6 benefits to hiring temp employees - Viewpoint - careers advice blog Viewpoint careers advice blog

6 benefits to hiring temp employees - Viewpoint - careers advice blog So you’ve identified a need to recruit a temporary member of staff for your team, and you’re thinking about the skills that this temp will need in the role. Perhaps you have a big project coming up for which you’ll require an extra pair of hands, or maybe a key member of your team has gone on maternity or paternity leave. The employee approaching leave may have many years in the industry and a niche skillset, making them hard to replace. If recruiting for a like-for-like permanent replacement then you’re right to want someone with the same skills, personality and career ambitions, however when recruiting temp employees in some markets it can be unrealistic to expect this. Temp employees can provide many benefits â€" some of which I’ll outline below â€" and  it’s not just in name that they differ from permanent employees. Temps are a useful solution for employers looking to successfully navigate periods of transition or steer a business in a new direction. Understanding this, and then consolidating your job spec around your revised requirements and expectations, is key to getting the most out of temp employees. Revise your requirements I’ve noticed a real trend of some customers with different expectations of a temp’s role and what they bring to a business. For example, my team is often asked to locate temporary part-qualified finance candidates, with recruitment criteria that is more appropriate for permanent employees. Hiring temps and hiring perms are two completely different processes, for which you should craft completely different person specs, if not job specs. Hiring temps and hiring perms are two completely different processes My challenge in this particular scenario would be why, if you are looking for short- to medium-term cover during a critical project or period of change, would you hire an individual requesting time off for studies and exam days? It would be far more advisable to re-think the short term need and see whether you could recruit someone qualified by experience or fully qualified with no study commitments who can give full focus to the job you need doing, while recruiting your part-qualified individual on a permanent basis to bring longer-term skills into your department. When hiring for long-term permanent employees you may wish to prioritise personality, a pledged loyalty to your business and a five-year plan for the  organisation. When hiring for the short-term, most of this is unnecessary. The most recent Hays Global Skills Index revealed that there are significant skills shortages in a number of the world’s largest economies, particularly with regard to STEM (Science, Technology, Engineering and Maths) jobs. Countries ranging from the United Kingdom to Spain to the United States are struggling to locate the skills they need in order to fill the high-skilled jobs that are available. This shortage of qualified professional personnel is driving up wages in many areas, and leading to increased competition for candidates. Therefore you need to make sure that â€" more than ever â€" you’re getting your hires right the first time. Understanding the benefits to your business Build the job specification about what you actually need delivered, and centre the responsibilities of the job around them. From a person specification basis, it’s not necessary that the candidate has a detailed five-year career plan or a tangible yearning to acquire extensive qualifications and accreditations, and therefore be actively studying while trying to get an important project or task done for you. Prioritise your business needs and you’ll receive a far better match from your consultant and have a greater choice of qualified and relevant candidates to choose from. If you have a short-term opening you need filling then there are many other positive things a temp can bring to your business. To help better understand the role of a temp, and what they can bring to your business, here are six principal benefits: 1. Reduced long-term labour cost Temp employees are by their very name a temporary solution, and do not require an annual salary, eating away into your salaries budget. Neither will you need to accrue money to spend on paid learning and development for them in most instances, as they will only benefit your business for a limited period. 2. Shorter hiring process The process for hiring temp employees is traditionally a lot quicker â€" and it certainly should be! This is both because you should be hiring for technical skills to deliver something specific rather than long-term cultural fit. 3. Instant impact Temp employees are used to joining organisations for a short period of time, and should know that they need to make an instant impact. Be courteous but also know that you won’t have to spend weeks familiarising them with the work environment, introducing them to every member of staff and training them with a whole multitude of systems; they should of course be given a soft landing but they are not your forever people! 4. Fresh perspectives Sometimes it just takes one outsider to completely change â€" for the better â€" the way a business operates. Often we get so used to our jobs that we can’t see the wood for the trees. The more temps you hire, the more unique perspectives you’re going to get. 5. Highly skilled, niche experience Temps usually have a very specific skillset and are accustomed to performing on very niche projects. Having a highly specialised individual in your team can really help to drive your business forward. 6. Flexibility Perhaps the most widely acknowledged benefit of temps is that they are flexible. Temps allow you to respond to market needs and demands, as they happen. They are often used to working in different locations, for different personalities, for varied periods of time. Also, hiring a temp gives you the option of evaluating whether you have a long-term job requirement in a function, and then whether you want to take that particular individual on full time or not, assuming they are interested! It’s not about settling for second best I’m absolutely not saying that you should settle for whatever you can get when recruiting candidates for a temporary position. At Hays we pride ourselves in offering up candidates with the requisite experience and abilities for the role, and that’s how globally we fill over 1,000 jobs every working day. What I am saying however is to be clear with your needs, and realistic with your expectations. A final thought The question I would recommend asking yourself at any stage in this process is â€" how long can you afford to wait? We all know that the adverse impacts on a business from not having the right people and skills to help drive it forward and achieve its business goals is sometimes not even scalable in terms of the cost. Remember the next time you insist on having a temp candidate tick every box you’d ask of a perm candidate that this is crucial time lost; time lost when the job could be getting done by a very capable and expert trusted pair of hands. Temps have many unique qualities to offer your business, such as determination, flexibility and a willingness to and familiarity with compromise. Understanding all of this, and building your person and job spec accordingly, will help you get the most out of them when they join your business. If you’d like any help in recruiting temporary staff or permanent employees then you can get in touch with your local Hays office here. I hope you have found the above advice useful. Here are some other Viewpoint blogs to help you manage your workforce and progress your career: Your complete guide to shaping a special job spec How to create an engaged workforce Is your business doing too much typing and not enough talking? 6 leadership styles you need to succeed To promote internally or to hire externally? So your top performer is leaving now what? 11 ways to become more productive from Hays

Life After Redundancy, The Facts and Figures IM HIRED

Living day to day After Redundancy, The Facts and Figures Taking care of each one of those realities with one slick bow Peruse the news and you cannot help however think if youre right now unemployed it may be difficult to ever get back in. The features are centered around the ascent in joblessness and the most recent influx of organizations confronting organization which incorporates the a great many employments in danger. Glancing through the articles do you ever get overpowered by the real factors and figures? Not certain how it influences you or what it implies for your own pursuit of employment? On the off chance that you do, at that point dont alarm you are not the only one, I have assembled a rundown of realities about joblessness not to frighten you however just to make it marginally more clear. Be that as it may, recall youre not a measurement nor is your pursuit of employment Joblessness Rates It as of now remains at 4.4% which in spite of the fact that is an expansion from prior in 2017, its really a decline from a similar time the year earlier. Redundancies Rates This was at a pace of 3.9 per 1000 representatives being made excess during the time of October December 2017. Occupations Available There are a great deal of opportunities out there so dont feel too lost hope about finding the correct one, it just takes a ton of chasing. Between November 2017 to January 2018 there were 823,000 occupation opening which is 70,000 more than the prior year so there is still a lot of chances. In the event that youre searching for work most of jobs are in the administration business including wholesaling, retail and engine vehicle fix. So they may be areas to consider. All the above realities are as per the Office for National Statics report right as of Feb 2018 To what extent does it take to get recruited? Agreeing to Glassdoor the talk with process take 27.5 days for every job. Presently this may appear to be quite a while, however as far as I can tell I think it is right on target. From the point you send off an application to getting recruited is normally 4 a month and a half so set yourself reasonable courses of events. The enlistment procedure can be long yet it is justified, despite all the trouble for the correct activity. Rundown Work rates will consistently change and the activity market will modify yet that never implies you wont get once again into business nor does it mean you should hold off on securing your fantasy position. Head to my Life After Redundancy, Whats Next post to discover the 6 fundamental strides to getting again into work and all the more critically finding a new line of work you love!

How to Fight the 3 Biggest Workplace Stressors

The most effective method to Fight the 3 Biggest Workplace Stressors The most effective method to Fight the 3 Biggest Workplace Stressors When you consider pressure, what pictures ring a bell? Spending Sunday late evening fearing the up and coming work week? Getting trapped in moved up traffic, making you late for an arrangement? Having a hill of work around your work area and just two hours to complete everything? In case we're being straightforward, we likely need a little worry in our lives, or we'd complete nothing. Simply think: Deadlines for the most part aren't unwinding however they sure keep us on target with regards to creating expectations on schedule. Be that as it may, not all stressors are acceptable. Stressors that drive you into the passionate risk zone can unleash destruction on both your psychological prosperity and your presentation at work. Living with a continued degree of stress can even damage you genuinely, unfavorably affecting your heart, insusceptible framework, and other imperative body capacities. The most noticeably terrible stressors appear in three basic circumstances. How about we take a gander at what they are, the manner by which you can distinguish them, and what you can do to diffuse their capacity. 1. You Don't Have the Resources to Meet the Expectations Placed on You A typical meaning of pressure, ascribed to Richard S. Lazarus, is a condition or feeling experienced when an individual sees that requests surpass the individual and social assets the individual can activate. You know how this one goes. For some, it appears as, I need more an ideal opportunity to complete everything, or my remaining burden is too huge. That's essentially the work environment variant of requests surpassing assets, wouldn't you agree? The initial phase in tending to this sort of asset hole is to acknowledge you have one-at that point, get completely clear on your needs. In the event that you aren't sure which of your errands take need, at that point everything on your plate gets one. Also, in the event that you think everything on your plate is one major need, you will consistently feel focused on the grounds that you can't in any way, shape or form complete everything. On the off chance that you can't figure out what comes first by analyzing your remaining task at hand, request that your chief explain. Haggle with that person if the heap appears to be unreasonable. At that point, with the restricted time accessible every day, ensure your consideration, vitality, and movement are given to those key activities. This could mean investing less time browsing email, looking through Facebook, or sitting in useless gatherings, and rather, deciding to move along at a good pace and vitality the board choices. I'm not saying it's straightforward or easy yet in the event that you envision where this pressure is coming from and find a way to address it, you'll make your life a lot simpler! 2. You Don't Have Control Over Your Situation Your supervisor is thoughtful and circumspect one day; capricious and inconsistent the following. Or on the other hand, traffic is sponsored up for a significant distance, and regardless of what you do, you're going to miss the huge customer meeting. Effect on you? Significant pressure. Sadly, you can't have command over certain circumstances life tosses at you. (Others' conduct. Traffic. Individuals who bite noisily.) This can without much of a stretch lead you to accept a casualty mindset and begin thinking unreasonably. Yet, harping on musings like my supervisor is out to get me! or nothing is ever going to go right again, won't do a lot to support the circumstance or your feeling of anxiety. At the point when you don't have authority over an unpleasant circumstance, the mystery is to move your concentration to what you can control. Also, in all honesty, there is continually something you can control, similar to what you decide to think or what move you decide to make. For instance, if your supervisor is wild, you can decide to step away and recollect that his conduct isn't about you; it's about him. In case will undoubtedly miss the customer meeting because of traffic, you can bring forth a brisk reinforcement plan, inform your colleagues regarding your status, pull off the street, and check in by telephone. You can generally pick your reaction to a circumstance, regardless of whether you can't control the circumstance itself. Along comparative lines: 3. You Don't Have a Choice in Your Situation I hear this one much of the time especially from ladies who are the providers of their family units. They have an inclination that they don't have a decision in their circumstance, and the pressure that outcomes from that turns out in the remarks they make. It's everything on my shoulders. I don't have a decision. I can't leave my place of employment. I can't face any challenges. I'm caught. Regularly, this issue comes from the way that the ladies didn't deliberately decide to be the totally monetarily liable for their family units, it simply kind of occurred and now, they don't perceive any approach to transform it. In any case, when confronted with any circumstance that causes you to feel as you don't have a decision and along these lines worries you your best protection technique is to perceive the truth: You do have decision. On the off chance that you abhor your activity, you can stop. There are results that accompany that decision that probably won't be alluring to you-however you can pick it. Along these lines, as opposed to suspecting I don't have a decision, move your mentality to, I decide to remain in this job since it's less excruciating than the other alternative, which is stopped and not, at this point have the option to pay the home loan. Later on, I may pick an alternate way. In any case, until further notice, this is my decision. Would you be able to see the diverse vitality that originates from the last proclamations? Would you be able to perceive how articulating what your decision is-regardless of whether it's not one you will make-can relieve such a distressing circumstance? At the point when you think you must choose between limited options, glance around and perceive your alternatives, consider what the effect would be on the off chance that you picked one of them, and afterward reframe your reasoning. There's no uncertainty that undermining circumstances worry us. At the point when we have an inclination that we're not going to succeed or when we have an inclination that we don't have control or decision, it's anything but difficult to feel overpowered. Be that as it may, next time you face a distressing circumstance, I ask you to concentrate on the move you can make. I guarantee, gradually, you'll get your capacity back. Also your mental soundness. Photograph of pencil breaking civility of Shutterstock.

How to be a Leader

How to be a Leader How to be a Leader Career How to be a Leader Dec 30 2015 Courtesy of Andrew Neel from unsplash.com First of all let’s clear up: Everyone can be a boss but only some are Leaders When you have a leadership position, you need to remember that a leader will be naturally followed by its people, but the wrong leader would have to be a tyrant in order to be followed by others. That been said; think about the different leaders you have had all your life, since the first teacher you had in school until the last boss you’ve got. How are they different? What do they have in common? Can you compare them? Do you remember how easily it was to talk to them or how hard was it? Were they encouragers? Was it easy to follow their lead? Take a moment of your time and try making a list of all of the different leaders in your life, try remembering their positive and negative attitudes. Personally speaking I only remember those names of people who made a good impression in my life, that people who taught me and encouraged me the most. I call them ‘the contributors of success’. Don’t we all wish to be that kind of good and encouraging leader? Isn’t that all we want? (Hope you feel this way!) One of the most important things to remember when being a leader is that is your responsibility to be the ‘ADULT’ of your team; meaning that tolerance, patience and tutoring is part of your job apart from your tasks and diligences of your role. If you wish to accomplish your career as a leader, I would recommend you the book “Bankable Leadership by Dr. Tasha Eurich”, where you can notice the different types of leaders and their characteristics; you can either identify yourself as one of them or have examples to build your skills up. One of the best ways to see what kind of leader you are is that you make your own list of defects that you would like to change to improve yourself, and qualities that are already working (make notes-try keeping a diary of activities and self-ideas). If for some reason you feel that the people under your command aren’t responding to your leadership, you might to discover or pay attention the way you are delivering yourself. This doesn’t mean that you are a bad person or that your leadership can’t improve, it only means that you are a step away to grow as a person by accepting your mistakes and learning from them. I remember one of my favorite professors in the University was teaching for pleasure because he should have been retired long ago; he was a very very very tolerant person with all the students including myself, and very nice. He was approachable and sincere, but very strict. I had the privilege to have different classes with him through the entire career. He used to establish simple rules for the students and the limits for the working that was supposed to be done. I remember many students confusing his kindness and I also remember how he used to show his strict authority to them when necessary. He never had to be rude or raised his voice. We used to feel respected and valued. The students were exhorted and encouraged to behave better because the professor made them feel worthy of his advice and his care. We were all grateful of his strictness; his kind words of wisdom were full of good intentions because for some reason he made us think of all the potential we had and how big was th e future waiting for us. The most important thing he said is that we are all responsible for what happens in our lives. I remember how he won respect and love from us, he is a great leader. Now, having a hint of what a leader should be; the limits you have to put to our employees should be simplified as ‘doing the job in the time requested’, the way they do it and the expertise they use to get it done it shouldn’t be your problem as long if they are delivering, but remember to show how to do it once or twice before expecting for them to do it from scratch. We all need guidance in adapting times and that’s one of your roles. Don’t forget! Another thing to remember is that you can always ask a professional about career coaching if you feel like walking in a robe, being human is okay!