Successful Flexible Staffing

Select an agency that can meet your requirements.

Contact your chosen agency with a brief - try to give as much information as possible, particularly for complex or long term roles. 

The agency will respond to your brief to let you know who will be attending - or, where relevant, a shortlist of candidates for interview.

Arrange an induction to ensure best performance. This can be adapted depending on the length and nature of the assignment, however every temporary worker should receive a basic induction.

Communication

It is vital to invest time up front, before temporary or contract staff are needed, to brief your preferred recruitment agency about your likely needs. This is an essential part of making sure you get the service you demand. You should expect the agency to want to spend some time with you to understand your requirements and match available workers to the skills and culture of your business. Depending on the roles and duration the agency may want to produce job and people specifications so they will need to ask you plenty of questions.

Make sure the agency understand your expectations in terms of turn-around time. You will need to agree the procedures for notifying requirements and expecting the temporary worker at your premises. Arrange for regular feedback to the recruitment consultancy. This could cover attendance, timekeeping, skills or more subjective areas like attitude to work, initiative, and ability to work without supervision.

Inducting a temporary worker 

Inducting temporary workers thoroughly in terms of what is expected of them will reap rewards in getting the best out of a temporary worker. If you regularly use temporary staff for a particular role your agency can help you develop a brief induction checklist. This will save valuable time on the first day that the temporary worker is with you.