Real-Time HR: How Do We Hire a Temporary Employee?
Implementing talent acquisition best practices is essential for organizations looking to attract and retain top performers in today’s competitive job market. With this competitive landscape of talent acquisition, organizations must adopt effective recruitment strategies to attract and retain top talent. According to a recent SHRM report, organizations with highly effectivertalent acquisition strategies are 2.5 times more likely to outperform their competitors in revenue growth. This article delves into best practices that can significantly enhance recruitment efforts, ensuring that businesses not only find the right candidates but also foster a positive hiring experience. By understanding the core principles of talent acquisition, companies can streamline their processes and improve overall outcomes. This guide will cover essential recruitment strategies, including the role of data-driven hiring, the integration of AI and automation, the importance of diversity and inclusion, and how to build a proactive talent pipeline.
Real-Time HR is a series of real questions we receive that are then answered by qualified HR experts in the field. We publish these questions and answers to our blog to give readers accurate, timely information about trending HR topics.
Question:
We have an employee who is going on a leave of absence. We will need to hire a temporary employee to cover those duties. What do we need to know about hiring a temporary employee?
Answer from Emily, MBA, SPHR:
The process for hiring a temporary employee is like hiring regular employees. You will post the position, go through a selection process, ensure all necessary new hire paperwork is completed, and onboard the temporary employee. Just be sure you’re clear in the job posting and during the interviews that the position is temporary. If you know the length of the assignment, you should mention it.
Of course, there’s also the option of using an agency to assist you with the process. There would be a cost, but they’d likely be able to find you a temporary employee faster than you would using your usual process. They’d also handle most of the typical employment-related paperwork.
This Real-TIme HR post does not constitute legal advice and does not address state or local law.Emily’s robust experience overseeing HR in the non-profit, healthcare, and hospitality industries brings valuable knowledge to clients. She graduated college with degrees in Music and Entrepreneurial Business, and her passion for helping and working alongside people led her to the field of HR. In her free time, Emily enjoys traveling and home brewing.
Do you have an HR-related question? Send it to info@axiomhrs.com. We will answer it and share it on our blog.
What Companies Outsource HR?
Companies big and small are jumping on the outsourcing HR bandwagon. Small businesses outsource because it’s like having an HR expert in their back pocket without the hefty price tag. They get to hand off the HR tasks like payroll, benefits, and recruitment management to the pros. Even larger organizations outsource key HR functions to keep things streamlined so their internal teams can focus on what they do best.
Whether you’re a neighborhood startup or a corporate giant, outsourcing HR reduces the burden of people management so your teams can focus on improving the employee experience on a deeper level.
