For many people, being a temporary worker is a choice. For hiring organisations, recruiting a temp need not be a chore or a risk.
The recruitment world is filled with misconceptions about who or what a temporary worker is, or the process of recruiting one. Here we share some of the most common:
#1 They have not had a permanent job for so long - why?
Flexibility - Temporary, interim and locum work is often a lifestyle choice. Working in this kind of arrangement offers flexibility that many do not get with permanent employment. Temporary workers will join organisations for a set period of time, focus solely on one facet of the role, whether that be a project or to cover a gap in the team, and leave once the project is finished. Allowing workers to pick and chose what contracts they take on to suit their lifestyle and requirements.
Dynamism – Every workplace is different. Being a temporary worker allows you complete contracts in a variety of organisations and gain exposure to skills and experience contained with many different businesses. As a result, they choose not to stick in one set role but instead aim to bring fresh ideas, which can have a huge benefit to the end client.
Pay - In many markets, being a contractor or a locum is a lucrative gig and remuneration can often far exceed that of their permanent colleagues. Many individuals are willing to take the risk of being out of work between contracts (or the opportunity for a holiday), in return for the higher pay during their contract.
#2 Temporary workers are not dedicated
Career interims are some of the most dedicated workers we encounter in recruitment. Their reputation is built on factors such as their quality of work, reliability, time keeping and ultimately the outcome for the assignment. If they get this wrong, not only will they forgo repeat bookings with the client, they also build a bad reputation with the recruitment agency and wider recruitment industry.
Word of mouth is such an important marketing tool and with temporary work often being a life choice, the vast majority of temporary workers will give 100% to the role.
#3 Too expensive
Is this a misconception? In our opinion this depends on how you look at it.
The daily or hourly rate of a temporary worker can appear high and is often inflated due to the candidate not having the same security and benefits of their permanent equivalent (long notice period, pension, workplace benefits etc.). If you took a temporary worker for two years instead of choosing an easy to find permanent employee, we agree this wouldn't be cost effective.
However, a temporary worker can prove cost effective when you consider the following:
Ability to hire and hit deadlines quickly versus the cost of delayed work
No long notice periods and the ability to terminate employment quickly, usually at one weeks' notice
Finding skillsets that may not be available on the permanent market and individuals who are used to operating to tight deadlines
New, innovative ideas and perspective which could save many £thousands
No cost of employment benefits (pension, apprenticeship levy, workplace benefits)
Recruitment fees per hour rather than one larger lump sun
#4 We can’t take them permanent
There is no legislation that states a temporary worker cannot be offered a permanent position as long as it suits both parties. The initial temporary can act as a perfect probationary period for both the candidate and client, before making a decision about the opportunity to move to a long term contract.
Note, if the temporary worker is placed through an employment agency for the contract period, it will be worth checking with the agency what their transfer terms are.
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