Brian Salkowski

Talent retention is a commonplace concern when it comes to permanent staff, but what about temporary workers? This group is playing a significant role in post-Covid success, when the need to scale resources up and down as demand dictates is becoming increasingly common. And while these individuals may only be with the business for a finite length of time, more often than not there’s the potential to need them again at a future date to support project demands and growing business requirements.

Being able to ‘retain’ these temporary workers – either with contract renewals or by enticing them back to your firm again in the future – should be a key aim of all total talent strategies. But how can you retain this fluid workforce?

Provide a positive experience

The application experience is just as crucial for the temporary workforce as it is for permanent hires. While robust recruitment and screening processes are necessary when hiring temporary workers, people need to be treated as more than just a name on a timesheet. They want to build a rapport with your brand, no matter how brief their initial involvement with your business may be.

Good communication with these individuals during the vetting stage is critical to making a good first impression. Whether it comes directly from your brand or an external partner that manages your contingent talent, having an open two-way dialogue will show your commitment to generating a long-standing and meaningful relationship from the get-go.

Invest time in on-boarding

It is also important that employers are committed to giving temporary workers the best possible start in their role. Onboarding them thoroughly and making them feel part of the team will deliver significant long-term value for everyone. Make sure they enjoy the same considered new-starter experience that permanent hires receive, including making introductions to the wider business and taking them on a tour of the site or, if you’re managing them remotely, taking the same steps in a virtual setting. Small gestures such as these can help them feel like they belong with the business and are a part of the team, rather than just a temporary ‘resource’.

Where feasible, consider having a buddy system for temporary workers to help them settle in. Encourage managers to lead by example and include these individuals in team meetings and events, and remember that first impressions really do count. If their assignment ends and they’re looking forward to working with your firm again, you stand a much better chance of enticing them back for future opportunities and beating the competition to engage these workers if they are presented with multiple projects.

Small gestures count

On a more personal level, consider how temporary workers are being treated in your organisation. Happy workers are more likely to be productive, so take a look at the small gestures that could be extended to temp staff. As a case in point, do you keep a list of team member birthdays so you can organise cards and well wishes from the rest of the team? If so, consider adding your temporary workers’ the list so they feel included and cared about.

Hiring managers should exercise caution here, particularly around gifts, to ensure that any actions they take are aligned to their legal best practices for the management and support of external employees. But small steps such as these can establish a sense of loyalty that will only build your contingent worker employer brand reputation.

In a similar vein, think about the way temporary workers are referred to within the business. Are permanent staff using terms that risk ‘othering’ their temp colleagues? If so, educate them about the need to see and treat the entire workforce as one united team.

Future proof retention strategies

Temporary workers are going to become an increasingly valuable cog in many firms’ competitive growth plans. But while they may only be a short-term resource, their long-term value shouldn’t be underestimated. Having a retention plan that incorporates this flexible segment of your workforce is vital to future-proofing your business. But unless every effort is being made from the very first impression, you may be leaving it too late.