In a time dominated by economic uncertainty, temporary jobs may be viewed with hesitation by some candidates who prioritize security and stability. Even in these conditions, it is essential to craft a job posting that is clear and meets both the needs of candidates and your business. A study conducted by Jobvite (2020) found that nearly 60% of candidates abandon their application when the job description is vague or lacks clear details about the responsibilities and requirements of the role. Additionally, insufficient information about experience requirements or skills can create confusion and make the position seem too risky or uncertain. 

Follow these steps to ensure that your message meets candidates’ expectations and reaches the right people for your company.

 

Understand Your Expectations for the Future Candidate 

The first step in creating a temporary job posting is to clearly understand your objectives. Why do you need a temporary employee? What are your business’s specific needs during this period? The answers to these questions will guide you in formulating a clear and concise message.

Whether it is to cover a vacant position, manage a peak work period, or complete a team for a specific project, your job posting should reflect the purpose and importance of the temporary role. Candidates must clearly understand why their role is essential for the success of the team and how they can directly contribute to achieving the company’s goals.

Start by including a brief introductory paragraph in the job posting explaining why you need a temporary employee. Don’t be afraid to be open about your expectations and the challenges you face. 

 

Clearly and Transparently Outline the Requirements and Responsibilities

To attract the right candidates, make sure your job posting clearly describes the job responsibilities, requirements, and contract duration. Candidates need to know exactly what is expected of them and how they will contribute to the company’s success. Details are essential in this process: if you specify that the temporary job is for three months, candidates will know what to expect and can make an informed decision.

Additionally, be transparent about the benefits you offer, such as a flexible work schedule, opportunities to learn new skills, or chances for advancement—even in a temporary role. Many candidates seek temporary jobs not just for the salary but also for the professional experience they can gain. By providing this information, you can attract them more easily.

Avoid: „“We are looking for a flexible person.” Instead, say: “We are looking for someone who can work from 9:00 AM to 6:00 PM, with the ability to adjust to schedule changes if necessary.””.

Avoid: “We offer a dynamic work environment.” Instead, say: “You will work in an environment where you can experiment and learn, adapting to client or project requirements.”

 

Meet Candidates’ Expectations

To convince candidates to apply, make sure you mention salary and working conditions in a detailed and attractive way. A study by Glassdoor (2021) showed that about 60% of applicants refuse a job if the salary is not transparent or is lower than their expectations. Additionally, insufficiently detailed benefits, such as work schedules, paid leave, health insurance, and other perks, can significantly reduce the job’s appeal.

What do you offer besides the salary? A flexible work schedule, remote work opportunities, benefits (e.g., transportation, meals, training)? In a period when many employers offer similar benefits, providing something extra can make a difference.

40% of candidates choose not to apply for jobs that do not offer a proper work-life balance. This includes, for example, a rigid work schedule or the absence of flexible work policies, according to a Gallup (2021) report. Gallup (2021).

Also, be upfront about whether the job offers opportunities to extend the temporary contract or transition into a permanent position. A study by Randstad (2022) shows that although many candidates accept temporary jobs, they are often influenced by employer guarantees regarding contract continuity or extension. Even if the role is initially temporary, mentioning these possibilities will attract candidates who want to build a career in your company.

 

According to a LinkedIn (2020) study, about 45% of candidates stated that they do not apply for a job if they lack clear information about the company’s culture, values, or work environment.

Showcase the Team Atmosphere 

Candidates interested in a temporary job are not just looking for work; they also want an organizational culture where they feel comfortable. That’s why it’s important to highlight your company’s culture in your job posting. What kind of people are on your team? What values do you promote? Share examples of group activities, events, or learning moments that help the team grow and collaborate better. Use an empathetic and warm tone that reflects your company’s values. For example, you can add to the job posting: “In our company, every contribution matters, regardless of the length of the commitment.” This way, you start building trust right from the moment candidates read your job ad.

Include information about diversity and inclusion in your company, as well as work-life balance initiatives. This way, candidates will apply not just for the temporary job but also for the positive atmosphere you offer.

 

Focus on the Candidate Experience in the Selection Process

After creating a clear, attractive, and transparent job posting, it is essential to focus on the selection process as well. In temporary job hiring, a fast and efficient recruitment process can be a decisive factor. Avoid lengthy and complicated procedures that may discourage candidates. Be clear about the next steps after application and provide quick feedback.

60% of candidates are discouraged from applying for jobs with a recruitment process that is too long or requires too much unnecessary information (such as filling out complicated forms or attending multiple interviews). Candidates want a simple, clear, and efficient process, according to a CareerBuilder report.

Transparency and frequent communication throughout the entire recruitment process can significantly contribute to a positive candidate experience and enhance your company’s image.

 

Partner with a Staffing Agency

Smartemp has over 13 years of experience in staffing services and more than 10 years of working with multinational companies. We provide temporary workers in HR, Finance, IT&C, IT Help Desk, Office Management, etc., for a predetermined period. We create job postings and recruit temporary workers. We handle the necessary hiring documents, prepare additional agreements and decisions, and submit the electronic employee record to the appropriate authorities.

The partnership with Smartemp is based on communication, trust, and flexibility. We periodically evaluate the services offered and look for ways to optimize activities for both candidates and companies. We ensure that employees can extend their temporary contracts up to 36 months or explore other temporary work options.

 

Contact us for a personalized offer at office@smartemp.ro

 

Creating a temporary job posting that attracts the right candidates is not a simple process. Still, with a clear, empathetic, and transparent approach, you will find the ideal people for your business needs. Pay attention to details, promote your company’s values, and build a work environment that attracts candidates, regardless of the duration of the commitment. Follow these steps, and you will attract good candidates and people who will genuinely contribute to your team’s success.

Sources: 

• The Muse: How to Write a Job Description that Gets Noticed 
• Harvard Business Review: How to Attract and Retain Top Talent for Temporary Positions
• Forbes: Best Practices for Hiring Temporary Workers