5 mistakes to avoid when hiring temporary staff: A blog that identifies the errors people often make when they hire temps.

Introduction

Hiring temporary staff can be a great way to fill in gaps in your workforce. You don't have to pay additional benefits, and you can bring on temps when you need them. But there are some mistakes that people make when they hire temp workers:

Making an Hire without Temporary Staffing Agency, and not carefully selecting the right agency

When you are looking to hire temporary staff , it is best to work with a temporary Outsourcing  Agency. You will want to make sure that the agency has a good reputation and has been in business for several years. A good agency will be able to provide references from other clients who have used their services successfully. They should also be able to give you an idea of how many candidates they will send your way for various positions, so that you can gauge how much time it may take for them to find the right person for your business needs.

Putting temps in positions where they are not qualified or trained

It goes without saying that you should hire temps for the right position. However, there are some instances where temps should not be hired. For example, if you need a skilled software developer to help with your project and have no budget available to pay them what they deserve, then it may make sense to hire an intern or temp instead of an expensive full-time employee. You can also use this option if you have long-term projects where you need someone who has experience in a specific field but don't want to commit yourself financially or legally by hiring someone full-time for years on end.

In general though, avoid putting temps in positions where they are not qualified or trained for – no matter how much money you're saving! It may cost more than expected down the line when mistakes happen because of poor communication between departments due to lack of knowledge on both sides (and potentially even lawsuits).

Non-Compliance Issues with Outsourcing of the temporary workforce. Example : Salary, PF, ESI (if any), ESIC, Bonus Act and others.

It is important to ensure that all legal compliances are met before you hire a temp worker. It is mandatory for the employer to pay salary, PF and other statutory benefits. There should be no deviation from this rule as it can bring trouble for you later on in case there is any dispute regarding these payments or other benefits.

-A temp employee should also be covered under an accident insurance policy. The employer is responsible for providing this cover. -The employer should also ensure that the temp employee’s qualifications match those required by the job profile. This includes education, skill level and experience.

-The employer should also ensure that there are no violations of any labour laws by the employer. If there are any such violations, the employer needs to rectify them immediately and make sure that they do not recur in future because the image of the employer matters.

The blog should help HR and Procurement managers of corporates avoid pitfalls when hiring temporary staff

When hiring temps, avoid the following pitfalls:

• Not doing enough research. Not knowing about the legalities and statutory compliances that apply to your business can result in you making mistakes later on. This can also lead to bad reviews from outsourced employees, they may feel that they were not treated fairly by you. Additionally, if you are not familiar with what is required of your company under labour laws and other regulations, it could make things more complicated for you later on when it comes time for labour inspections or audits from regulatory bodies.
• Hiring an unqualified candidate just because they have experience somewhere else or seem like a good fit for your team (or worse yet – because their friend works here). Make sure that any temporary staff hired by the Outsourcing Agency meets all requirements set out by law before bringing them onboard; this includes ensuring that they are qualified enough through work experience or skill tests such as psychometric testing so they know how best performed various tasks related specifically hiring process itself rather than just completing tasks assigned by employer after receiving offer letter signed off by both parties involved."

Not taking into account the particular geographic, political and labour environment of where you are hiring from

• Don't assume that hiring from a different state or city will have no effect on your business. You should take into account the particular geographic, political and labour environment of where you are hiring from.
• If there is a shortage of local labour in your area, then consider employing people from outside the state.
• It is important to remember that not all Statutory Bodies in your area view time off very enthusiastically so it's best not to offer any more than what's required by law.

The lessons we can learn from them are

If you're looking for a temp employees, here are some things that are important to know:

• What kind of skills do you need?
• Who will be training them?
• How much does their pay need to be, and how/when will it be paid?
• Are they legally compliant with central and state laws?

The best way to answer these questions is by speaking with an expert. If you have any questions at all about hiring temporary workers, give us a call or send us an email! for more information visit gretisindia.com

Conclusion

As you can see, hiring the right Agency can be a great way to meet your company’s staffing needs. However, it’s important to do it right. All of the mistakes we discussed above are common ways that people fail when they hire temp staff, and they could all be avoided by following the tips we outlined in this blog post.

That being said, there are also some things you should consider doing before starting your search for Outsourcing Company:

Do your homework about the type of Companies you need and how best to find them. Have a clear understanding of the roles an outsourcing company would play know exactly what will be expected from them.

---