In the nearly 19 years since I started working in recruitment(I still cannot believe this number), I have seen the use of temporary workers within companies evolve. It used to be that temporary workers (temps) were employed purely for holiday, sickness, or maternity cover.

I remember in the early days of my career, we would have a big board on the wall of the office, with all the days of the year marked out, so we could mark up when our clients would be looking for temporary cover for holidays or maternity leave.

These days, while temps are still used for holiday, maternity, and sickness cover, many companies also use temps to cover permanent vacancies. This could be because they have not found the right person yet to fill the vacancy, in which case they employ temps to cover the position until they manage to fill it.

It is not just the attitude of companies to hiring temporary workers that has changed: the attitude of the workforce to temporary working has shifted too. Not so long ago, temps were perceived as being low-skilled workers, but that stigma no longer holds true. Flexible working has become increasingly popular, and more and more skilled and talented workers are choosing contract and temporary work over a permanent position.

These changes, along with enhancements to the employment rights of temporary workers, mean that the expectations of temps have changed. Here are three things you can do to ensure that hiring temps goes without a hitch.

One: Be Organised 

When you need holiday or maternity leave cover, give your recruitment agency the dates as soon as you can. That way you won’t be in a panic, and I will be able to find the best candidate for that role. I can usually find someone at short notice, but they will be much better prepared if they know in advance what company they are going to work for and what is involved in the role. The better briefed they are, the less time they will have to spend catching up while in the role.

Two: Look after your temps.

With the shift in attitudes, there are many more temp jobs in the marketplace, and temps are likely to move to where they are most valued. Choice means you have to find ways to ensure that they choose to work for you.

It makes sense to treat them well and pay them properly. Some agencies still don’t pay temps a proper rate: I pay the temps I place a minimum of £9 an hour, because I value them.

Three: Treat the temps in your business the same way you treat your permanent staff.

Gone are the days when temps would sit in a corner by themselves at lunch, while trying to ignore plans for office parties they would not be invited to. Include your temps in internal events, and involve them in whatever activities permanent members of staff are involved. This speaks to your brand, and means the temp is going to speak well of you outside of work. And if a permanent vacancy becomes available in the future, you will already know what they would be like as a permanent employee. Previous temps make great future permanent employees because you know them, and they know you and your systems. And if you have treated them right, chances are they will want to come and work for you. Meaning you will have filled a vacancy without the usual costs and hassle. I Can’t believe I have just talked myself out of placement fee!

While the world of temporary work has shifted over the years, my eye for quality candidates is as keen as ever. If you want to have a chat about how to find temporary workers who’ll be a great fit for your temporary vacancies and for your business, give me a call on 07510 051781, or drop me an email at enquiries@valeco.co.uk