Staffing Management

Successful Staffing Strategies

By Irwin Speizer

Sep. 26, 2011

Make sure the staffing partner has an adequate balance sheet. Given the relatively low barriers to entry, it is too common to see companies struggle financially.
Be sure the staffing partner has sufficient size and financial resources to manage the contract. Sourcing 100 or more contract workers on an ongoing basis requires a very different type of staffing organization than providing two or three temps at a time.
Visit the local office of the staffing company as part of the due-diligence process, especially for large projects, to make sure the operation meets expectations.
Give your staffing partner feedback on all candidates that you review to help refine the recruiting strategy, and make it easier to find the best candidates.
Be open-minded about “teachable” candidates, especially for hard-to-fill skill sets. Candidates who are a strong cultural fit and possess transferable skills are likely to succeed and thrive with some training and support.
Provide enough training, rewards and feedback to keep temps engaged and motivated. One employer notes that small rewards—a free lunch for good performance, for example—go a long way toward winning the loyalty of temps.
Beware of unfair negative stereotypes about the quality of temp workers. Temps can be—and often are—as qualified as full-time employees, and their skills can be equally useful.

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