As it should be, in most ways, you cannot tell a temporary worker apart from an internal full-time worker.
However, practice makes temporary workers better job seekers.
Here are the main points of the observation about best-in-class temporary workers.
- Temporary workers are nimble and adept at moving from job to job.
- Temporary workers get little time to “get up to speed”; they must quickly ramp up and deliver results.
- Temporary workers are not unnerved when an assignment ends seeing it as just part of the job.
- Temporary employees are motivated differently knowing if they don’t deliver, it’s easy to be replaced.
- Temporary workers don’t look at the workplace as a place to become attached – they are there to work.
- Temporary workers know and appreciate that they fill an urgent need with every assignment at an employer.
- Temporary workers are exposed to diverse work environments, systems, and processes and sell that value.
- Temporary workers get more practice at applying, interviewing, and engaging in the job seeking process.
Practice makes perfect for temporary workers who many times each year will be screened and interviewed for assignments. It stands to reason that temporary employees go through the hiring process and develop greater experience-driven skills at job seeking.
Of course, there are above average, average and below average workers – be they internal full-time workers, or temporary workers. These observations consider all things being equal.
What shift in the cosmic universe does this signify? It’s hard to say, but it is closely aligned with the rapidly reducing job tenure among all job sectors and demographics. The signs are clear that temporary workforce growth is out-pacing all other employee engagement types. The American Staffing Association and the Bureau of Labor have both confirmed this.
For companies who need workforce talent to achieve operational results, this means that for companies to ignore temporary workers as a contributing element of your employee base is going to be a competitively disadvantaging mistake.
However, using temporary workers is not like it used to be. It’s no longer a way to get work done with ultra-cheap labor. In today’s economy, output and quality are a function of skill. And, skilled workers will required skilled worker wages from a staffing firm that knows how best to deliver on expectations.
Another investment involves your management team. Operations managers need to know equally well how to motivate internal workers, and temporary workers. Human resources professionals also must know how to identify best-in-class staffing firms and engage with them.
The shift to integrate temporary employees is something that Barton Staffing Solutions is expert in, with business experience starting in 1998. If you are a COO or CFO ready to make strategic shifts in your work force, call us today and learn more how.
