Recruiting and Retention Strategies of Office Temporary Employees
An in-depth analysis of the temporary office employee industry as it pertains to recruiting and retention of those employees.
This paper presents a detailed proposal for the recruiting and retention of temporary office workers. The writer is employed as a full time on site recruiter of temporary office workers at one of Wall Street's top financial firms. The majority of the temporary help the writer recruits are administrative assistants and other entry level finance positions. The positions range from a couple of days to several months in time. The writer is charged with recruiting and retaining temporary workers who have the necessary skill sets and experience to perform the jobs. The writer analyzes the industry, the company history regarding temporary employees and future trends to propose methods for the purpose of recruiting and retention of those workers.
FLOW OF INFORMATION
Abstract
Introduction
Statement of the problem
Company specific problems
Examination of other companies
Solutions for here
Introduction
Temporary employees provide valuable assets to this company by providing consistent short-term capable help in all departments as needed. Temporary office workers make up the bulk of the temporary staff here, therefore this proposal will concentrate on the recruiting and retention of them and other entry level financial positions.
Temporary employees are employees who are hired for a short-term to fill a need in a company. Temporary employees are contracted and hired by temporary agencies who are responsible for recruiting, checking backgrounds, testing skill sets and paying the worker. The worker then reports to and performs job duties at client companies of the temporary agency.
"According to Adecco, the largest temporary employment agency in the world, leveraging temporary jobs to permanent assignments does work. In a study conducted in the 1990s, during an economic period comparable to 2002, 85% of temporary workers desiring full-time permanent work found those jobs within six months. While most of these were conversions in the employing companies, others did find jobs outside their temp jobs. The overall statistic is meaningful, and we anticipate that we will again see this kind of transition (Temporary Hiring Picking Up http://www.americanrecycler.com/mayworkforce02.html)."
Temporary employees are usually well skilled as they are tested before being placed. They are trying hard to impress the company in the anticipation of finding full time work with it, so they are generally responsible, hard working and punctual. This causes employers to take them on full time which depletes the temporary agency's pool of workers available for the upcoming assignments. Because of this cycle the recruiting and retention of temporary employees is a mainstay of the industry.
A recent study looked at statistical information regarding temporary employees and found the following:
Four out of ten contract workers are happy with their non-permanent employee status
"We were somewhat surprised to find that such a large group of temporary or contract workers actually preferred their nonpermanent employment status over permanent employment," said George Milkovich, the Martin P. Catherwood Professor of Human Resource Studies at Cornell's School of Industrial and Labor Relations. "There is this group of temporary workers who like the flexibility that goes with this sort of assignment (Forty percent of temporary workers prefer nonpermanent employment status, Cornell University study concludes http://www.news.cornell.edu/releases/Oct97/temp_study.dg.html)."
That still means that six out of ten, more than half of the temporary workers are leaving to work for someone permanently, leaving a depletion of workers to draw from in the temporary industry.
The temporary employee market has problems according to the study. Several factors were discovered that may play a part in the exodus that is commonly seen in the industry every few months.
"The lack of benefits for temporary workers continues to be a source of great frustration. The survey found that nearly eight in 10 workers reported receiving no benefits, and nearly seven in 10 said they were dissatisfied or very dissatisfied with their benefits situation (Forty percent of temporary workers prefer nonpermanent employment status, Cornell University study concludes http://www.news.cornell.edu/releases/Oct97/temp_study.dg.html).
"This great dissatisfaction over benefits is what makes people generally uncomfortable about temporary work," Milkovich said. "By making benefits portable, by that I mean benefits...
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