TIPS FOR EMPLOYERS

The term “temp” or “contract worker” are words to describe an employment situation.  These terms determine nothing about the actual person working in that status nor should they be used to quantify, predict or evaluate the individual’s relative worth in any way.

Reducing Candidate Turnover
Pointers for a Successful Interview
Checklist for Permanent Placement

Reducing Candidate Turnover, Hiring Manager Should:

• Treat new employees, temporary status or otherwise, like new permanent employees
• Communicate clearly to company staff of the start date for the new employee (this includes security and reception personnel)
• Ensure that department managers are aware and prepared for the new employee
• Greet the new employee with a welcoming attitude and disposition
• Verbalize your interest in the new employee’s success
• Clearly orientate the new employee to the office/facility
• Personally introduce the new employee to the person/supervisor to whom they will be reporting
• If at all possible, not label workers with ID badges that differentiate them in any way from regular, permanent staff
• Spend time reviewing training or orientation schedule with the new hire-make a schedule if one doesn't already exist
• Allow the new hire to ask questions and be prepared for some anxiety and nervousness on the part of the new hire
• Be available to make several checks on the new hire to ensure that they are important, welcomed and respected by the company

Pointers for a successful interview:

• Decide the essential things you want to know
• Prepare the questions you want to ask
• Prepare the environment - privacy, no interruptions
• Put the interviewee at ease
• Begin by stating expectations of the role
• Ask open-ended questions
• Let the candidate do most of the talking
• Discuss the resume to confirm dates of employment and clarify any unclear points
• Ask why they left previous job(s)
• Ask candidate how they would handle a challenging scenario likely to be encountered in their role
• Ask the candidate to discuss their biggest challenge
• Ask their proudest accomplishments
• Ask areas for improvement
• Ask activities they like best and least
• Ask for employment related references
• Ask about long and short term goals

• Create a job description
• Determine what traits you would like to have in the "perfect" candidate (skills, experience, salary, attitude, personality)
• Determine key questions to ask in interview
• Ask about achievements (awards, promotions)
• Look for someone who can contribute new ideas and/or skills
• Look at all necessary skills
• Complete reference checks