Have you employed a summer intern? Have you heard of those amazing intern programs with deliberate training, informational coffee dates, mentors, and wild conversion rates upon graduation? Maybe your organization has one, and we all want one. Shouldn’t we treat temporary employees the same way? They have more professional experience and thus more to offer. You’re probably paying them more than you would an intern because you have higher expectations for them and specific deliverables and results required.

Long Term Success

20% of Premier temporary employees receive permanent offers; so there’s a 1 out of 5 chance this person will become a long-term member of your team. Why wouldn’t you spend a few hours to set them up for success? 

Treat Employees Equally

There’s a more human argument to make as well. As employers, we have a duty to treat all employees equally; that means delivering the same workplace conduct, core values, and safety training to your contractors as best you can. Premier has a dedicated people team, including Learning & Development, compliance, and benefits, to help you through your co-employment. 

Impactful Trainings

Here are a few simple, but highly impactful onboardings and trainings you can and should deliver to your temporary employees during their first few days to gain the most out of this mutual relationship. You don’t need fancy presentations or videos, they can simply be conversations and introductions.

By using the following strategies implemented thoughtfully, you’ll be able to gain and share useful insight into the core of your company’s business: people.

Total time: 2-3 hours

Company Mission And Values

What’s the founding story? How can this contractor demonstrate the values? Contribute to the mission? (15 min) 

Company Or Team Rules

Meeting attendance is mandatory? The office is closed on Fridays? Communication expectations? (15 min) 

Team Culture And Work Style 

Is timeliness highly valued? Do their teammates prefer questions via Slack, email, or live? Make sure to include “unspoken norms” with common examples. (15 min)

Key Contacts 

Who is their boss? Who has time to help them? Who can help them acclimate and feel less intimidated? If they notice a facility issue, whom should they notify? Make introductions so they can put faces to names. (30 min) 

Internal Processes

What do they need to know about your database? How should they use shared folders? What should they listen for in team meetings? (30 min - 1 hr)

Work Schedule 

When should they take personal calls? How much notice should they give for doctor’s appointments? When should they take their required rest and meal breaks? Who needs to know when they do? How can they help you stay compliant and track breaks? (15 min) 

Your temporary employees will talk about their experience working with you and your company to their families, their friends, and your potential applicants. Make them referral champions. Set them up to succeed.

The Bottom Line

If you’ve ever worked as an intern or a temporary employee, it’s not hard to put yourself in the shoes of those you’re now managing. Do you remember how your onboarding was conducted? First impressions last longer than you think, so it’s important to make sure you’re demonstrating that your organization values all of its human resources - regardless of the length of tenure.

Read more articles on learning and development here.

Looking to hire temporary talent? Let us help. At Premier Talent Partners, we provide exceptional staffing and employment experiences for our clients and candidates. We work with all sizes of companies across the United States and offer diverse, all-inclusive staffing nationwide. Let’s get started!