Hiring Agency Misfired?

 Hiring Agency Misfired?

 Don’t Want a Round Peg to Fit in a Square Hole?

·         Provide the agency with as much background as possible on the assignment

·         Give the agency a clear and concise job description.

·         Define the skills and experience you require.

·         Specify if the person will work alone or with others.

·         Specify the length of the assignment.

·         State your company's dress code, if you have one

·         Indicate whether the assignment requires client contact.

·         Describe if training will be provided, how many hours per day and how long.

·         Explain how much the employee will be paid during training period.

 

Don’t Want to Ruffle Feathers?

·         Prepare for the arrival of temporary staff.

·         Decide which full-timers will be working with the temp.

·         Prepare the work assignment for the temp clearly, and with the buy-in of the supervisor.

·         Take into consideration the expectations of the role from the supervisor while preparing job description.

·         Set reasonable standards set for productivity for the temp.

·         Share with the supervisor the final exact job description and offer given to the temp.

·         Give the temp the tools necessary to complete the work, including supplies and training

·         Inform the temp regarding who has been assign authority and responsibility for supervision.

·         Outline clearly to fellow-team members about the support they are expected to provide to the temp.

·         Identify who will educate the temp on your company guidelines and fix the time-lines.

·         Encourage feedback, questions and comments from the temp with open=ended questions

·         Temps could offer an "out- sider" perspective and provide out-of-the-box yet applicable ideas for improvement

·         Don’t treat temps as just a contingency measure; treat them as an element of long-range planning