Different companies have varying employment needs when it comes to their staff. There would of course be some permanent staff, but some industries are seasonal and only require workforce as when their projects start flowing in. So all in all, it seems rather pointless to keep a whole bunch of people on hold for if and when you might need them. It is far better to hire them only when you need to. In the construction industry, this method is quite common since work is on a project basis so it makes more sense to hire temporary staff until it is over. There is a lot that needs to be considered when considering this form of staffing, as seen below.
IDENTIFY YOUR NEEDS
How would you possibly know who fits the job if you do not know what you need? Perhaps discussing with managers and department heads of the company will help figure this one out. This way, you can also find out if there may be anybody already in your company amongst your permanent staff who could fit in these requirements or whether you do need to hire someone from outside. Whether it concerns truck driver hire in Sydney or any other industry, this stands the same.
FIND A GOOD AGENCY
There are places that have a bank of information on temporary employees who are experienced in equipping companies with the right manpower as and when required. However, you need to make sure that you invest your time and money in a good, reputed agency not something mediocre. After all, your decision and their recommendation can make or break your business so it is a collaborative effort. They should take the time to find out what it is you need and be able to provide you with even better options.
Frankly this is something that all companies across all industries could benefit from not just construction labour hire. When hiring temporary staff, make sure there is health communication across all channels not just with your staff but also with the agency that you work with. You need to keep them updated about the staff’s progress, any issues they may be having and to also discuss the all-important pay of course. You should also discuss other important matters such as time-off, sick leave and so on; after all they are people too and should be treated right.
You want people who will join your company and leave a positive impact behind them when they leave not a negative one. All it takes is one bad egg to affect the rest of them so if someone with a bad attitude waltzes in to only poison the minds of the rest of your staff, then you will have a hard time reversing it. When interviewing and speaking with potential candidates, assess their attitudes and see whether they are suited to your company with your work culture and existing employees to increase your chances of ending up with the right people.