INDUSTRIAL relations concerns are prompting many companies to look at using temporary staff as a means of finding the right person for the job.
INDUSTRIAL relations concerns are prompting many companies to look at using temporary staff as a means of finding the right person for the job.
Temps and Co director Ray Hince said there was a trend for companies to use temporary staff as a means of recruiting permanent employees.
“The strongest impact on this industry is the industrial relations side,” he said.
“Organisations in high turnover areas like call centres will tend to use temp staff and then convert them over to permanent.”
Drake Overload and Personnel State manager Kate Duncan said that, while companies used temping primarily for flexible staffing, it also allowed them a safer option when recruiting.
“If they think the contractor is good they can offer them a full-time job,” she said.
Ms Duncan said the ‘try before you buy’ recruiting method and the tendency to not create full-time permanent positions helped the temping recruiting industry.
“Companies are starting to use temp staff more because it’s a safer option and is easier on all parties concerned,” she said.
WA-based laser and imaging company Salmat has a constant temporary employee base and uses Temp and Co all year round.
Salmat production manager Scott Moyle said using temp staff was a good way to source proactive employees.
“It’s a good breeding ground for staff and alleviates the interview process,” he said.
“Casual people are more proactive in finding employment and they are the type that can be extremely beneficial to your business and objectives.”
Mr Moyle said that, when full-time positions became available, he was more inclined to offer the position to someone who had worked at Salmat temporarily.
But there is a downside to the deal, according to Ray Hince.
He said using a temporary staff base required more management time because it was hard to make temps feel part of the team.
Mr Moyle said he used a hands-on approach to help temporary staff and full-time staff work harmoniously.
“It requires a fair amount of hands-on management,” he said.
“If you can bring out the human side of people and interaction and include them in the team it will work.
“It’s something that takes a little management.”
Mr Hince said the industry also was reliant on economic growth.
“Overall demand is relative to the economy,” he said.
Ms Duncan agreed that the temping industry was reliant on economic factors.
“If people are not hiring or creating new projects, our industry is affected,” she said.
Temps and Co director Ray Hince said there was a trend for companies to use temporary staff as a means of recruiting permanent employees.
“The strongest impact on this industry is the industrial relations side,” he said.
“Organisations in high turnover areas like call centres will tend to use temp staff and then convert them over to permanent.”
Drake Overload and Personnel State manager Kate Duncan said that, while companies used temping primarily for flexible staffing, it also allowed them a safer option when recruiting.
“If they think the contractor is good they can offer them a full-time job,” she said.
Ms Duncan said the ‘try before you buy’ recruiting method and the tendency to not create full-time permanent positions helped the temping recruiting industry.
“Companies are starting to use temp staff more because it’s a safer option and is easier on all parties concerned,” she said.
WA-based laser and imaging company Salmat has a constant temporary employee base and uses Temp and Co all year round.
Salmat production manager Scott Moyle said using temp staff was a good way to source proactive employees.
“It’s a good breeding ground for staff and alleviates the interview process,” he said.
“Casual people are more proactive in finding employment and they are the type that can be extremely beneficial to your business and objectives.”
Mr Moyle said that, when full-time positions became available, he was more inclined to offer the position to someone who had worked at Salmat temporarily.
But there is a downside to the deal, according to Ray Hince.
He said using a temporary staff base required more management time because it was hard to make temps feel part of the team.
Mr Moyle said he used a hands-on approach to help temporary staff and full-time staff work harmoniously.
“It requires a fair amount of hands-on management,” he said.
“If you can bring out the human side of people and interaction and include them in the team it will work.
“It’s something that takes a little management.”
Mr Hince said the industry also was reliant on economic growth.
“Overall demand is relative to the economy,” he said.
Ms Duncan agreed that the temping industry was reliant on economic factors.
“If people are not hiring or creating new projects, our industry is affected,” she said.
