In a fast-paced and ever-changing business environment, temporary workers are essential to maintaining operational agility. However, the pressure to hire quickly can often compromise quality. To ensure temporary staff contribute positively to team dynamics, productivity, and brand reputation, employers must adopt a more strategic approach to recruitment. This exclusive Blue Arrow checklist outlines practical steps to help businesses, procurement and hiring teams consistently hire high-quality temporary workers who deliver value from day one and beyond.
Define What “Good” Looks Like
- Identify the key behavioural traits and soft skills needed for the role
- Align desired traits with company values and team dynamics
- Involve team leaders in setting realistic benchmarks
Use Behavioural Interviewing Techniques
- Ask candidates to describe how they've handled real-world challenges.
- Focus on thought processes, decision-making and interpersonal skills.
- Go beyond experience to assess future performance potential.
Involve the Team in Hiring Decisions
- Include team members in interviews or informal meet-and-greets.
- Gather collaborative feedback to assess cultural and personal fit.
- Promote ownership of new hire onboarding.
Screen for Motivation
- Explore why candidates choose temporary work.
- Look for signs of curiosity, self-direction and commitment.
- Prioritise candidates who choose temping as a lifestyle or career.
Partner with Agencies that Prioritise Fit
- Choose staffing partners that use structured interviews and behavioural assessments.
- Ask about their feedback mechanisms and soft-skill evaluations.
- Ensure agencies understand your values and team culture.
Trial Projects or Working Interviews
- Where possible, observe candidates in action before final placement.
- Use paid-short shifts or project-based tasks to assess real-world performance.
- Evaluate teamwork, initiative and adaptability.
Optimise Onboarding for Temporary Staff
- Provide clear role expectations and introduce key contacts.
- Share company values and working styles from day one.
- Make temp workers feel valued and included.
Develop Role-Specific KPI Scorecards
- Create tailored performance metrics for each temp role. Include in temp onboarding to clarify priorities and success metrics.
- Use scorecards to assess productivity, behaviour and engagement.
- Identify top performers for future redeployment.
Leverage Referrals
- Encourage current staff to recommend reliable temp candidates.
- Reward successful referrals to build a trusted talent pipeline.
- Use real-world insights to improve hiring accuracy.
Collect and Use Feedback
- Gather feedback from managers and team members post-assignment.
- Use insights to refine hiring criteria and agency partnerships.
- Build a data-driven approach to improve future hires.
