Employers are always on the lookout for experienced and skilled staff. Workers are the reason companies grow and become successful. From Microsoft to Apple and Facebook, there is one common link.
However, the type of employee needed is up for debate. For years, businesses have gone for a long-term option, and you may want to follow suit. It’s easy to see why when fixed-term workers cut the cost of recruitment and prevent employee turnover. However, there are negatives which can escalate out of control.
Aside from the cons, temporary workers also have lots of positives which are worth considering. If you don’t know what they are, take a look at the following. Underneath is a selection of the best benefits of temporary staff for employers.
The global recession of 2010 put a lot of people in a vulnerable position. Unemployment may be going down but there are still many individuals out of work in 2017. Some just want to get back into the industry and obtain a level of security within their personal lives. So, the number of employees looking for a job is on the rise. Seen as the supply is low at the moment, they will accept a variety of offers from short to long-term contracts. On top of that, companies such as Portfolio HR have links to a database of temps. With their help, it’s easy to source an affordable and skilled individual who fits the brief perfectly.
Small businesses have to be able to adapt and react at a moment’s notice. Consider a reduction in staff for a second. If this scenario ever happens, a company must find workers to plug the gap. Not only must they be talented, yet the business also needs to keep its options open. What if a valuable member of the team is available for work quicker than expected? Temps are the best choice because they can do the job without the hassle of full employment. In simple terms, you can use a temporary worker until a staff member returns from, say, her maternity leave. It’s also less hassle and less time-consuming.
Hiring and firing are never easy, especially firing. The problem is the effect on the office as a whole. When they see long-term colleagues get sacked, they start to feel scared. If a non-temporary worker is out the door, anyone is fair game. Temps are different because it’s expected that they will leave in the not-so-distant future. In fact, the title is a massive giveaway! Sometimes, unforeseen circumstances mean the firm has to cut back to survive. Sadly, it’s an occupational hazard of being an SME. With temps, however, the company can reduce the level of ill will. And, it’s legal and above board as the contract states the terms and conditions.
Access To Skills
In a perfect world, a business would hire a top-notch employee and have the skills to expand its market share. Unfortunately, lots of organizations are not well adept at recruitment. Even some agencies aren’t great, and it causes problems skillswise. Without the right level of expertise, the company will flounder and struggle to stay in the red. Thanks to temps, a lack of skills isn’t an issue. All a boss has to do is sanction a recruitment drive and focus on people with the right talents. Because they are temporary workers, they can go if they don’t make a successful transition. Hopefully, recruiting is an area in which your SME thrives. However, if it isn’t, hiring temps ensures you will get it right in the end!
Usually, recruits have to go through a three-month probation before they get the job. But, after the trial is over, they are with the company for the long haul. Yep, unless they do something heinous, it’s almost impossible to fire an employee. This is a problem for companies because they never know how an individual will transition. It may work out, yet it may go the opposite way. And, 90 days isn’t enough time to figure out which people should stay and which should go. Temps can work contracts that last for up to nine months and even one year. So, the business gets more time to decide if they are worth the investment. Also, a worker receives time to fit in and grow into the employee the firm requires. It’s a win-win for both parties.
It’s always savvy to hire competent people on long-term contracts. The difficulty is that employers don’t know who is qualified and who isn’t from looking at a piece of paper.