A smooth onboarding process for temporary professionals in assignment companies is crucial to their success. It's about giving them a sense of belonging from the start, familiarizing them with teams, organizational structures and corporate culture. A structured onboarding process enables them to quickly become productive and reach their full potential. Companies should promote direct contact between HR and temporary employees and offer them the same training opportunities as permanent employees. In this way, they create a motivated and integrated work environment.
What does an ideal onboarding process look like for temporary specialists in assignment companies?
New employees should feel comfortable from day one. Teams and organizational structures are presented, the corporate culture is explained and processes and expectations of managers are explained. The main goal of onboarding is and remains to take away the nervousness of the newly hired person, integrate them into the company and provide targeted support in the initial phase. If a structured onboarding process is used, it enables newcomers to complete all tasks promptly and with confidence. In this way, they develop their full productivity as quickly as possible.
This is exactly what it should look like with temporary specialists, because satisfied employees are more motivated, more productive and more committed. Regardless of whether it is a temporary or permanent position. The positive start has a major impact on further development and satisfaction. He decides whether the new temporary specialist feels welcome, is motivated and integrates well into the team and company. This is why the onboarding process is so important for companies. In addition, companies should not miss the opportunity to request valuable feedback in the first few weeks of hiring.
Why is it that companies sometimes overlook the long-sought pearl in the team of temporary employees? Should direct contact between HR and temporary employees be encouraged?
Companies usually hire temporary specialists on a project basis or to bridge seasonal order peaks. This employment can last from two months to a year or more. We advise companies not to make any distinction between permanent and temporary employees and thus not to allow a two-class grouping. You should let all employees, whether permanent or temporary, participate in the corporate culture, vision, strategy, working time model and benefits programs and, of course, invite everyone to the Christmas party or department party. Communication plays an important role in this. If HR stays up-to-date and regularly checks whether and how they can help, support and encourage their temporary employees during the onboarding process, then they may also recognize the long-sought pearl in the team. Of course, this requires agile leadership. Unpredictable in terms of dynamics, a fixed-term position, which was initially only intended for a few weeks or months, can often result in a permanent position.
What advice do you have for HR when integrating temporary staff into the training process?
Make the same training opportunities available to temporary workers as to your permanent employees. It is also important to establish a dialogue with temporary employees about their professional development - have discussions with them within talent management, just as you would with your permanent employees. Talk to them about their potential and how they can be integrated into the strategy development of your company. This is how you create a win-win situation for everyone involved. Your temporary employees receive support for their professional future, and you benefit from the development of your motivated temporary employees who identify with your company. And what company doesn't want to have the best employees on board?
What advice do you have for temporary skilled workers so that they can improve their prospects?
Think about your professional goals, development needs and check suitable further training offers. Be proactive in approaching your consultant/hiring agency and they will assist you with career planning, as will the direct manager of the assignment company. Do not hesitate to seize this opportunity for further development.
As a long-standing board member of swissstaffing. How does swissstaffing support the temporary industry in the further training of temporary employees?
In some cases, further training fails due to the financing options. Although many temporary specialists have the potential and the motivation for further training, they often cannot afford the costs that further training entails. As a result, a course is not even considered. But there are options. Our further training fund "temptraining" offers subsidized further training for temporary workers who are subject to the collective employment agreement (GAV) for personnel leasing. Courses are supported that help you advance in your job and make you fit for the future. Go to www.temptraining and see if you are eligible for support.
