Your internal task force is the most valuable asset your company has; they drive production, make sales, and do whatever they have to do in order to keep your company driving towards success.  Since a company is only as good as its employees, it is important that you hire the best mix of employees for your company’s initiatives (to state something almost painfully obvious).  One resource that can be often overlooked but may prove extremely beneficial for employers is to utilize temporary work in their organization.  From interns to seasonal workers, temporary employees might be just what your company needs in order to explore a new endeavor, fill a temporary vacancy, or tackle an influx in workload.

Mary Lorenz wrote an excellent CB “Hiring Site” article on some of the occasionally overlooked benefits of adding temps to your internal staff.  Do you hire temporary employees in your organization?  If so, what benefits does this add to your company?

Much like online dating sites, temporary workers can’t seem to shake being the target of unflattering stereotypes. But if you know anyone who’s ever found their true heart’s desire through (or at least gotten a few decent dinners out of) online dating, you know better than to let negative stereotypes get in the way of what for many is a great experience.
Companies are often hesitant to hire temporary workers for fear these workers will turn out to be lazy, unproductive, and unqualified or unskilled.

What employers need to realize is that today’s temporary workers are actually highly qualified, skilled individuals who have a strong work ethic and take pride in their work.
Oftentimes, they’re specialists in their fields who choose temporary work because they enjoy the flexibility and autonomy of it. Because they understand that their reputations follow them where they go, they produce high quality work for their employers in efforts to build their personal brands, resumes and portfolios.
In other instances, they may be stay-at-home parents, recent retirees, college students or other qualified individuals whose current schedules or situations do not allow for a full-time position; however, that doesn’t mean they’re any less capable than turning out consistent, high quality work.
In addition to providing high quality work and diverse skills, temporary workers offer other major benefits.
Money-saving benefitsHiring temporary workers saves companies from having to throw a larger than usual amount of money at candidates before knowing their level of performance. Temporary workers do not require incentive-laden benefit packages or costly insurance coverage. Temporary workers are paid only for hours worked, so companies get exactly what they pay for without having to offer a large salary.
Time-saving benefitsTemporary workers offer companies the flexibility to cover long absences and seasonal demands without adding an additional salary. When it comes to covering for employee who is out for an indefinite amount of time – due to something like maternity or medical leave, military duty or a sabbatical – a client may need to fill a position but not necessarily want to hire a full- or part-time candidate to cover this period. Temporary workers offer a convenient solution to this problem.
“Try before you buy” benefitsTemporary workers provide companies the luxury of getting to “test drive” employees before offering them a full-time position. Say, for instance, a company wants to expand its marketing efforts and see if there’s enough work to keep a full-time copywriter busy. Hiring a temporary copywriter would allow a company to see first-hand whether the position is warranted. If they like the copywriter’s style and think having one on staff full-time is beneficial, they can offer the temp first shot to come aboard full-time; otherwise, the company can cut the temporary copywriter loose with no strings attached.

Temporary workers are not the answer for every client and every situation, of course, but understanding when temporary workers are the ideal option – and being able to effectively communicate these benefits to clients – is how successful recruiters earn clients’ trust and confidence.