Retaining temporary staffing assignments and workforce, short-term, long-term and unbounded, really does matter. However, this can be a difficult pursuit when the premise of temporary staff is to take them on knowing that they will only be with you for a short period of time.
Why is it important?
As an employer, you may find that recruiting a temporary (temp) workforce is not always straightforward. It can be a challenge to find a new team member who is reliable, engaged, enthusiastic, and who settles in quickly.
Every time a temp starts a new work assignment, no matter how skilled or unskilled they are, a certain amount of training is required in order for them to be up-to-speed on what they are supposed to do. To perform assigned specific tasks to a level that suits the needs of that company.
Employing a temporary workforce, who subsequently leave because the assignment was not quite what they had in mind, can be frustrating, time consuming and costly. The starting costs of replacing just one employee is £2,697 for a company size of 1-50 employees, and this cost doubles to over £4,000 for a company size of over 500 employees.1 Permanent workforces can be affected by the constant changes within the temporary workforce, and this can be disruptive and demoralising.
An employer who invests time in recruiting and inducting new temps correctly, retaining them and making the company an attractive option to return to for a new assignment, has nailed temp recruitment.