The Elusive Metric_Quality_FINAL - Flipbook - Page 9
Partner with Agencies That Prioritise Fit
Not every staffing partner invests in assessing
behavioural and personal alignment, but the best ones
do. Therefore, agencies or managed service providers
that use methods including structured interviews,
psychometric tools or scenario-based assessments
should be prioritised when building preferred supplier
lists. To dive deeper into their practical methods,
employers can ask about the methods employed
to gather feedback from previous placements and
to measure soft-skill competencies. This is a critical
decision, but when a partner builds a talent pipeline with
fit as a priority, the organisation will benefit from faster
hires who slot into teams with minimal friction,
and maximum impact.
Adopt Trial Projects or Working Interviews
Involve the Team in Selection
The organisation’s existing staff will understand
the nuances of day-to-day operations better
than almost anyone, and will therefore recognise
whether a candidate will fit personally as much as
functionally. Consequently, invite team members
to sit in on interviews or arrange informal meetand-greet sessions before making a final decision.
Seeking out collaborative feedback from the
people who will work alongside new temporary
workers will reduce unconscious bias and bring
fresh perspectives on each candidate’s suitability,
and this more inclusive process also gives the
team a sense of ownership over new hires, whilst
helping temporary colleagues integrate more
smoothly from their very first shift.
Screen for Motivation
A candidate’s motivation for choosing temporary
work offers a clear window into their likely
engagement and commitment levels should they
undertake the role. Identifying true motivation can
be challenging, but during initial conversations,
aim to explore why the candidate has applied
for this role and what they hope to gain from the
experience. Traits such as curiosity, self-direction
and a desire to add value, even when their time
is limited, are all positive factors, but in contrast,
candidates who view temporary and contingent
roles purely as a short-term stopgap often
struggle to deliver as expected, which can affect
overall team performance and morale.
Although it’s not always possible, reviewing candidates
in action or through brief trial shifts, project-based tasks,
or working interviews can be highly effective. Some
candidates will interview exceptionally well, but the reality
of their performance might not match what was promised.
But observing how individuals adapt to actual workflows,
collaborate with existing staff and take initiative, will clarify
their true fit. Indeed, employers will quickly notice who
embraces teamwork, who steps up under pressure and
who needs more support when reviewing someone on
a ‘live’ basis, and these tests provide greater confidence
in decision-making and help ensure that new temporary
workers can contribute from day one.
Optimise the Onboarding Experience
Behavioural fit does not end once the placement is
made or the contract is signed; it continues through
onboarding and beyond. Therefore, from the first day,
all employers must provide clear explanations of role
expectations, introduce temporary staff to key contacts
and share an overview of the existing team’s ways of
working. A well-structured start will not only clarify the
individual’s responsibilities but also signal that their
contribution is valued and appreciated. Ultimately, by
investing time in onboarding, employers will set the stage
for higher engagement levels, improved performance
and a more positive experience for all workers, both
temporary and permanent.
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