TTD Insight 15
How to Get the Most from Your Temporary Worker
By Emma Grace, Founder, The Talent Division
Welcome to The Talent Division Insights, practical recruitment advice from Emma Grace, Founder of The Talent Division. Drawing on nearly 30 years in recruitment, each Insight shares honest observations and practical guidance to help businesses attract, hire and retain exceptional people.Your temp has arrived. What happens next?
Temporary recruitment can be a brilliant solution when your business needs an extra pair of hands. Perhaps someone is on holiday or maternity leave. Perhaps you've secured a new contract, workload has increased or your permanent team simply needs some breathing space.
Whatever the reason, a temporary worker can provide valuable support and help keep things moving, but there's something worth remembering: getting the right person through the door is only half the job. What happens when they arrive matters just as much.
A little preparation can make the difference between someone spending their first few days trying to work out what they're supposed to be doing and someone who quickly becomes a useful, confident member of the team.
So, how can you get the most from your temp?
Start before day one…………..If you know when your temp is starting, use that time to get organised.
Make sure their manager knows they're arriving, their workspace is ready and any necessary equipment, logins or system access have been arranged.
Think about who will meet them, what they need to know and which tasks they can start with. It sounds simple, but a temp arriving to find nobody knows they're coming isn't the best start for anyone.
You don't need an elaborate onboarding program for every short assignment. You just need a clear plan.
ive them a proper welcome
Temporary workers are still people joining your workplace, even if they're only going to be there for a few weeks. Introduce them to the team, show them around and explain the practical essentials: facilities, working hours, breaks, safety procedures and who to approach with questions.
Make sure they understand any relevant workplace policies, confidentiality requirements and health and safety arrangements before they begin their duties.
If your team has a particular way of working, explain it rather than assuming it's obvious. A friendly welcome can help someone feel comfortable enough to ask questions and get involved quickly.
Most of all, be clear about what you need. One of the biggest frustrations for any worker is not knowing what is expected of them. Explain the role, the priorities and what a successful first week looks like.
If there are deadlines, make them clear. If some tasks are more important than others, say so. For example, rather than simply asking someone to help with administration, you might explain that the immediate priority is to clear a backlog of invoices, update the system and ensure everything is ready for the month-end deadline.
That gives the person a clearer picture of the task and how their work contributes to the wider business. Clarity helps people get started. Good communication helps them get it right. Give them the tools and support to succeed
Make sure they know where to find relevant documents, how to use your systems and who can answer technical questions. If the work is unfamiliar, demonstrate the process or provide instructions before expecting them to complete it independently.
It can also help to nominate a colleague as their main point of contact, particularly in a busy workplace where the usual manager may not always be available.
You don't need to hold their hand all day. You simply need to make sure they have a sensible route to getting help.
Check in, don't just assume. A quick conversation at the end of the first day or after the first few shifts can be incredibly useful.
sk how they're getting on.
Is the workload clear? Do they have everything they need? Are there any problems you can resolve? If something needs adjusting, it's much easier to deal with it early rather than discovering a week later that the work hasn't been completed as expected.
Remember, temporary workers may be reluctant to interrupt a busy manager, particularly when they're new. Sometimes a simple invitation to ask questions makes all the difference.
Remember, they're part of your team and one of the biggest mistakes businesses can make is treating temporary workers as separate from everyone else. You don't need to involve them in every meeting or social activity, but do make them feel welcome and include them in the communication relevant to their role.
A temp who understands what's happening around them is better placed to contribute, and if plans change or priorities shift, let them know. They can't adapt to changes they haven't been told about.
Give feedback and recognise good work. If someone is doing a good job, tell them or if something needs improving, explain what needs to change and give them a fair opportunity to put it right.
Constructive feedback helps temporary workers understand whether they're meeting expectations, while recognising good work can build confidence and motivation. It also helps you and your recruitment partner understand what is working well and whether anything needs to be addressed.
Keep Your Recruitment Partner Involved
Your recruitment consultant shouldn't disappear once the assignment starts. At The Talent Division we carry out weekly check-ins with both the temp and the client, we think this is key to running a successful temp service.
If the temp is doing brilliantly, let us know. If there are concerns, raise them early so they can be addressed. A good recruiter can help clarify expectations, support conversations and work with both sides to resolve issues before they become bigger problems.
And when the assignment comes to an end, feedback is useful too. It helps inform future recruitment and gives the worker a clearer understanding of what went well and what they could develop.
The Takeaway
Temporary workers can bring flexibility, experience and valuable additional capacity to a business.
But the best results come when the employer does a few simple things well: prepare properly, welcome them, explain the work, provide support and communicate clearly.
You don't need to create a complicated induction process for every short assignment. You just need to give people the information and support they need to do a good job.
At The Talent Division, we believe recruitment is about more than making an introduction. It's about creating the conditions for people and businesses to work well together.
Because when a temporary worker succeeds, your business benefits too.
Emma's Thought
"A good temp can make a real difference to a busy team. But don't forget that even the most experienced person needs to understand how your business works. A warm welcome, clear instructions and a little support can go a long way."