Retaining Good Temporary Staff

Many companies today are responding to the ebbs and flows of business conditions, and choosing to employ staff under contracts, as casuals, or under consultancy arrangements.

As a result, an increasing number of our clients are now seeking temporary staff to work for them on a long term basis (6 - 12 months). With a well-documented shortage of skilled candidates, it is more important than ever to both attract and retain quality temporary staff.

Many candidates nowadays have a more sophisticated approach when making a decision on their employment options.  As part of this process, they often ask “what is in it for me?”

As such, when looking at long term temporary assignments, both candidates and clients undertake similar considerations to the permanent recruitment process.

We find ourselves negotiating with a growing number of clients to build incentive schemes into the assignment, in order to attract and retain good quality staff.  Such incentives or employee benefits may include:

•     Paid Leave – generally after 6 months in the assignment and varying from 2-4 weeks leave

•     Bonus Schemes - usually offering quarterly bonuses.

•     Flexible Working Hours – to accommodate work- life balance

•     Notice Period – an agreement for both parties to enable an early end to the assignment

Slade Group has also recognised the need to acknowledge temporary staff for their length of service, and established a “Temp Loyalty Program.”  This incorporates such rewards as:
 

•     Upon completing 360 hours (approx 3 months)

Receive a gift Polish Pack

•     Upon completing 720 hours (approx 6 months)

Receive a $50 gift voucher

•     Upon completing 1440 hours (approx 12 months)

Receive a $100 gift voucher

The temp market has changed significantly over recent years, and we now work with many candidates who fall into Generation X & Y.  These people work to live, are comfortable with job change, tend to question formal authority, want immediate payoffs and expect change and fun in a work environment. 

As such, it is our responsibility to ensure we are not just making placements, but developing programs which will attract quality candidates, engage them, and give them reasons to remain with us. Our temp staff retention rates are proof that our current initiatives are working extremely well and above market expectations.