Temporary contract employment is a growing trend in the professional world, providing an array of benefits and opportunities to employers and employees alike. This type of employment offers a flexible, cost-effective and mutually beneficial arrangement that has become increasingly popular among organizations of all sizes and industries. For employers, temporary contract employment offers the potential to hire skilled professionals to meet specific needs and goals, often in a fraction of the time it would take to bring on a full-time employee. For professionals, temporary contract employment provides a unique opportunity to gain valuable experience, network with new contacts, and even explore new industries and locations. In this post, we’ll discuss the advantages and challenges of temporary contract employment, and how you can make it work for you.
Difference Between Temporary and Fixed Term Contract
What is the difference between a temporary employee and a temporary contract worker?
Self-employed individuals hired by businesses on a temporary contract basis to complete a project or fill a position are known as temporary contract workers. Companies sign a contract outlining their wages and job duties rather than a W-2 tax form, and contract employees use 1099 forms to independently calculate their state and federal taxes. Some businesses might provide contract employees with official advantages or extra resources, like access to company facilities.
What is temporary contract employment?
When an employer hires a worker for a specific amount of time that is outlined in a legal contract, this is referred to as temporary contract employment. Employers may hire temporary contract workers on a short-term or long-term basis depending on their needs. For instance, they might either hire a temporary contractor to finish a crucial job for the business or add a new position to support the staff more.
Why hire a temporary employee or contractor?
There are numerous special advantages that temporary workers and contractors can offer a business or organization, including:
How to hire a temporary contract employee
If you choose to employ a temp-to-hire yourself, you can follow a specific process to find the ideal candidate. Follow these steps to successfully hire a contract employee :
1. Decide what the company needs
Determine whether a contract or temporary worker can better meet the preferences and needs of the company than a full-time team member. You may decide to hire a short-term or long-term temporary employee if you need someone to handle simpler or smaller office tasks. If a staff member temporarily leaves the position for a sabbatical or other planned leave, this is a useful option. If you want to test an employee in a new position, you could also decide to hire them on a temporary basis.
You might prefer to hire a temporary contract worker if you’re looking for someone to complete a specific task, like making graphic designs for a flyer or updating a computer server. These workers frequently have specialized skill sets, so they might only need instruction on company policies and procedures rather than the job or its responsibilities.
2. Write a captivating job description
An effective job description gives applicants the details they need to know in order to apply for the positions in question as well as information to help them assess whether they are a good fit. Use the job description to make it clear whether the position is for contract or temporary workers, as this information provides crucial context for salaries and benefits and can draw in a variety of candidates.
Try to include these elements when creating a job listing for a temporary contract worker:
3. Recruit your candidates
In order to maximize the number of applicants you receive, post your job description in multiple places, such as different job websites. For instance, many temporary workers post their resumes on freelance job boards or search for employment on industry-specific job boards. Additionally, you can post the description on the business’s social media channels, get in touch with nearby universities to ask if they can recommend any students or recent graduates, or get permission to distribute flyers inside of neighborhood businesses.
Many businesses prefer to use outside temporary staffing agencies to find qualified candidates in order to streamline and accelerate the hiring process. These businesses employ their own personnel to fill temporary positions in the sectors where their skills are most in demand. All of your application materials are reviewed, candidates receive the required training and onboarding, and payroll paperwork is handled.
4. Evaluate suitable candidates
Choose about 10 to 20 applicants who might be excellent candidates for the position, then reduce this list to a smaller group of applicants for interviews. Make contact with them via phone or email and ask a series of questions to ascertain whether they possess the necessary abilities and work history for the position.
In order to find and screen qualified candidates, take into account these typical inquiries:
5. Interview your final candidates
You can conduct one or two rounds of interviews based on your preferences. It might be useful to evaluate a temporary team member’s capacity for workplace adaptation since you’re hiring them. It’s crucial to understand how they’ll handle a temporary employment situation because contract workers frequently adapt to workflow and company protocols more quickly than internal staff do.
Plan each interview for 30 minutes to ensure you have enough time to cover the topics you want to. Inquiring about a candidate’s interest in pursuing that option during the interview could be useful if you’re considering hiring them as a full-time employee in the future.
You might also want a temporary worker or contractor to have the following additional skills:
6. Devise a contract with a job offer
After conducting interviews and choosing a candidate, the next step in hiring someone is to present them with a contract. Include the timeline for the position, your agreed-upon salary, your expectations for the number of hours they will work, and their responsibilities. Additional conditions may apply to temporary workers, such as who is responsible for travel and supply costs or any tax-related procedures. Additional requests or specifications from contractors, such as a preferred method of payment, are possible.
FAQ
What are temporary employment contracts?
A temporary contract is an agreement to work for an employer for a set, limited period of time, such as the summer, the holidays, or another busy time of year.
How long is a temporary contract?
While the length of a temporary contract can vary, it typically cannot exceed six months. The post for both types of temporary contracts must be approved by i-GRasp.
What does temporary employment type mean?
Seasonal or casual work, such as day labor, as well as fixed-term, project- or task-based contracts are all examples of temporary employment, in which employees are only employed for a brief period of time.
Is a temporary contract the same as fixed-term?
Fixed-term agreements should only be used for tasks or purposes with clearly defined durations and known end dates. When the precise end date or duration of an event or activity is unknown, temporary contracts should be used.
