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Top Talent Acquisition For Temporary Jobs

Updated on September 23, 2015

Let's face it: when you're looking for someone to fill a temporary placement within your company, you don't always get the top talent currently available in the field. Temporary jobs are filled by those who can't find permanent jobs with other companies. Top talent acquisition for firms looking to fill temporary positions, however, isn't impossible. There are many highly qualified employees who are willing to take a temporary position while they look for permanent work. To help increase your chances of attracting the top talent in your field to your temporary job, try these strategies:

Offer training that will benefit the employee. It's often tempting to leave temporary employees out of training that isn't relevant to the specific job that they're filling with your company. Attracting the top talent, however, means that you need to keep offering them the training they need to get ahead will help keep them loyal to your company throughout the duration of the temporary position. Offer them the opportunity to attend seminars, conventions, and other events alongside your permanent employees. They'll get another item to add to their resume and you'll get increased loyalty from your temporary employee: a win­win for everyone.

Keep your options open. Sure, you aren't looking to fill a position permanently at this time. However, keep in mind that temporary employees are often looking to find permanent positions in the field. If you do have a position open up within your company, a former temp might prove to be a good fit for that position. If you treat a temporary employee well, they'll be more likely to choose your company for a permanent position once they start getting job offers.

Acknowledge the contributions of your temporary employees. They might not fill roles that are as vital as those of your permanent employees, but temporary employees often make important contributions to projects and the day­to­day functions of your company. By acknowledging their contributions, you help them build their resume. If you have a reputation for offering these opportunities to temporary employees, you'll have a better chance of attracting the best in the industry to your doors.

Define the job clearly. It's tempting to leave a temporary job description open­ended in the hopes that you'll attract more candidates who are able to fill your position, but if you're looking for the best in the field, be very specific about your requirements. Define the skills you're looking for, describe the type of employee you're hoping to find, and include all the responsibilities associated with the job.

Treat your temporary employees well. Ideally, you'd like to be able to draw from the same pool of temporary employees each time you have an opening that requires them. If you treat them poorly or as though they are worth less to the company than your full­time employees, temporary employees aren't going to want to come back to your company. On the other hand, if you treat them well, they'll be willing to come back for another round.

Invest in your temporary employees. Remember that you're building up people, not just a company. You want temporary employees who are going to give their all as long as they're working with you. Often, temporary employees aren't as motivated as full­time employees to give their best when they're on the job. They know that their employment with you will be ending at a predetermined time, and they know that as long as they're doing "enough," it's not worth your while to train someone else to fill that temporary position. To motivate your temporary employees to give their best, invest in them just like you would your full­time employees.

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