• meet critical deadlines;
• lower employment expense and risk;
• and free your staff to focus on core competencies, to name just a few.

But while using staffing services is clearly a smart business strategy, the ways you use them can be an equally important consideration.  Here are a few best practices to help you get the highest return from your contingent staff, while minimizing co-employment concerns.

1. Set clear performance expectations.  Determine what you want temporary employees to accomplish and provide those requirements to the staffing firm.  Document tasks to be performed, required skills, and expected standards of performance.
2. Benchmark your staff.  Ask your staffing provider to test one or two of your staff members using their skills assessment software.  This will help you determine which tests your temporaries should take, as well as minimum acceptable scores.
3. Do not tolerate poor performance.  Track each temporary employee’s job performance.  If any of them fail to meet your standards, ask the staffing firm to replace the employee(s) immediately.
4. Prepare your staff.  Foster a  positive work environment by clearly explaining where and why you are using temporary employees.  Open communication will encourage cooperation and keep your staff from viewing contingent workers as a threat to their own job security.
5. Provide a job site orientation.  Provide a facilities and resources tour for new temporaries.  Be sure to introduce them to co-workers and onsite supervisors who can answer questions and provide direction.
6. Do not train contingent workers.  If training is required, ask your staffing vendor to handle the training.  You want the employer of record to be responsible for training of its employees.
7. Do not negotiate the pay rate of your temporary workers.  While it’s fine to negotiate bill rates, all discussions regarding pay, benefits, and raises should be between the staffing service and its employees.
8. Do not coach a temporary on job performance.  Provide all feedback to the staffing firm’s service coordinator and request that they, in turn, coach the employee.
9. Train your service coordinator.  Bring the service representative on-site to inspect your work environment and develop a thorough description of job duties and performance expectations.
10. Do not terminate a temporary employee directly or discuss future job opportunities.  All changes in job status should only be discussed with the staffing firm.  You may refer temporary employees to publicly available job openings.

Achieve More With Staffing

ABR Employment Services wants you to achieve even better results with staffing.  Contact us today to learn more about how our services can help you save time, money, and headaches.