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Whether you are the owner of a small start-up company or the HR
manager of a large firm, the thought of hiring a contingent worker
is likely to have crossed your mind.
The squeeze on budgets continues the same as it has for well over
a decade. Whereas everybody wants to expand their scope while increasing
their bottom line, adapting to variable market trends is still the
order of the day. In some organizations this means the hiring of
new staff and for others this means a decrease in their labour pool.
Either way, HR managers have had to find flexible staffing solutions
and as a result, the demand for a skilled, reliable contingent workforce
has risen.
Contingent workers cover a diverse group of employees and staffing
situations, from Temporary and Contract Workers to Project Staff,
Leased Executives and PermaTemps, the list goes on.
However, when employing contingent workers, it is important to
understand their role in your company. While they are indispensable
members of your team, they are not your company's employees and
therefore, operate within a different management structure.
Below are some basic "best practices" to help ensure
your experience with temporary staff results in the best possible
outcome for your organization, the staffing service and the employee.
- Have the staffing service coach
or counsel a contingent worker on job performance.
It is one thing to point out a procedural protocol to a
new contingent worker, but it is another to give them an
evaluation. Marcie Ellison, Vice President of The Personnel
Department's temporary division advises "the staffing
service should be calling you. If there is a need for a
performance or corrective review, it is the responsibility
of the service to address it." Otherwise, contact the
service to request a review and tell them why it is necessary.
- Let the staffing service negotiate
the rate of pay.
This issue is best addressed with the staffing service.
The staffing service's account manager uses input from you
to establish rates of pay and will handle all communications
regarding pay raises for the contingent worker.
Contingent workers are regular staff of the service and
as such, have their own agreements with respect to wages.
When you begin negotiating with the contingent worker, you
become a de facto employer and can run into difficulties
in defining the "employer" if there is ever a
dispute.
- Express your needs for skills
and let the staffing service do the training.
Staffing agencies often have training and upgrading programs
available to their field staff. If specific training is
required for a job, the staffing service will work with
you to identify and implement the best training program
for the contingent worker.
- Refer any requests for personal
time-off or vacation to the staffing service.
Contingent workers will request time off through their staffing
service manager who will then contact you regarding coverage
prior to approval being given. If temporary employees approach
you, simply refer them back to their staffing service manager.
Your primary relationship is with the service, and so is
the employee's.
- Discuss job opportunities with
the staffing service.
In this era of talent shortages, it is best to discuss job
opportunities with the staffing service. Often the best
contingent worker is not the best permanent employee. For
many individuals in the contingent workforce, it is a lifestyle
choice. They prefer the flexibility and variety that going
from job-site to job-site affords them and staffing services
know this.
The service may have other individuals available who are
interested in finding permanent employment, and who are
more suitable to the position. To get the best from the
"temp to perm" potential, contact the service
who can then work with you to determine who the most suitable
candidates are. It is always good to check first with the
service.
If a temporary or contract worker approaches you for a position,
it is a compliment to your managers and your organization.
Still, you are best advised to direct them to publicly available
job postings to which they can apply. If there were a position
that you wanted to hire the contingent worker for, contact
the service, which will then approach the employee directly.
- Be discrete regarding harassment
or discrimination issues.
If a situation where a contingent worker is behaving inappropriately
arises, contact the service directly as soon as you become
aware of a situation.
- Let the staffing service terminate
a contingent worker.
While it may be your responsibility to do the hiring and
firing for your firm, the contingent worker is the responsibility
of the staffing service. Always contact the service to terminate
a contingent worker.
- Do include contingent workers
in your company's employee functions where appropriate.
Contingent workers are an important part of the modern workforce,
therefor it is important to make them feel as though they
are part of your team. Inclusion at staff parties and other
employee functions is a good idea.
There are times, however, when the company may be hosting
"staff only" events such as company retreats and
seminars etc. In these instances, it is best to contact
the service to explain the contingent worker's exclusion.
For recognition events, the service should be invited to
present any awards or bonuses the company is offering to
its contingent workers.
In addition, a few staffing services offer their field staff
benefits packages, training and skill development, advancement
schemes, and recognition programs. Choose one that does.
- Be in touch with the service.
The basic rule of thumb is to always be in touch with the
service. They are set up specifically to manage contingent
and leased workforces. They have a firm understanding of
the legal and logistical issues associated with the hiring
of temporary staf
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