5 Myths About Managing Temporary Workers

Temporary work offers a variety of benefits for today’s businesses. See how you can ensure the success of your temporary workers.

September 19, 2020

Temporary work offers a variety of benefits for today’s businesses. But sometimes people don’t have the full picture of today’s temporary staffing world. These misperceptions don’t just have negative effects for workers—they have negative effects on their own businesses. See how you can ensure the success of your temporary workers.

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Why You Should Consider Upskilling Workers

Invest in your temporary workers by reskilling and upskilling them. You will see the benefit to your business and stay ahead of the competition for great talent.

May 29, 2019

upskilling and reskilling workers

Upskilling, or teaching an employee additional skills, is not a new concept, but it’s not always the first thing you think of in the staffing world. After all, workers come and go and there’s no guarantee you’ll work with them again after summer is over. Spending the time (and even money) helping them learn a new skill might not make sense for every worker, but it’s an option you should consider—even for seasonal workers.

Large companies with the staff and budget available might implement large-scale training programs. Other businesses choose to create small-scale or less formal programs that rely on mentorships and on-the-job training. Here are reasons why your business, wherever it falls on the spectrum, can benefit from an upskilling initiative:

Bypass the Talent Competition

When you’re hiring for a position, you probably have a set of requirements you can’t budge on, and then another set of qualities that are nice to have but aren’t essential to the role. How often have you found a worker who has many but not all of the qualities you want? When the supply of workers outnumbers the demand, you might have the luxury of looking for the perfect candidate who has everything and more. But when you’re trying to woo workers who have their choice of jobs, consider investing a little time in applicants who have the potential to be great.

When you hire a qualified worker who can get the job done, look for the aptitude and desire to learn the skills that bring them to the next level. You don’t have to immediately decide whether or not you want to invest in additional training, education, and mentorship. Wait to assess their performance and after a while, you can see if you want to keep them on board once you know they are a good fit. When you decide to invest in a worker, you have already built the relationship and made them part of your talent pipeline, while other employers are starting their recruitment process from scratch.

Brand Affinity

We’re in a different era of work. Yes, today’s workers want a paycheck—that hasn’t changed. However, they’re also looking for places to work that either have a purpose or create a culture that they want to belong to. While you might think this isn’t a top priority when it comes to temp work, it’s actually just as relevant. After all, contingent workers often use temp jobs to test out an employer. If their brief stint at your company doesn’t align with their goals, they might move on to one that does

Upskilling sets a tone for your business. It shows that you’re willing to allocate resources—whether that’s time or money—to help a member of your team. That not only creates a positive image and relationship with a current worker, but it lets other job seekers know you are different than other businesses. Remember, you can set official and unofficial parameters for the situations where you are willing to upskill a worker; don’t fear that you’re opening the floodgates to a pool of workers you’re not willing to or capable of helping.

Understand the Market

Perhaps the most intangible element of upskilling is that it gives you a glimpse into what talent is available. On paper, applicants can look similar. On the job, you start to understand what soft skills (and hard skills) are prevalent. You might discover that today’s workers have the basics of your industry covered, but only some have the critical thinking or leadership qualities you need. Once you start pinpointing the areas you need to upskill workers, you’ll quickly find out which qualities are common and which are rare finds. Then you can make more educated decisions about which workers to hold on to and upskill.

Ultimately, the true benefits of upskilling will come when your talented workforce is delivering the results and quality you need to succeed. Talk with your PeopleReady partner to let them know what you’re looking for in a worker so they can find you the best fit.

Webinar: Second Chances: The Case for Hiring Ex-Offenders

March 5, 2019

Tap into a New Talent Pool of Temporary Workers

Second Chancers are a vast, largely untapped labor pool who offer immense opportunities for success. Register for our upcoming webinar to learn who Second Chancers are, how to hire them, and how you can support hardworking people in need of a second chance.

In our webinar, Regional Vice President Eric Lynn will discuss the various ways that PeopleReady works with Second Chancers, including finding work and matching them with employers willing to offer an opportunity at meaningful employment.

Tap into a New Talent Pool of Temporary Workers

Watch the Webinar Now

How to Cultivate Growth Through Mentorship

With more than 600 branches and an extensive talent pool, PeopleReady has the recruiting, screening and hiring expertise to supply your business with the right workers to fit your staffing needs.

December 6, 2018

business growth and mentorship

Whether on the mentoring or mentored side of the relationship and many times both, a notable 75% of executives say that mentoring has been a crucial part of their career development. Another survey by the American Society for Training and Development show organizations benefit from mentoring and experience higher employee engagement and retention along with supporting the growth of high-potential employees. Mentoring aids growth in personal scenarios too: 76% of at-risk young adults who have a mentor aspire to enroll and graduate in college, while only 50% of those without a mentor had these aspirations.

You may have had your own memorable growth experiences with a mentor and while it worked for you. So how can you implement a mentorship program across your business to drive success, strengthen your team, and developing your own skills?

The report highlights a number of recommendations, which PeopleReady shares here:

Test the Program

Instead of launching your entire workforce into a formal mentoring program, try it among a select number of your team. You can use their feedback to determine the best steps moving forward or what to tweak with a larger group.

Evaluate Results

While mentorship may seem like a difficult thing to gauge in effectiveness, it’s important to measure its success and to evaluate what is and isn’t working. Frequent checking in will allow you to make adjustments where necessary before the program ends.

Offer Guidelines and Training

Program participants should be trained well prior to taking on mentees: communication, listening, and feedback skills will all play heavy roles in a mentorship role. If the participants have a clear idea of what is important and expected, they’ll be more likely to meet their goals.

Find a mentoring program that works for your business needs and your target audience. Not all programs are created equal, so take the time to research what makes sense for you. Not only do polls show that mentors develop new perspectives, improve leadership skills, and increase insight into their organizations, but mentees reap the benefits of professional development, better understanding of organizational culture, and cultivating new perspectives.

Why Businesses Should Care About Diversity and Inclusion

Many companies have adapted their recruitment process to reach a broader range of candidates. See how you can build a richer, more diverse workforce.

November 19, 2018

Recently there has been greater emphasis on diversity within the workplace, and studies have shown a direct correlation with diverse teams impacting business by outperforming less diverse teams.

Many companies including PeopleReady now have a Diversity and Inclusion Council, and have adapted their recruitment process to reach a broader range of workforce. By actively seeking to diversify their worker candidate pool, they have the opportunity to build a rich workforce.

True diversity has been shown to increase financial performance. In the U.S., a 10% increase in racial and ethnic diversity on the senior executive team results in a 0.8 percent rise in EBIT.

ThisWay’s infographic explains the impact diversity can have on your workforce:

  • Encourages innovation.
  • Enhances company image.
  • Shortens the talent gap for businesses.
  • Increases creativity.
  • Encourages people and companies to grow.
  • Increases employee satisfaction.
  • Improves decision-making.

With JobStack, you can seamlessly add team diversity to your usual worker pool by connecting with highly-qualified, engaged associates. Building a well-rounded team with workers from different backgrounds, cultures and skills helps you fill positions while growing your company’s commitment to diversity.

How to Stay Engaged with Your Temporary Workers

The gig economy has become the go-to for many workers, with nearly 6 million people, 3.8 percent of workers, in contingent jobs and over 10.5 million working as independent contractors, on-call workers or for contract firms and temporary agencies.

September 20, 2018
Two workers giving each other a thumbs up

The gig economy supports many workers, with nearly 6 million people (3.8% of workers) in contingent jobs and over 10.5 million working as independent contractors, on-call workers or for contract firms and temporary agencies. How companies engage with their workers is shifting, as more begin to work with temporary associates. To secure commitment from the workers that provide the best support, it’s key for employers to find relevant ways to connect with their teams. How do you do this?

Be Transparent

Employees become frustrated when there is murkiness surrounding their performance, pay and advancement. Rather than your employees turning to websites like Glassdoor, work toward creating an environment of trust by sharing information in a timely manner. It also helps to explain why some decisions that impact your workers are made. While your workers may not always agree with business choices, it’s more likely that they will respect transparency from you.

Support Them

While people choose gig work for many reasons, flexibility is a top reason for many. With this flexibility comes the opportunity to choose work from a number of different companies. Helping your individuals in your workforce to succeed in their jobs will help ensure the strongest workers keep coming back to you. Prepare them to be able to make decisions in various situations so they feel empowered. You can make training a building block so they understand the goals of your business and how they can help reach them.

Show Respect

Surveys among temporary workers show that 58% believe that full-time permanent employees are treated better, and 56% of gig workers aged 25 to 34 feel they are outsiders compared to permanent workers of an organization. Take time to familiarize yourself with new workers, temporary or not, and recognize all staff for a job well done.

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5 Priorities for Recruiting Leaders

Shortages of skilled workers and higher wage demands have made it important now more than ever to focus on how to recruit and retain great candidates.

March 5, 2018

Shortages of skilled workers and higher wage demands have made it important now more than ever to focus on how to recruit and retain great candidates.

Here are five top priorities that recruiting leaders are focusing on:

1. Building Candidate Pipelines

This begins by identifying and cultivating the top talent within your company. With the shrinkage of skilled workers, it’s important to find employees who possess soft skills that you can train and develop. Mentorship programs are another way to encourage employees who are passionate about developing their skills to grow with your company. Another simple but often missed opportunity is using your top talent to help identify potential new hires, by offering referral programs.

2. Branding Your Company

Identify the most meaningful characteristics of your company that show potential employees you’re the employer of choice. Branding is crucial; telling the story behind what your company does and what you have to offer gives them something to identify with and get excited about.

3. Onboarding Engagement

Make your onboarding processes more conducive with today’s generations.  Provide online applications, email or text message correspondence, and interviews via social platforms such as Skype and other F2F social methods. Engagement is critical, make sure to communicate with candidates throughout the entire application and hiring process. Engagement can be the difference between gaining or losing the perfect candidate.

4. Understanding Your Workforce

Today’s workforce is made up of 3 generations: Baby Boomers, Millennials and Generation Z.  As baby boomers retire from the workforce, management roles are slowly being filled by Millennials. In addition, 2016 was the year Generation Z entered the workforce. These three generations seek different benefits from employers, make sure to keep in mind what your workforce is looking for in an employer.

5. Changing World of Work

The way companies do business has drastically changed since the Baby Boomer generation entered the workforce decades ago. The current workforce demands more sophisticated technology, higher wages, flexibility, and growth opportunity. Approximately 75 percent of today’s full-time employees are seeking other employment opportunities. In order to remain competitive when recruiting, it’s imperative to watch trends and adjust business practices accordingly.

At PeopleReady we understand the importance of remaining informed of market trends and adjusting our business practices to remain competitive. We understand our customers rely on us to find the workforce they need to efficiently run their business.

PeopleReady specializes in quick and reliable on-demand labor and highly skilled workers. PeopleReady supports a wide range of blue-collar industries, including construction, manufacturing and logistics, waste and recycling, and hospitality. Leveraging its game-changing JobStack platform and 600-plus branch offices across all 50 states, Puerto Rico and Canada, PeopleReady served approximately 98,000 businesses and put more than 490,000 people to work in 2020.