5 Questions about Hiring a Temp Worker
Hiring a temp worker is like any business decision—if you don’t do your due diligence, you’re setting yourself up for disappointment. If you don’t frequently hire temps, it can be difficult to know what questions to ask. Asking the right questions is something you learn from experience. When it comes to hiring temp workers, you may not have the time to develop that experience. With the high cost of any mistakes, the guess-and-test method isn’t an option either. To help avoid costly errors, and skip some of the learning curve, here are five questions you should be asking about hiring a temp worker.
1. What Will the Agency Need from Me?
Some of these are fairly straightforward legal documents—your BN documentation, WSIB certificate, and, eventually, a signed service agreement are the big three. Of course, there are other things you can give the agency that will help them serve you better.
For starters, give them the most detailed job description you can provide. Include any skills and aptitudes you feel would complement the role, along with any extra job duties the temp may be asked to perform. This helps them find the best possible candidate for the position.
They need to know about the working environment the temp will encounter. Are there hazardous materials? Blasting or mining? Will they be operating equipment? The answers to these questions can affect everything from insurance requirements to workplace safety training.
2. What Should I Know About the Temp Agency?
The more you know, the better. Some of the questions you absolutely need answers to are:
- Do they have experience with your specific industry?
- Do they have references to prove it?
- Can they provide proof of all pre-employment testing and screening for temps?
- Do they have all the required sign-offs from their temps?
- What guarantees do they offer if a temp doesn’t work out or fails to show up?
You can find out a lot about temp agencies by reading online reviews and talking to other business owners and managers. For some questions though, you have to ask them directly.
3. What Level of Training Should I Expect?
Many of the training requirements will be based on your individual needs and preferences. You can do training on the job, or set up training modules through the agency. Some training must be completed by the agency, before the temp sets foot on your job site. Things like employee rights and responsibilities, reporting requirements, and workplace safety must be completed by the agency. Ask for documentation to verify that temps have completed their training as required by statute.
4. What Should I Look for When the Temp Arrives?
Aside from the basics of punctuality and appearance, there are a few things that you should keep an eye out for when the temp arrives. Don’t be afraid to quiz them on the training they were supposed to receive. If they’re supposed to have a particular skill- or knowledge-set, feel free to test them on it before letting them loose in the workplace. Skills and knowledge can fade over time, and some people manage to slip through the cracks. This is your chance to make sure you’re getting what you paid for.
5. How do I Maximize My Investment?
Put the temp’s skills to use. You’re paying for their skills and knowledge—if you let those things go unused, that’s money wasted. Treating them with consideration and respect will also help keep their morale, and productivity, high. In the future, when you need a temp again, you’ll be able to recall ones who already have experience with your company—saving money in the long run.