The hiring process right from the onset to finish can be overwhelming. Though corporate employees had a structure in place when in the process of recruitment, the structured methodology won’t work out when you need temporary labourers. In the manufacturing sector itself, more employers are turning to hiring temporary workers rather than fixed workers. This is because fixed workers sent by an agency every time a project comes up costs more. If you are already planning to choose temporary workers for your limited requirement, you are on the path of making the right choice. But with immediate requirements, it becomes difficult to find the right people. Let’s look into the standpoint of saving your time during the temporary hiring process.
The key element in the recruitment of temporary labourers is that employers and department managers should source labourers through existing employees. Employers and the operations staff can get together with the Human Resources team and discuss the essentials of the vacancy for temporary labourers. The existing workers in the sections of the hierarchy can then tap into their official and community networks to get new temporary hires. Moreover, you can come across several inputs from existing employees about the open position. Another aspect of recruiting temporary labourers and saving time is that that all can apply for these internal job postings. Once the job is complete and salary earned, they can switch back to their normal work as fixed employees. Such lateral possibilities and moves must be encouraged by company owners, managers, back-office operations, and the Human Resources department.
When you propose a posting in the company for temporary labourers, you must analyze the dos and don’ts of hiring temporary labourers. Either have a set of standards or take input from your company networks. The main point that should be taken care of is that the advertisement or pin-up on the company notice boards should have a clear and elaborate description of each open position for temporary labourers. The more specific the job description, the recruitment will be more immediate. A job description which is more defined will hit the target faster. In simpler terms, the recruitment manager must confine the job description to be thorough and do justice to the vacant positions. Don’t use ambiguous and redundant language in the job description in the bid to welcome many candidates at the point of hiring. Temporary labourers come from all walks of life, so express the job opening with clarity and in a well-defined language, directing the reader to take the next right step.
Almost all the time and everywhere, the first round of interviews is time and energy-consuming. If the candidate criteria are not met, it is easy to immediately oust that application. Check employee referrals first. Check the candidate criteria for those referrals that came in, so that from that wide selection, you can narrow down to the suitable candidates that suit the job description for temporary labourers. The finalized referrals must pass on to the other rounds of interviews. Once the referrals are done, let the recruitment executives scan another wide selection of resumes from the pile of emailed resumes or resumes that are handed over from other sources like couriers, job fairs, online portals, private hiring agencies, and so on. These lists must also boil down to a list of suitable candidates for the first round. This eliminates time, energy, money, and a vague sort of interviewing for other rounds in the temporary hiring process. Look far and wide, but look for the impetus for streamlining the apt candidates. Handle your resume screening and first-round screening tactfully and meticulously. These tips will speed up the hiring process and save you much time.
There are structural norms that the hiring department follows in line with business requirements. If you are flooded with resumes and can’t be adept at skimming through them, delegate work for resume reviews. This way you may bypass those candidates who are lacking in maybe subtle criteria, otherwise suiting the job description. The mild loopholes can be covered in training if a supervisor or a person at the helm is already selected. Temporary labourers may get a hands-on practice from their higher-ups, in case they only don’t know information such as timesheet variations, equipment stock deficit handling, administrative work, and so on.
When the business requirements are well-studied and the projects are at hand, conduct informational fairs, seminars, workshops, and interviews at different venues for different areas within the organization. Holding such sessions, you can get a pool of skilled temporary labourers who are versatile and know how to handle more than one job. An example of such temporary workers are packers and movers. By organizing, putting out ads, and arranging for meetings and warm-up expeditions before the job opening goes public and official, the informative sessions held will bring in talent pertaining to different job classifications and company divisions. You can then develop your talent network when a job vacancy is in the pipeline.