Running a dual desk agency and not sure why your temp desk is struggling? You might be missing out on some temp recruitment best practices.
Temporary recruitment is a dynamic and ever-changing landscape with the global temp staffing market valued at a whopping US$500 billion in 2021.
And it’s only going to get bigger with the market forecasted to hit US$673 billion by 2025.
So, how is your agency making the most of this opportunity and utilising the power of temp recruitment for long-term success?
In this blog, we outline five best practices to boost your temp recruitment success and maintain a competitive edge in the market.
What is temporary recruitment?
Temporary recruitment refers to the process of hiring individuals on a short-term or temporary basis to meet the fluctuating staffing needs of organisations across various industries. Temporary recruitment is often facilitated by temp agencies or agencies offering hybrid recruitment services. These agencies act as intermediaries between businesses seeking temporary staff and job seekers looking for short-term employment opportunities.
Temporary recruitment is widespread in industries such as healthcare, call centres, and human resources, where staffing needs can vary significantly due to factors like seasonal demands, project-based work, or employee absences. In this context, temporary employees, often referred to as support staff, are brought in to fill specific roles for a defined period, ranging from a few days to several months. Temp jobs can encompass a wide range of positions, from data entry and administrative tasks to specialised roles requiring specific skills. Temp agencies play a crucial role in streamlining the temporary recruitment process, handling job applications, managing time sheets, and offering career advice to both employers and candidates to ensure a seamless and efficient staffing solution.
5 strategies to improve the temporary recruitment process
In the dynamic landscape of temporary recruitment, staying ahead of the competition and delivering top-notch results to clients is essential. In this section, we’ll delve into five powerful strategies that can significantly enhance your temporary recruitment process.
From fostering consistent client communication to building a dedicated temp talent pool, these tactics will not only elevate your service quality but also position your agency for long-term success in the ever-evolving temporary job market.
1. Consistent client communications and superior client service, first and foremost
Listening to and understanding your clients and their needs is always an essential part of any recruiter’s role.
However, with the ongoing, often daily communication that temp recruitment requires, this communication has to be seamless and consistent.
“You need to make sure you’re thinking about your clients all the time and before your client even knows it, you need to have called them with a profile of a person who’s going to solve the problem they don’t even know about yet.”
2. Proactive creation of opportunities with a long-term view
Temp recruitment is all about outbound activity and proactively identifying opportunities to boost your temp business.
Though recruitment expert Greg Savage emphasises that it’s a long-term play. “You’re a hunter, you’re a snipper of opportunities. You don’t just sit there and wait for things to happen. You create opportunities.”
“If I was a perm recruitment business [looking to move into temp] or even a perm business that dabbled in temp and wanted to really scale it, you’re not scaling it fast. One of the things you have to do is hold your nerve because you’ve got to invest before you see the return.”
3. Identify your industry niche and determine what your business brings to the temp market
Consider what you bring to the temp market, do you have a wealth of candidates in a particular industry?
What client relationships do you have? What industry expertise or knowledge do you offer?
Determine what your industry niche is and offer your perm clients the opportunity to find quality temp workers in the same space.
4. Invest in dedicated temp recruiters, not just recruiters who do both
Temp recruitment and perm recruitment require different skill sets, strategies and knowledge (check out our recent blog on what makes a good temp recruiter for more info).
Temp recruiters are well-versed in the unique demands of temporary staffing, such as quicker turnaround times, flexible schedules and short-term roles.
Agencies that invest in dedicated temp recruiters will be able to provide better client service, faster response times and expert candidate management.
Greg stresses the importance of this point. “If you’re serious about temp, you’ve got to have dedicated temp recruiters. I’ve had so many people say to me, “Greg, you’re wrong. Look, I’ve got 10 permanent recruiters. They all do a bit of temp, they’ve got five temps each, we’ve got 50 temps.” But I’m right, because if you had dedicated temp recruiters, you wouldn’t have 50 temps, you’d have 500, because you’ve got to have people who wake up every morning dreaming and thinking about temp.”
5. Build a temp talent pool that’s ready to go
A strong and diverse temp talent pool is the bread and butter of any successful temp recruiter.
Angela explains: “You need the temps and contractors that are ready to go. You’ve already met them, you’ve already done your compliance on them, you’ve done your reference checks. You can call them tomorrow and you know that they’re available and ready to go.”
“With perm recruitment, you’ve got more time up your sleeve, right? The client decides that they want to hire, and then you talk about the role, and then you can go to market and start looking at that stage. But in a temp business, it’s all on, all the time. So you’ve got to be proactive.”
Frequently Asked Questions
What is the difference between temp recruitment and permanent recruitment?
Temp recruitment involves hiring employees for a limited period to fill temporary roles, often in situations like maternity leave or seasonal peaks, while permanent recruitment focuses on hiring individuals for long-term, full-time positions. In Australia, recruitment agencies specialise in matching job seekers with temporary work or permanent roles, depending on the needs of both employers and candidates.
Why is effective client communication crucial in temporary recruitment?
Effective client communication is essential in temporary recruitment, as it ensures that staffing solutions align with an employer’s specific needs. Clear and regular communication helps recruitment agencies and clients efficiently coordinate the placement of temporary staff, whether for part-time or full-time positions. It also helps to enhance the overall success of the job placement process.
What are the key differences between dedicated temp recruiters and recruiters who handle both permanent and temp placements?
Dedicated temp recruiters specialise solely in matching job seekers with temporary work, such as office support or office administration roles. Recruiters who handle both permanent and temp placements offer a broader range of services, addressing the needs of clients and job seekers for new jobs in both temporary and full-time positions across various industries in Australia.
What are the benefits of having a ready-to-go temp talent pool?
Having a ready-to-go temporary talent pool provides several advantages to recruitment agencies and employers. It allows for quick and efficient placement of temporary staff, ensuring that job seekers are readily available for temporary work opportunities, whether part-time or full-time. This flexibility can be especially valuable in addressing short-term staffing needs across Australia.
Elevate your temporary recruitment strategies with JobAdder
These best practices were pulled from our latest eBook, Setting your agency up for success: The power of temp recruitment, so if you’re looking for more temp tips, download the free eBook now!