Hi! My name is Moe Yassine and I am a Temporary & Contract Recruitment Consultant, here at Recruitment Partners. I work with non-working candidates assisting them in finding interim employment while their ongoing search for a permanent job is active; however, it doesn’t mean that all non-working candidates are eligible to be temporary candidates through a recruitment firm. Since the start of the decline in oil prices in 2014 up till this day, the labor market has seen an ongoing increase in the supply of non-working candidates that have lost their jobs. A big number of today’s available candidates have never needed to reach out to a firm before, in fact a lot of them haven’t been unemployed for years and can’t recall a time they couldn’t apply for a position they are qualified for and not be successful in getting at least an interview or a response.  Since a lot of the candidates I connect with on daily basis have little to no information about how a temporary job search works, I’m hoping to shed some light on some of the most common questions surrounding the temporary process.

In this blog I’m going to outline some of the aspects relating to the temporary recruitment process for our candidates including prerequisites to be an eligible temporary candidate and the types of roles that one can expect to be profiled to.

Temporary candidate prerequisites:

  • Availability: In order for a firm to represent a candidate on temporary opportunities, the candidate needs to be available to start a position immediately. Most of the temp roles that we work on require a next day start and therefore an availability of 12-48 hours to start a role is essential. For candidates that are working or have limitations in their ability to start a position immediately our Permanent Recruitment Team will be their best resource.
  • Expertise: Temporary candidates need to be able to integrate into the role they are filling almost immediately with minimal to no training. The threshold of skill sets and expertise for a temporary candidate are much higher than they are for a candidate looking for a normal permanent position. This doesn’t mean that unqualified candidates are eligible for permanent positions; however, on a lot of permanent roles there is slightly more time to learn the role, train, and grow into the position. This is one of the main reasons that we are unable to assist all non-working candidates with their job search; our clients require a certain level of experience and expertise that we can not waiver on.
  • Accessibility: Our candidates need to be able to get to work. Whether by car, public transit, bicycle, or walking candidates need to be able to attend their assignment reliably. We work with the geographic logistics of the candidate and profile them to roles that fit within those parameters. The challenge is in assisting candidates that are in another city or out of province. As far as I’m concerned you can be living on the moon as long as you’re able to show up to work on time every day.
  • Salary Expectations: Our candidates will always be paid fair market rates for the work completed on temporary assignments; furthermore, we pay our candidates the amount that they ask for and feel that is a fair amount for the position. If the candidate’s pay expectations are not aligned with the market rates for desired positions, it will be difficult to maintain the clients’ budgets for those roles, and therefore, we won’t be able to work with the candidate on those positions.

Types of Roles We Fill Temporarily:building

Positions vary in duration and nature depending on the client’s needs and the reason of the temporary assignment. A temp assignment can be a few days, weeks, months, or over a year or two;
however, the most common assignments are in the number of weeks to a few months long. Below are some of the situations where clients resort to bringing a candidate onboard for a temporary period of time:

  • Emergency gaps of employment are the most common situation where a client needs temporary staffing solutions. Whether it is to cover for a medical leave, bereavement leave, an employee quitting without proper notice, or any other situation where critical functions need to be carried out and the current resources for the client can’t fill the employment gab.
  • Vacation coverage is another common occurrence that clients utilize temporary support for the duration of the employee’s absence.
  • New or ongoing projects where the client requires additional staffing for a specific period of time for either the entire duration of the project or for specific periods during the project. System implementations are projects that tend to require significant external support as they require monumental work to be properly executed and completed.
  • Seasonal positions are roles that some clients outsource on a temporary capacity as they are for specific periods of time and don’t require the employees for the entire year.
  • Lack of budgeting for permanent positions is something that clients have been adjusting to recently. Due to the economic strains companies are faced with drastic budget cuts and that translates into reduced personnel budgets and lack of budgeting for increased head count. In some cases a need arises or still exists for certain roles to be filled but with no approvals for permanent hires. In these situations clients resort to brining temporary candidates through a firm to complete the job responsibilities.
  • Temp-to-Perm roles are positions where the client has a need to be filled on a permanent capacity but would like to assess the candidates more thoroughly over a period of time prior to converting them to permanent employees. These positions will translate into permanent positions for the right candidate considering they are a fit and prove their value and competency to the client.

Temporary positions have many great advantages for candidates. It provides exposure to various industries that the candidates may have been curious about without the pressure of committing to unknown territory without the exposure. It also provides candidates with ongoing income until they find the right fit in a permanent full time opportunity. In addition to the monetary aspect, temporary positions are great for bridging work gaps on the candidates resume between jobs and provides them with ongoing and new work experience. Last but not least, temporary positions can lead into permanent roles; if the fit exists for both the candidate and the client, and the client is able to bring a candidate onboard for a permanent position, the likelihood of a permanent conversion is much higher. I hope this blog provided you with some insight on the temporary process; if you would like further information on how we can be a resource for you with your job search, my team and I would love to hear from you!

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A Blog by our Moe Yassine

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