Have you ever found yourself in a situation where you needed temporary workers “yesterday”? A looming deadline, an already overburdened team, and each day without staff translating into financial loss? Yet, the recruitment process feels like it’s dragging on forever. According to a 2024 study by ManpowerGroup, over 77% of employers in Eastern Europe face difficulties in finding qualified temporary workers, and 62% say that recruitment speed is crucial for maintaining competitiveness. At the same time, companies that adopt digital recruitment processes reduce time-to-hire by up to 45% (Source: Deloitte, 2024).
If you feel like you're wasting time reviewing countless CVs, conducting unnecessary interviews, and navigating bureaucratic hurdles, you're not alone. Recruiting temporary staff can be a frustrating process—but the good news is that it can be significantly simplified. Discover efficient strategies to drastically reduce recruitment time without compromising candidate quality.
1. Be Clear on What You Need – No Ambiguity
The first step in fast and effective recruitment is a clear definition of your needs
- What tasks will the temporary workers be responsible for?
- What skills are essential?
- What is the contract duration?
Having a clear vision from the start will help you filter out unsuitable candidates more easily. A well-written job ad based on this information can significantly reduce irrelevant applications and speed up the selection process.
How to write a clear and effective job ad:
Use a specific title, not a vague one (e.g., “Packaging Machine Operator – 3-Month Temporary Contract”), followed by a brief introduction highlighting the job’s key offer and why someone should apply. Then, clearly list responsibilities and mandatory requirements (e.g., minimum experience, availability, driver’s license). Include any “nice to have” skills labeled as “optional.” Specify the contract type and duration (e.g., temporary for 3 months, with possible extension), exact location, and working hours (e.g., Monday–Friday, 8:00 AM–4:00 PM). Don’t forget to include: compensation and benefits (salary, transport, bonuses), clear application instructions (what to submit and where), and an application deadline. Candidates also appreciate a short description of the selection stages (e.g., screening, interview, skills test), which encourages quicker and more relevant applications.
2. Measure and Optimize Time-to-Hire
Time-to-hire refers to the period from receiving an application to the candidate accepting the offer—and it’s a key factor in maintaining candidate engagement.
According to LinkedIn Talent Trends 2024, 61% of candidates expect the recruitment process to last less than two weeks. Organizations that consistently track and improve their time-to-hire can increase offer acceptance rates by up to 34%.
What you can do:
Monitor the time taken for each stage: application, screening, interview, offer.
Eliminate redundant steps.
Set a maximum duration for completing each recruitment process.
3. Automate the Initial Screening
Instead of manually reviewing hundreds of CVs, use an ATS (Applicant Tracking System) to manage applications.
78% of employers report that an ATS has helped them identify suitable talent more efficiently (Source: Capterra, 2024).
Bonus: Some systems include automatic CV scoring, interview scheduling, and team collaboration features.
You can also add a recruitment chatbot to collect candidate information, answer FAQs, and even schedule interviews. A 24/7 AI assistant can significantly cut down time spent on repetitive tasks.
4. Quickly Assess Actual Skills
Rather than relying solely on interviews or CVs, use predefined skill assessments through platforms like TestGorilla.
Advantages:
Candidates can complete them online
Automatic grading
Substantially reduces selection time
Companies that use skills assessments reduce early turnover during the probation period by up to 25% (Source: SHRM, 2024).
5. Optimize Interviews
Interviews are often the most time-consuming part of the process. But with efficient scheduling, you can streamline them without sacrificing quality:
Schedule all interviews within a one- or two-day window for easy comparison
Use video interviews—they’re quicker to arrange and offer greater flexibility
Group interviews or team-based tasks can help assess multiple candidates at once
Automate scheduling with integrated calendars and notifications
6. Make Fast Decisions and Start Onboarding Immediately
Temporary workers are looking to start quickly. The faster and clearer your process, the more likely candidates are to accept your offer. Delays can mean losing valuable talent.
Companies that initiate onboarding within 48 hours of offer acceptance reduce the risk of no-shows before day one by 40% (Source: Glassdoor, 2024).
A fast, well-structured onboarding process increases the likelihood that a temporary worker will return for future assignments.
Partner with a Staffing Agency That Reduces Recruitment Time
Smartemp supports you in quickly identifying and attracting seasonal candidates, tailored to the specific needs of your industry. We manage the entire hiring process, saving you time and resources while seamlessly integrating new team members. With extensive experience in recruiting for sectors such as retail, logistics, transportation, HR, finance, IT&C, IT help desk, and office management, we offer:
Sources:
- LinkedIn Talent Blog – Recruitment Metrics
- Deloitte,– 2023 Global Human Capital Trends
- ManpowerGroup, 2024 – Talent Shortage Survey
- Ten2Two - The Importance of a Good Recruitment Process for Temp and Interim Staff –
- AmbiMi - How to Simplify Hiring Temporary Workers
- TestGorilla - Why Measuring Time to Hire is Important
Read also:
https://smartemp.ro/2025/05/30/cum-s-a-schimbat-munca-sezoniera-2025/