Because we want to offer you quality and up-to-date information, we created the "HR Talks" interview series, where the Smartemp HR team answers questions related to temporary work.
Today, we're talking about the advantages of temporary work for both employees and companies. The HR team has shared valuable and detailed insights and practical advice, which will give you a complete picture of the benefits of this type of employment for everyone involved.
1. What are the main advantages of temporary work for employees, from the HR team's perspective?
From the HR team's perspective, an employee can access a job more easily through this type of collaboration, has the opportunity to acquire new knowledge and experience in a field in which he wants to specialize. He has the chance to more easily choose a work period suitable for his development needs, managing more efficiently the period in which he wants to work, benefits from the same treatment as internal employees and can be helped by the employment agent to find a new job after the contractual period comes to an end.
2. How is temporary work perceived by candidates compared to other types of employment?
For many temporary employees, this form of work is a professional and financial benefit. It is an advantage for students who want to supplement their income, but can only work during school holidays or, due to the course schedule, can only work during certain periods of the day, with a reduced working hour. Temporary work also benefits people with rural households, who can only work out of season, or for people who want to supplement their income from an indefinite employment contract for a certain period, as a result of increasing daily expenses.
For many other categories of people, temporary work can offer the opportunity to enter a field in which they have no experience, either because they are beginners or because they are reorienting towards another field of activity. And for unskilled people, where the supply is greater than the market need for permanent unskilled employees, temporary work is a way to stay connected to the labor market, representing an alternative to unemployment.
3. What benefits does a temporary worker bring to a company, in terms of costs and flexibility?
From the company's perspective, temporary work responds to immediate needs that must be urgently resolved, such as: rapid increases in production, fulfilling orders not foreseen in the plan, the absence of some internal employees and their rapid replacement with new personnel.
Another advantage is that labor costs become variable expenses and do not weigh as a fixed cost on companies' balance sheets, there are far fewer litigation situations compared to internal employee employment contracts. The temporary work solution can be used in companies that need to experiment with development or innovation strategies (in the engineering field or companies ready to launch new products on the market, to enter new markets/geographical areas), reducing the risks related to possible failures. It allows priority satisfaction of the requirement to make choices that are reversible, without major complications, thus limiting the costs and barriers that arise when personnel leave.
Also, temporary work can effectively extend the probationary period, greatly reducing the risk of a bad choice or potential litigation. A considerable advantage is that a company can let go of a potential underperforming employee without going through complicated procedural situations.
4. What advice do you offer to companies that want to conclude a temporary employment contract for the first time?
In the event that a company wishes to access temporary employment services, it is necessary to understand that the temporary employee must be treated similarly, both in terms of salary package and benefits provided, as well as in terms of attitude, as an internal employee, precisely in order to avoid tense situations within work teams. Therefore, we recommend offering a salary package similar to that of internal employees, but also a reporting to the temporary employee that does not result in a differentiation in treatment compared to the own employee.
Given the principle of equal pay, which is stipulated by law, a temporary employee must be paid at the same level as a permanent one, so most of the cost savings achieved by employers come from the fact that the management of temporary staff is done by the temporary employment agent.
5. How does Smartemp ensure the quality of the recruitment and selection process for temporary positions?
Smartemp ensures the quality of the recruitment and selection process for temporary positions, through a complete and professional approach.
First of all, the company offers personal leasing services, completely managing the hiring process for temporary workers. This includes preparing and signing the necessary employment documents, paying salaries on time, ensuring the management of meal vouchers, performing Occupational Health and Safety and Occupational Medicine services.
Smartemp also offers support in labor legislation through specialized experts in this field, who constantly monitor legal aspects to quickly resolve any problems and find immediate solutions. The selection process is simplified and streamlined, allowing companies to quickly respond to their temporary staffing needs. In addition, it offers transparency in operations involving temporary employees, through access to the payroll and personnel management application and by providing monthly and periodic reports.
Through this approach, Smartemp ensures that companies' operations run profitably and without risks, offering them flexibility and access to a qualified temporary workforce.