For the small business owner who needs short-term assistance in the workplace, choosing the right temporary agency is critical in order to meet the needs of the business.
That task, however, can become a little more daunting if you do not know how to go about correctly selecting a temp agency.
Do you just randomly find one in a phone book or online? Do you check around for referrals prior to selecting an agency? Do you go with an agency that is older and established or try a newer agency that may be a little less on the expensive side? These are but a few of the decisions a small business owner will have to make when they deem temp help a necessity for their company.
In the event you find yourself in that position, there are some factors your human resources department will to keep in mind in the selection process.
Among them:
• What is the duration of the position that needs to be filled? Figure out whether you need the worker/s for just a day, a week, several weeks, etc. This will make it easier for the agency you go with to locate the right individual. Some individuals are good just to fill in for a day or two if someone is out due to sickness, while others could be a good fit if the project you need covered is more of a long-term one;
• What are the possibilities of taking a temp worker on full-time? For some companies, they are looking for the temp worker who could be a long-term fit for their office if things work out. If you are looking along those lines, be sure to convey that to the agency so that they give you someone more in align with those thoughts. Some temp workers just are looking to earn a little extra money here and there and are not interested in long-term assignments. If you just need a quick fill in, be sure to express that sentiment up front;
• What are your evaluation techniques? – In some cases, businesses will bring on temp workers in order to try them and see if they might be a good fit for long-term needs. By doing so, they avoid having to hire some for the more traditional 90-day probationary period. In the event the temp doesn’t work out, they simply contact the temp agency and ask for another selection. While you don’t want to make a habit of doing this for your company, it is a good way to try out different people from time to time;
• What is the makeup of your office? – Some temp workers fit right in with a company’s staff and others don’t. Take into account whether you have a lively bunch of employees or a little more subdued bunch. Getting a temp worker who is more on the quiet side may not work with your staff if they are very outgoing. Also specify to the temp agency on exactly what type of personality you would like to work with you;
• What are your resources to train temp workers? – You cannot expect a temp worker who comes to you to know your system overnight. Do you have the time to properly train the temp who comes to you or will they be in essence on their own? The temp is only as good as the person who trained them, so make sure you have the resources on site to properly introduce the temp worker to your needs, how you run the business and more;
• What are you willing to pay for temp workers? – Keep in mind that what you pay for temp workers doesn’t always depend on which agency you go with. Oftentimes, a temp agency will charge a fixed percentage that is higher than the hourly expense of a worker. In many cases, the average temp rate will go anywhere from a little over minimum wage to $15 or higher. For those with more skills and in positions with greater responsibilities and/or education, rates can be as much as $30 an hour.
As you can see, there are a number of things to consider when working with temporary agencies and employees.
Assess your company’s needs and see if the work can be done in-house or if you are going to have to go outside to get the job done.
Photo credit: voluntarybenefitsmagazine.com
