The Elusive Metric_Quality_FINAL - Flipbook - Page 6
Beyond the CV: Define your
version of ‘good’
In temporary recruitment, qualities such as speed
and efficiency often dominate the conversation.
‘Good’, therefore, is often defined by how quickly
someone can start and if they meet the minimum
standards of training or prior experience. But, as
organisations increasingly rely on temp workers
to meet dynamic business needs, this has to
be redefined. While skills and experience are
essential, they’re only part of the equation. A truly
high-performing temporary worker brings more
than technical ability, but a combination of the
right mindset, behaviours, and matches with the
team and organisation’s values.
Personal Alignment
Positive Behavioural Track Record
It only takes one bad apple to spoil the barrel, and
someone who clashes with established ways of working
can disrupt productivity and morale, even in shorter-term
temporary hires, who can have a significant influence on
the broader team atmosphere.
A candidate’s past behaviour with former employers will
naturally offer strong clues about future performance, so
feedback from earlier placements on attitude, teamwork
and attendance should play a key role in informing hiring
decisions. While CVs and interviews are still critical,
references and behavioural assessments validate soft
skills that are not always immediately visible. When
agencies invest in gathering this data, they improve
candidate quality and fit with the organisation, and
ultimately reduce turnover.
Equally, a contingent worker who adapts and respects
organisational standards and values enhances
cohesion. The ideal candidate will also embrace diverse
perspectives and contribute positively in multicultural or
hybrid settings, and employers must prioritise identifying
a suitable fit to safeguard team harmony and sustain a
positive working environment.
Learning Agility
Temporary roles, whether project-based or seasonal,
demand rapid mastery of new systems and processes,
and therefore seeking out candidates with learning
agility and who combine curiosity with the mental
flexibility to unlearn old approaches and adopt new ones
is a valuable approach. The ability to navigate ambiguity
and changing requirements proves invaluable when
temporary workers are relied on to deliver results quickly,
and, more broadly, those comfortable with constant
change tend to adapt more readily to unforeseen
challenges.
Agency Screening Quality
While the individual’s professional attributes matter,
the rigour of an MSP’s or agency’s screening process
will also directly affect temporary hire success rates
and the quality of hire. Providers that use more robust
assessment methods, including structured interviews,
psychometric tools or scenario-based reviews, will
identify candidates who fit both the role and team. In
contrast, oversimplified screening that’s focused only on
availability or basic skills risks mismatches. Therefore,
partnering with agencies that prioritise behavioural
fit ensures better outcomes and protects employer
reputations. It’s important to make sure that contingent
workforce planning is sufficiently robust to support
enough time for the best quality screening methods to
be used.
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