Taking on temporary staff can increase efficiency and productivity while offering workers flexibility. Here are some tips for finding the right candidates.
The trend towards increased temporary and contract hiring has been magnified with the onset of Covid-19.
Traditionally hired for cost-saving measures, temporary and contract staff are now hired more for their skills and expertise, for the efficiency and productivity they can bring and for the flexibility they give organisations.
At Sigmar Recrutiment, we surveyed 1,000 companies in Ireland recently and 91 per cent said they were more likely to hire temps or contractors now than they were before Covid-19.
This may be reflective of the need for flexibility in an abruptly volatile and uncertain market. The good news for employers, however, is that the pool of talent available for temp and contract work is probably the biggest it has been in a decade.Attitudes to this type of work have also changed post-Covid-19. In addition to our company survey, we surveyed 3,500 candidates and found that 82 per cent would be willing to consider temporary work if they were offered some flexibility, such as remote working.
So, what is the best way to find and recruit these candidates? Here are some dos and don’ts to get you started.
1: Have a strategy for temps
While recruiting temp or contract labour is sometimes brought on by unforeseen circumstances, successful hirers of temporary staff generally have a plan.
Plans for 2021 are being formulated at most companies right now, so consider your plan for engaging flexible talent as part of your overall strategy.
Who will own it, for example, HR, managers or procurement? Will you hire directly or through an agency? What is your projected spend – is it seasonal or year-round?
2: Have an EVP for flexible workers
Employer brand and company culture are central to any talent acquisition strategy, but organisations predominantly focus on permanent hires.
Multiple studies show the link between employee engagement and business performance. How costly is it to your brand if a temp worker is disengaged, feels undervalued, yet is customer facing for your company?
Make sure you consider your employee value proposition (EVP) for temp workers. Get it right and it will yield a loyal and sustainable pipeline of flexible talent.
3: Be honest
If there is potential for the job to turn permanent, shout this from the rooftops. In our recent survey, the possibility of a permanent post was the number one reason for candidates to consider a temp or contract role.
On the other hand, if no permanent opportunity exists, be honest with this and manage expectations from the outset.
Remember, many temporary and contract workers won’t consider a permanent job either, so honesty is always the best policy.
4: Consider a specialist partner
At least consider the benefits a good agency partner can bring. Specialist agencies will already have pre-screened and pre-qualified candidates available immediately, saving you crucial time and effort.
The agency takes on the costs of advertising across multiple channels, again saving you money and time. They look after employment contracts, help keep you compliant, and run payroll, saving you further on admin overheads.
Good agencies can also validate salary levels and advise on availability of talent in the market.
Apart from unexpected emergency cover, don’t wait until the last minute to look for temp or contract staff.
Like all recruitment, forward planning will allow you to access better talent in higher numbers either directly or through a partner.
2: Ignore compliance
Understand legislation as it applies to temps and contractors. Don’t assume that because they are temps, they have few or no rights. A good agency partner will help here.
3: Forget to measure
No matter what size your flexible workforce is, don’t forget to audit it. How is spend on flexible workers controlled, for example, by HR, procurement or hiring managers? Keep an eye on tenures also.
This is crucial. Remember, today’s temp may be tomorrow’s permanent member of staff. A good experience for a temp will encourage them to return, but also provides a rich pool from which permanent hires may come.
While some view contractors as expensive, bear in mind the specialist expertise they can bring with them, and remember they can also transfer their knowledge to your internal staff, improving the overall level of expertise within your organisation.
Posted by Barry Rudden on 18 October 2020
Adie McGennis Wins Lifetime Achievement Award
Adie McGennis Wins Lifetime Achievement Award
We are delighted to announce that our founder and CEO, Adie McGennis has been recognised for his remarkable career, personal and professional standing, and in particular his achievements over his twenty-year tenure as Sigmar’s CEO. On Friday at the Employment & Recruitment Federation Awards, hosted at The Shelbourne Hotel, Adie was presented with the James Kilbane Lifetime Achievement Award. Our Sales & Marketing team were also the winners of the “Best in Practice – Sales & Marketing Recruitment” award on the night. Beginning his career in recruitment in the 90s with Interstaff Recruitment after a brief stint in London, within a few short years, Adie became Managing Director of Marlborough Recruitment. It went on to become the largest recruitment agency in Ireland and the first Irish professional services company to be listed on the stock exchange. In 2002, he left to help set up Sigmar Recruitment and since then, Adie has built Sigmar into a thriving, global company that has won over 60 awards. Adie is the ultimate servant leader; humble and sincere, measuring himself by the leaders he creates and not by his own achievements. His ethos has undoubtedly shaped Sigmar’s culture and purpose. Commenting on Adie’s achievement, Frank Farrelly, COO of Sigmar Recruitment said:“I am absolutely delighted that Adie has been recognised by the Employment & Recruitment Federation. Adie is one of the most recognizable and well-liked recruitment professionals in Ireland. In a career spanning over 30 years, he has made numerous lifelong friends and he has been one of the most collaborative and helpful people to many in the industry be they colleagues, competitors or members of the ERF. He truly embodies the spirit of this award and I am delighted to see him being awarded by his peers. Through Adie’s leadership, values, and entrepreneurial spirit, Sigmar has continued to grow and evolve as a business and will continue to do so! Thank you Adie, for all that you have done! Huge congratulations on behalf of all team Sigmar!” Find out more about Sigmar’s story here. Find out more about the Employment & Recruitment Federation Awards here.
Employers Inclusivity Toolkit
Employers Inclusivity Toolkit
The Open Doors Initiative and Employers for Change launched their Inclusive Recruitment toolkit on Wednesday, 9th November which will include an introduction to the topic and the comprehensive training course developed for leaders in business. Jeanne McDonagh, CEO of The Open Doors Initiative said: “We are delighted to work with Employers for Change, one of our key supported programmes, along with Atlantic Technological University, to produce this Inclusive Recruitment booklet and training. Many of our companies have asked for guidance in this space and it is a much needed resource to ensure an inclusive workplace. We wish to thank the participants who gave us their expert knowledge and experience in putting this together and look forward to engaging with companies in this important training.” This Inclusivity Employment Toolkit drawn up by the Open Doors Initiative is aimed at assisting companies working with our three groups – people with disabilities, refugees and asylum seekers and youth from disadvantaged backgrounds. It was created by O’ Herlihy Access with input from the UNHCR and Irish Youth Foundation.DOWNLOAD PDFSigmar is a member of The Open Doors Initiative to help provide opportunities to some of the marginalised members of our society: refugee, asylum seekers and non-native English speakers; young people under 25 with educational barriers; and people with a disability.This information is taken from the OpenDoors website.
Guides for EmployersAs the crisis in Ukraine worsens, many employers may wish to offer support and employment to those coming from Ukraine. We have some guides to assist you should you wish to support and employ someone from Ukraine that has arrived in Ireland.Finding Work for Ukrainians Settled in Ireland - An Employer’s Guide (PDF)Master Contract of Employment (Ukranian) (PDF)Ukraine Cultural Competency Guide (PDF)Tech Link UkraineTechlinkUkraine.org is a Not for Profit organization signposting those with tech skills that have been displaced by the war in Ukraine to employment opportunities. Our mission is to connect individuals to opportunities and enable them to happen. Download PDF
Salary Guide 2022
Salary Guide 2022
Salary Guide 2022 (Full)Salary Guide Ireland 2022 (PDF)Salary Guide 2022 by DepartmentAccountancy & Finance Construction & Property Services Financial Services & InsuranceHRITLegal & ComplianceLife SciencesManufacturing & EngineeringMarketingMultilingualOffice SupportSalesSupply ChainExecutive Summary From Adie McGennis, CEOWhat a year! We came into the year with high uncertainty but hope that we had all seen the chaotic stage of the pandemic over and a “New Normal” (or “New Abnormal”) giving stability and growth to businesses and economies. Equity markets and job vacancies grew in the first half of 2021 to record levels. At Sigmar, we had experienced our strongest month in twenty years by May and have broken business records since then. It applied to both the permanent and temp/contract jobs market. This in itself, is unusual because generally strong markets see an increase in permanent hiring, and less utilisation of temps and contractors. Such was the nearly frenzied, demand that companies looked for any solution to enable their growth. Salary inflation, as well as price inflation, began to increase, but all indicators show that further increases are coming. This was across the board, but particularly in IT and life sciences. Certain skills are experiencing double digit inflation, purely because demand is at an all-time high. Supply of skills by re-training or re-educating staff from sectors that suffered (retail, hospitality, etc.) was slow. It does present opportunities for SMEs to compete with larger multinationals, as the employee experience has never been more important and the flexibility that SMEs can generally give and the speed by which they can move, can give significant edge. Remote work obviously continued to increase significantly, and hybrid models seem generally to be the optimum for employees. Tax and legislative issues with working in a different country has slowed this internationalisation, but it does present excellent talent opportunities once it is well planned. Traditional professions, like accounting, HR and legal grew as pent-up demand was evident. In Ireland particularly, construction is very buoyant after the tight Covid restrictions closed many sites in 2021 lifted and the need for housing requires a large increase in activity in the coming years. So, a year of unprecedented growth in demand for talent, giving challenge and opportunity. The recovery of economies will sustain this growth throughout 2022 but some apprehension prevails that global economic shocks could accelerate recession. So, it is difficult to be over-confident on a medium-term basis. Predictions are difficult but I would estimate that demand will begin to level out and drop late 2022 and return to more “normal” or pre-Covid levels in 2023. The various Covid strains continue to challenge, but more importantly we hope everyone stays safe and healthy.