is seeking to cover
  • How the interviewer thought the candidate would fit into the team/culture
  • How the candidate rated alongside other applicants – let the unsuccessful applicant understand that they were less successful in a strong field

Try to offer constructive feedback on skills or interview technique as these are things that the candidate can aim to improve. Honesty is important and tries to be specific and realistic. If a candidate was not as strong as others who interviewed then give that as feedback. Good feedback provides the applicant with the means to move forward with their career plan.

If you decide not to provide feedback, for some reason, it is important to be transparent; give the reason why it will not be provided.

Moving forward

Some applicants may seek detailed personal feedback to assist them with future applications; an interviewer may feel that they cannot meet such expectations due to the pressure of resources and time, but efforts to offer comprehensive feedback as far as possible will be appreciated.

You may be able to give advice on how an applicant could improve in any future applications, may be able to suggest alternative routes by which the applicant could secure a suitable role or information about other vacancies.

10Eighty would advise that feedback should be offered which states the reason for rejection and what the applicant needs to do to move forward. Good feedback will enhance the reputation of the organization and improve the applicant experience.

Author: Liz Sebag-Montefiore is a Co-Founder and Director of 10Eighty.