Employee Engagement For Temporary Workers

Employee engagement for temporary workers

With 45 per cent of employers expecting to face a shortage of suitable candidates over the next year, businesses may be turning to temporary workers to meet demand as permanent hiring becomes more difficult.

Data by the REC suggests that temporary workers are becoming more important as businesses react to the shortage of candidates for permanent roles. Since the beginning of 2017 an average of 55 per cent of employers who recruit temporary workers do so to ‘respond to growth’. “In many cases businesses are bringing in temps with the intention of converting them to permanent staff once they’re in the business. This is an example of how employers are seeking solutions to the skills shortage. This compares to an average of 48 per cent of employers who made the same claim in the second half of 2016.

Engagement for temporary workers has never been more important.

When employee engagement is done successfully, it can deliver business benefits such as higher productivity, creativity and innovation while reducing sickness absenteeism and levels of conflict in the workplace.

Employers should promote workplace engagement among temporary staff by applying the same approach as they do with permanent employees, says a new report published today by the Involvement and Participation Association (IPA) in partnership with the Recruitment & Employment Confederation (REC).

REC chief executive Kevin Green says:

“There is a lot of great work being done by employers and recruiters to ensure that people who choose to work flexibly still benefit from having positive, enjoyable and personally fulfilling experience at work. It’s about treating people with respect and extending the same approach managers would take with permanent staff in terms of giving inductions, providing feedback and making sure temps feel welcome and included.”

The recommendations to employers include that they should:

•        ensure temporary workers receive a proper induction

•        foster relationships with temporary workers by giving regular feedback, or even formal appraisals for those on longer assignments

•        make sure temporary workers are treated as part of the team when on assignment, receiving informal benefits like inclusion in staff activities and social events.

For further information on employing or working as an interim/temporary employee please don't hesitate to contact us.

Article published: 24/08/2017

<< Return to news summary

I would have no hesitation in using ARW again and recommending them to others. Testimonials

CEO, Third Sector Organisation, Cardiff

"...experience with ARW was extremely positive...enabled me to save huge amounts of time..." Testimonials

FC Market Leader, Gwent Valleys

What sets Sue and Colin apart from the rest of the agencies Testimonials

CIMA Qualified FC, South Wales