In a place of business, several employees work at a time. Some are recruits who recently joined the workforce, and there are experienced permanent employees. Among these employees, not everyone can be happy with the workplace at all times. Every human being has a different plan for their futures, and it should not come as a surprise when someone wants out of the workforce that they are currently representing. Experienced employees will always have a way of finding better opportunities for them at other firms. Sometimes it’s not the employees that want out of your workplace. Human resources always require analysis of every employee’s track record of how they’ve been performing, be it a job of clerical nature or physical labour in construction. If an employee doesn’t show results that an individual in your company should showcase, an employer must let the person go. The same salary and benefits can be compensated to others who might be eligible to take over the position.

Employees in a workplace might leave for a better offer or maybe asked to leave due to lack of productivity or respect towards colleagues or seniors. But recruiting back employees can be difficult when a required workforce is missing. The time required to fill vacant positions will also take up time from the pending projects that need immediate attention. Time is money. At that time, an employer must have an alternative that gets them skilled people who can complete the tasks left pending by the earlier employees. A temporary workforce can be a light in the dark for companies who have projects on hold due to labour shortages.

What Does a Temporary Worker Expect from The Employer?

You have to be careful whenever you hire a temporary workforce. Temporary workers are alternatives to the more experienced staff in your workplace, which you either had to let go or are on maternity leave, for example. An employer must always make sure that the skills and work experience required to resolve the tasks when there are lesser recruits. If you hire the wrong workforce with a leader who is not adequately skilled at the tasks delegated, you have a team that comprises of people who have very low or no idea about the work to be done. Hiring temporary employees also means that you have to provide specific assistance that helps the workers be confident about their position on the job and accomplish the goals set by you.

Provide Orientations

When you hire a new recruit, you look at the documents they submit and their work experience. This doesn’t mean that a new person at your workplace will instantly get a grasp of the work required to do and provide results the very next day with a superhuman brain. It’s the same with temporary or seasonal employees. Temporary workers are offered directly to you by a staffing and recruitment company. The interview you take will get you info only on the skills that the worker has or the companies that they have worked with. So the first obligation that you have towards a temporary worker is to make them comfortable with the type of work that you expect from your employees. Provide a small orientation or training session for a day or two, explaining the job requirements to the person about the post. Familiarizing the workers with the equipment and machinery that they need to care for. Introduce them to the operators of the various pieces of equipment and other artisans who the temporary worker has to assist as a handyman. Acquaint the worker with the work hazards on your construction site and things like loading and unloading of raw material which can be a hazard during work as well.

Offer Added Benefits

Since construction labour is a physically strenuous job, a temporary construction worker will expect additional compensation for their hard hours of work. Adding a few benefits for your temporary workers will not only make them feel esteemed but will also result in quality work and openness of communication about the project. You can have unique perks at your firm for temporary workers like incentives, paid leaves, and bonuses as a reward for excellent work.

Manage Accurate Work Hours

A temporary employee’s nature of work and duration will be different than the permanent employees in your firm. The temporary employees that you hire work as long as the contract terms apply. In general, a temporary employee will work around the same hours as a permanent employee, which can be around 8 hours a day and 40 hours a week. But the compensations for the temporary workers is not the same as permanent employees. Based on the contract, the hourly rates of a temporary employee may be higher, depending on if the skills that they bring in is scarce or requires expertise which they must possess. The hourly rate may be less than permanent workers if the provincial laws exempt the job role. Which generally is not the case with temporary construction workers. You must calculate the hourly rates and amount payable to temporary employees accurately as not paying proper wages and cutting out overtime payments will make you liable to penalties by the government.

If you’re the one undertaking the hiring process for your firm, you must make sure that you’re approachable by the temps. In many cases, for the first few weeks or months, the temporary employee might not get proper treatment as the other employees receive. The effect of such social isolation will result in the temporary employee leaving. This will again put you to work to get another employee. You cannot continue with the same process every month, so remember that you are the point of assistance and contact for the temps if they have a query or trouble in the workplace. To recruit temporary talent in your workplace, contact Prime Staffing.