Companies hire temporary employees for all kinds of reasons. They might need seasonal help, like an ice cream business in the summer or accounting firm in March. Or, they might want to test out a new person in a temp-to-perm arrangement before they make a full time hire. A company might even hire a temporary person because they aren’t sure what they need, and how much they need, just that they need someone.
In any case, a staffing agency is called, people are interviewed, and presto, new employees arrive – at least for a little while. But how are you supposed to manage people who are kinda, sorta employees?
Whether you are actively in the job market, or even just considering a new opportunity, you have probably started thinking about the interview process (and if you haven’t, you should be). If you have a staffing agency interview, you should consider what might be different from a traditional job interview.
No matter how impressive your credentials and how solid your recommendations; you almost certainly will have to convince a potential employer that you’re the right candidate during an interview. Interviews give your future boss all kinds of information about you: are you prompt? Courteous? Professional? Eloquent? Engaging? And that’s not even about the substance of the interview – what your actual experience and skill sets are and how they align with what the company is looking for.
A lot of the tips for interviewing for a traditional job are applicable to a temp position as well. But you might want to modify your answers and be prepared for a few questions that are specific to short term employment when you are prepping for a staffing agency interview.
This year 46% of companies plan to use temporary employees at some point in 2015. While many of them may truly only need short-term help for a spike in business (such as accounting firms during tax season), using a temp can also be a great way to assess a temp-to-perm opportunity – turning a seasonal or periodic worker into a long-term member of the team.
But how do you assess a potential new hire that is working for you through a staffing agency?
You probably already know that a temp job can be a great way to learn a new skill, jump start your career after some time out of the job market, or get your foot in the door toward a permanent position. Over three years, the number of workers in temporary jobs increased 28%. But where are the fastest-growing staffing jobs -- the specific industry areas that are showing increasing demand?
It’s the new economy, as you’ve probably heard.
One of the most important things you can do if you’re a job seeker is to research, network and keep your eyes and ears open for new opportunities. And these days, more and more people (actually, about three million!) are using temp firms or staffing agencies to help them find jobs, whether short term or permanent.
In the new economy, millions of workers in the U.S. have returned to work in interim, or temp jobs, via staffing agencies. Many of today’s temp jobs are being filled by people with a decade (or two) of experience --
[bctt tweet="in 2010, more than 40% of jobs were held by those 55 and over"]
and can offer a lot more than what is needed for the role they are now filling for the short term.
We’re all accustomed to trial periods for software programs, 30-day return policies for appliances, and easy refunds for clothes we return. But what about new employees?
It’s hard to imagine parting ways with a recent hire after a few short weeks, even if you’re sure it isn’t working out well. Not only can it be legally tough – in some states you can quickly incur financial obligations if you terminate even relatively short-lived employees, it’s also a painful, and just plain awkward conversation to have.
Temporary job agencies, or staffing agencies, have gotten mixed to poor reviews historically. While opportunities like Kelly Girls were ok for young single women in the 1960s, these days they are sometimes considered a choice of last resort.
According to the news reports, the economy is finally in real recovery, and that’s a good thing.
But maybe you're still trying to find your dream job. So what are some ideas to find that next best role?