Making temporary placements attractive to potential workers: A guide for businesses
So, you’re a business with operations in the industrial sector. Which means you probably have some sort of a requirement for a temporary workforce, right? Temporary employees play a crucial role in helping businesses meet staffing needs during peak seasons, special projects, or unexpected surges in demand. And it’s no secret that attracting the right temporary workers can be somewhat of a challenge. To help you secure top-notch talent, we’ve put together our top 5 tips that you can implement right now to ensure your temporary placement opportunities really stand out from the crowd.
1. Competitive pay rates:
It’s probably the most obvious drawing card – and will certainly be high on the list for most temporary jobseekers. Offering competitive hourly rates will be sure to attract talented people to your business. It’s also worth considering performance-based incentives to motivate temporary workers, such as weekly or monthly bonuses, or even entry into high-value prize draws.
2. Benefits and perks:
Next on the list are benefits. This might be as simple as consistent, ongoing work availability and temp-to-perm opportunities, but increasingly new sites have facilities like onsite gyms and even childcare! Increased holiday allowance, access to staff discounts, and subsidised canteens can all contribute to an attractive benefits package in comparison to your competitors. Offering on-the-job training and skill development opportunities to enhance temporary worker’s employability for any future roles shows you’re invested in your people.
3. Flexible scheduling:
Candidates are increasingly looking for jobs that provide greater levels of flexibility – so position yourself effectively by offering full and part time options, as well as weekend, evening, night and ‘parent shifts’ to attract top talent for the different roles you seek to fill, and you’ll appeal to a diverse range of candidates. Flexible working is no longer considered just a perk; it’s a must-have in any business if you want to stand out from the crowd and foster a supportive and inclusive working environment.
4. Clear job adverts:
Think of a job advert as a window to your company culture: a platform where you can show off your company’s most positive credentials to attract the best candidates. Creating detailed job descriptions that outline responsibilities, expectations, and the duration of the temporary placement will help you stand out from the crowd, allowing you to fill any vacancies faster. Make sure to highlight any potential for permanent employment or career advancement within your organisation, as this will target a wider range of candidates.
5. Efficient payroll and benefits administration:
Word gets around, which means temporary workers will usually know which companies pay both on time and correctly – and those that definitely don’t. According to the Resolution Foundation report ‘Enforce for good: effectively enforcing labour market rights in the 2020s and beyond’ published in April this year, “Non-compliance with labour market law is widespread”. They report that a third of national minimum wage temporary workers are underpaid, 900,000 reported having no paid holidays, and 1.8 million said they did not receive a payslip. Ensure timely and accurate payment of wages, including overtime and bonuses, and streamline administrative processes for accessing benefits or addressing payroll-related issues, or you’ll garner the type of reputation which will only put off potential workers.
Remember, attracting top temporary talent is not just about the pay packet (although it certainly helps); it's about creating an environment where workers feel valued, safe, and motivated to excel. Implement some changes in your recruitment strategy and you’ll be well on your way to building a reputation as an employer of choice in the industrial sector. Happy recruiting!
