How to Onboard New Temporary Employees

How to Onboard New Temporary Employees

By | March 20th , 2018

Onboarding employees is crucial to maximizing results - for both you and them. Whether you're looking for fresh permanent hires or finding temporary employees, you need to make those first few weeks an efficient learning process.

What’s At Stake When Onboarding An Employee?

One in every three workers intends to quit their job for a new one in the first six months, and half of hourly workers will leave for new jobs in the first four months. Proper onboarding can help you build retention and keep these valuable people where they belong - at work.

What are the most important ways to onboard new temporary employees efficiently?

  1. Find Agencies that Recognize Intangibles

    Leverage the reach of a temporary labor agency that can identify reliable talent who can acclimate quickly and smoothly. We focus on business flexibility, and that means finding temporary employees who can hit the ground running - and who won't trip at the first rough spot.

    In finding temporary employees, we identify intangibles as well as vetting hard requirements. By the time we've leafed through hundreds or even thousands of resumes and narrowed it down to the most qualified, it's often a matter of best fit. Who will communicate with your business the best? What do their references say about what they bring to the workplace? Are they willing to ask questions, or are they scared to?

    When all the other requirements are filled, what's left for a temporary labor agency is handing you the top candidates in terms of their ability to adapt and learn. This is doubly true of skilled labor. It allows you to expand your capabilities effectively when finding temporary labor.

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    Even with those employees who are best at adapting, there are ways you can onboard new workers even faster:
  1. Make a Good First Impression

    Whoever's meeting and training the employee, make sure they can do so in a polite and efficient way. First, you don't want to waste the time of the person who's training your new employee. If they're not ready to show them what they need to know, then the new employee will be lost.

    Second, niceness can't be overrated on a first day. New employees and temp labor take the lead from those already experienced at the business when it comes to communication and forthrightness. If their first impression is rude, they'll be less likely to ask questions. If their first impression is disorganized, they may feel pressure to overlook small details in order to fit the rhythm they're encountering.

    No matter how skilled or how well they're able to acclimate, a new employee can only be as good as the introduction and training they receive. Remember this when choosing who to walk the new employee through.
  1. Give Them Access for the Job

    A lot of lost productivity for new hires isn’t their fault. Some businesses don't prepare to get the employee up to speed right away. This can lead to a few days of remembering that the new employee doesn't have a tool, or a log-in, or physical access, or even sometimes a supervisor that they need.

    We've seen it countless times where a new employee is needed, but is asked to spend half their first few days sitting because some element wasn't in place for them. This is frustrating for employees because they want to create a good impression and show you what they can do.
  1. Include Them on Communication

    Giving the new employee a hard time once in a while is par for the course in some environments, but don't make it the rule. A new employee needs to feel comfortable asking questions. They need to feel comfortable calling out their own initial mistakes so that they can quickly correct them before they turn into habits.

    This means that they need to feel as if their questions are respected and taken seriously. Like we said, new employees look for social cues as to what's normal in your business. If questions are shut down, they won't ask, and this means they won't learn crucial information about how to work efficiently.

    Never treat a question as stupid, and understand if they have to ask the same question twice. What they're looking for when they do this is confirmation. It helps solidify the information in their heads as a rule, and that's what you're looking for.
  1. Make Sure They Get Paid

    With a temporary labor agency, pay is handled in one of a few ways. Make sure that their paycheck is ready when you say it will be. Even if the worker is starting out at a basic level, pay is an acknowledgment that the hard work they've put in is valued. If you forget to value it, they may learn not to value it either.

    Nothing makes a worker imagine you don't value them quicker than a pay hiccup. If it happens, make sure you acknowledge it to them, take responsibility for it, and correct it as soon as you can. It's one place where you can't undermine a new worker, or their confidence in you may not be repairable.
  1. Focus on Follow-up

    Once they're into the swing of things, don't just assume a new worker is fine and let them go without a few check-ins. You don't need to take a ton of time to do this, but remember that they're still relatively new and will have some questions stocked up.

    New workers actually get excited about the questions they stow away, so this is usually a good experience for you, too. You can see their excitement for working and being able to gain knowledge from your teaching. Keep this excitement up with regular check-ins and they'll be able to help you onboard additional new labor in a positive and efficient way.

    That's the ultimate onboarding success: if they have such a good experience that they want to turn around and provide that experience for the next hire.

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