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Jul 15, 2015

Contingent employment relationships have expanded tremendously in recent years.

As employees and employers are seeking new ways to make employment relationships flexible, temporary, seasonal and contract work has become commonplace. Companies are recognizing that utilizing temporary staff is often cost-effective, time-saving, and allows for the flexibility that traditional hiring methods do not.

While contingent employment relationships offer many benefits, employers still need to steer clear of bad hiring decisions.

Regardless if you’re hiring a contractor or seasonal worker, all of your employees affect your business’ bottom line.

4 keys when you hire contingent workers

If you’re an HR rep planning to hire a contingent worker, consider the following four tips:

  1. Screening matters. Not all staffing companies are created equal. Many have different policies and procedures in place when it comes to screening; in fact, some staffing companies forego screening altogether. Make sure to ask your staffing company detailed questions about its screening process. Do they conduct background checks? What about drug screens? Consider what information is important to your company and ensure that your staffing company understands your screening expectations.
  2. Connect with your recruiter. Most likely, you’ll have a designated recruiter assigned to work with your company. It’s important to form a relationship with your recruiter so they better understand what you’re looking for in a new hire. Establish a real connection with your recruiter by inviting them to visit your organization, so they can experience the organization’s culture first hand. Remember: your recruiter is on your side.
  3. Give detailed job descriptions. You’re more likely to attract candidates who are suited for the position with a concise job description. Your version of an administrative assistant position might be entirely different from your recruiter’s version of the same role. Thus, detailed job descriptions that clearly state skill requirements and job responsibilities are essential.
  4. Be careful you hire for fit. If you feel that a temporary employee would be a valuable asset to your company on a permanent basis, don’t hesitate to extend an offer. Temporary employees don’t have to stay temporary, so it’s important to hire temps who fit into the company culture. Hiring temps for fit strengthens the internal hiring process, creating a pool of future candidates who require little training.

This was originally published on the Genesis HR Solutions blog.