Build loyalty among your temps
Posted on March 27th, 2012 Read time: 1 minutes
Facilitating a long-lasting relationship with a contract or temporary worker is a great way to build trust and loyalty, ensuring that the worker is integrated effectively in their new position, Staffing Talk explains.
According to Office Arrow, because temp workers are typically not considered "part of the team" by other employees, morale is reduced and loyalty suffers. However, there are ways to alter this perception.
For instance, recruiters should consider taking the mindset of a sports agent. Executives should assign them to specific workers and stay in touch with them constantly to understand what's working and what's not.
Another appealing option is providing potential workers with an orientation video of the companies they'll be sent to. This affords them a visual image of the office, similar to virtual tour of a college campus. The more acclimated a worker feels, the more comfortable he or she will be when faced with an interview.
Finally, staffing firm executives should stay in contact with branch managers from companies they outsource to and ask for the name of a worker who has shown outstanding performance. Place a call to that worker to reinforce his or her loyalty to the temp agency and the company he or she is temping for.
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Posted on March 27th, 2012 Read time: 1 minutes
Facilitating a long-lasting relationship with a contract or temporary worker is a great way to build trust and loyalty, ensuring that the worker is integrated effectively in their new position, Staffing Talk explains.
According to Office Arrow, because temp workers are typically not considered "part of the team" by other employees, morale is reduced and loyalty suffers. However, there are ways to alter this perception.
For instance, recruiters should consider taking the mindset of a sports agent. Executives should assign them to specific workers and stay in touch with them constantly to understand what's working and what's not.
Another appealing option is providing potential workers with an orientation video of the companies they'll be sent to. This affords them a visual image of the office, similar to virtual tour of a college campus. The more acclimated a worker feels, the more comfortable he or she will be when faced with an interview.
Finally, staffing firm executives should stay in contact with branch managers from companies they outsource to and ask for the name of a worker who has shown outstanding performance. Place a call to that worker to reinforce his or her loyalty to the temp agency and the company he or she is temping for.
