Let’s face it – given the choice, we’d pick a permanent employee over a temp time and time again. The benefits of taking on an employee full time are obvious, but this world of ours is far from perfect, and we all know that sometimes taking on a temp worker is not only necessary, but smart.
As a business owner, you know where your strengths lie and where the gaps in your skillset exist. However, whilst we know what needs to be done, communicating that to a potential employee is something else entirely.
Here at TempAuction, we’ve seen countless jobs listed – some good, some awful – and since our launch we’ve learnt the right way to sell a job to a candidate. But what about the wrong way?
Here’s three things you should NEVER do.
Create a vague, catch all advert
There are times in life when being purposefully vague is useful, but not when you’re writing a job description. Potential employees need to know what their roles and responsibilities will be before they apply for your position, otherwise they might later find themselves unqualified. In those circumstances, nobody wins, so be specific.
Instead of listing an advert for somebody who can help with “general administration tasks”, list exactly what function your temp will perform. Not only does this help any potential employees, but it also helps a staffing agency put you in touch with the right person.
Be overly casual
We all have a tendency to write adverts in our own voice, and whilst that can create a welcoming atmosphere, it can also attract the wrong kind of employees. Temp jobs are about filling a gap in your team, not adding a new friend to the office. It might sound callous, but in order to find the best workers, keep it honest and business-centric.
Make false promises
It can be tempting to suggest to a potential temporary employee that their stay could be made permanent. After all, that might well draw in more committed and engaged employees. However, it’s also deeply unfair on your new employee, who’s chasing a dream which simply won’t come true. The best recruitment agencies never engage in this kind of behaviour for a reason as it demoralises their workforce, so why should you?