Welcome! Here you can find interesting information on the labour market and the most crucial facts related to your area of activity.

Onboarding Temporary Employees – Techniques and Best Practices

Onboarding Temporary Employees – Techniques and Best Practices

Many companies use temporary employees these days; however, a large portion of these companies fail to onboard temporary employees. It’s understandable, when a temp’s time with the company will be short. However, temporary employees need and deserve the same level of onboarding as full-time employees.

Why Onboard Temporary Employees?

Temporary employees are a valuable part of your team, otherwise there would be no need for them. Onboarding can help temporary staff to feel like they’re a valuable part of the team.

It’s a proven fact that temporary staff who feel they are both appreciated and valued end up being more productive, while those left on their own will be marginally productive by comparison. Don’t skimp when it comes to onboarding temp employees and you’ll be happy with the results.

Tips for Onboarding Temporary Staff

When it’s done right, your company will reap the benefits of happy, productive temps. Here’s a list of tips and best practices for onboarding temporary employees:

1) Have a standardized onboarding process: just as your company has a formal process for new regular hires, be sure to have a standard process for onboarding temporary staff. Make them feel welcome by introducing them to everyone, conduct a company orientation (including policies and procedures), convey job expectations & responsibilities, and more.

2) Training & tools: make sure to provide the training and tools the temps need for their work. For example, administrative support staff will need access to a desk and computer, while those in customer service will need training on how to handle all types of customers and problems. Help temp employees to succeed by providing the proper training and tools.

3) Provide a mentor: this is a great way to help new temps feel as if they’re important and part of the team. A mentor can answer questions, help new employees fit in with other and learn about the company’s culture, and more. A mentor should be a person who is both kind and patient, one who is comfortable answering questions and working with people.

4) Incentivize learning: offer incentives for temporary staff to complete training, courses or for accomplishments such as milestones in job performance, etc. Incentives help motivate temporary workers, who may otherwise feel they don’t need to put much effort into a short-time position. Incentives can be cash bonuses, but can also include gift cards, or even training and the possibility of a full-time position as they meet set goals and accomplishments.

5) Be inclusive: help your temporary staff to feel included in the company—let them know they belong. Make them feel welcome by including them in company gatherings, parties, team breakfasts and more. Help them get to know the people they’ll be working with.

Properly onboarding temporary staff can make them feel included in the company, and you’ll provide the training and tools they need to be a productive part of the team. While their time with the company will be short, temporary employees need and deserve a standardized onboarding process to be a productive part of the team.

Become our Client

Are you an employer looking for employees? Would you like to know more about cooperation with us?

By sending the form above, I confirm that I have read the information clause regarding the processing of personal data.

  • The Joint Controllers of personal data are the following companies: Contrain Sp. z o.o. with its registered office in Łódź at ul. 3-go Maja 14a, Contrain Poland Sp. z o.o. with its registered office in Poznań at ul. Towarowa 35, Contrain Group Sp. z o.o. with its registered office in Poznań at ul. Towarowa 35, Contrain Global Sp. z o.o. with its registered office in Łódź at ul. 3-go Maja 14a. You can contact us at the following e-mail address:
  • The Joint Controllers have appointed a Data Protection Inspector. You can contact the Inspector at the following address:
  • Personal data will be processed on the basis of the legitimate interest of the Joint Controllers (Article 6(1)(f) of the GDPR), i.e. sending information on the possibilities for cooperation in response to questions asked through the contact form on the website. The data will only be used for the purpose of answering questions asked via the question form.
  • Your data will be kept for a period of 3 years after the request is sent and, if cooperation is established, for the duration of the cooperation.
  • Data may be disclosed to the recipients providing IT and business process support to Joint Controllers.
  • You have the right to access your personal data, rectify them, have them transferred to another Controller, as well as the right to limit the processing under the terms of Article 18 of the GDPR. You also have the right to object to further data processing. Requests may be directed to the above mentioned e-mail address, or may be submitted in person to the above mentioned correspondence address.
  • Providing personal data is voluntary, however it is a necessary condition for the answer to the question contained in the contact form. Failure to provide personal data will make it impossible to answer the questions included in the form and will make it impossible to establish cooperation.
  • You have the right to lodge a complaint with the Office for the Protection of Personal Data, which exercises control over the legality and regularity of personal data processing.
  • Your data will not be transferred to countries outside the EU or to international organisations.
  • Your personal data will not be subject to automated individual decision-making (decisions without human intervention), nor will they be subject to profiling.