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Treat your temps like part of the team, says Hays

Updated: 01 Mar 2014
More businesses are turning to contract and temporary workers, but employers need to properly nurture this flexible workforce if they are to gain the most value from it, advises recruiting experts Hays in Hong Kong.
According to Marc Burrage, Regional Director of Hays in Hong Kong, the use of temporary assignments is rising. “Contract and temporary assignments allow employers to overcome current skills gaps, fill a short-term staffing need or assist with special projects without the commitment of a permanent hire. For candidates, such assignments are a more flexible option as they can choose what they work on and when.
“But if you are to get the most out of your temps and contractors, you need to build good relations with them. By treating your temps as part of your team rather than an outsider and providing the appropriate induction, they will feel connected and be able to quickly access the appropriate resources, policies and processes. Ultimately they’ll be more productive and produce higher quality results.”
According to Hays, this includes firstly explaining each team member’s role and their specialities. “Do the same for your temp or contractor – tell the team what the temp’s role will be and their previous experience. The faster everyone in the team gets to know each other, the quicker trust builds and communication barriers come down making everyone work more effectively,” says Marc.
“Secondly, you need to impart the necessary internal knowledge. This includes explaining to your temp or contractor when and how people should communicate and with which tools. It also includes identifying the knowledge required to perform their assignment, from where to find the information they need on shared drives and websites as well as the relevant processes and policies. Also, give them the context of the tasks you set out for them so they can understand the bigger picture.
“If another team member is required to deliver this knowledge, set an appointment for your temp’s first hour or two. 
“You should also clearly set out the objectives of what your temp or contractor is to achieve. This allows your temp to monitor their own progress and creates shared accountability for their performance.
“Temps by their very nature hit the ground running, but these simple steps can help ensure their productivity is maximised from their first hour in your workplace. It also builds confidence and competence at the commencement of the assignment, which ultimately ensures you gain the best value from your temp.
“By treating your temps and contractors as part of the team and imparting the appropriate knowledge you may also encourage them to stay around if a permanent position arises or if another temporary assignment or contract comes up in the future. This has obvious productivity benefits.”

Hays, the world’s leading recruiting experts in qualified, professional and skilled people.

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