what does the new wave of temporary talent want?

The world of work has evolved at an unprecedented rate. And with it, temporary talent has become not just a smart fix but also a tactical, vision-driven resolution for almost all business problems. Additionally, temporary employment is a flexible choice of work for professionals, too.

As the skilled workforce of the world is increasingly embracing contract and freelance work, it’s about time you consider the score assigned to variety and autonomy by today’s temporary workforce. When you discern what temporary employees truly want, you become more equipped to offer them purpose-driven work—an opportunity that modern professionals can’t turn down.

However, attracting top talent in the temporary recruitment landscape requires balancing competing talent priorities and your growing business needs. This article offers you diverse viewpoints what’s on the mind of today’s temporary workforce and allows you to curate a tailored hiring strategy that complements the needs from both sides.

the temporary talent needs: a closer look.

As temporary employment gains a stronger relevance in today’s performance-driven business climate, temporary talent has lost its image as a stopgap alternative. Instead, it reimagined itself as a core differentiator and unmatched capability.

When that’s the case, it’s long overdue for you to realize the expectations of talent from employers, such as you. This section unpacks what lies inside the minds of the temporary workforce and how you can leverage this high-skilled, hard-to-obtain, yet exceptional pool of talent.

1. the value compensation commands.

Competitive pay has grown beyond being just a map of the market rates. Today, it demonstrates the understanding of how well you, as an employer, can comprehend the business environment. Concurrently, it also adds weight to the skill profile of potential talent you’re on the lookout for.

What does this signify for temporary talent? Simple—a succinct explanation of how much they’ll be paid, leaving no gray area open. This is exactly the dominion of competitive pay in today’s gig economy. The math is fair! You want skilled professionals built for solving specific but crucial problems, and you pay them their worth.

2. temporary talent has an appeal for work-life balance.

Temporary employees crave autonomy over time and work schedules. This is the very reason why they’re in the gig ecosystem. As an employer, you’re expected to honor this need and create an ecosystem of support while you employ professionals on a project basis.

Why is flexibility shining bright in the minds of your prospective workforce? The emphasis on self-care and family time is gaining ground amidst busy professional lives. Employees, especially on a contract payroll, prioritize spending time with family, caring for children, and aging parents, and going on vacations.

In addition, you’re undoubtedly aware of the ripple effect of remote work. This widely coveted working model adds an element of comfort and convenience to an otherwise tedious and hefty workday. That said, your potential to design a work setup for your temporary talent turns you into a standout employer of choice.

3. temporary talent is growth-oriented.

Every new hire drawn in is an investment in their professional growth. Temporary talent is seeking roles that give their careers a growth boost. Thus, solving their struggle for career advancement is one of the most valuable gestures in the eyes of today’s temporary workforce.

In addition to offering career resources, designing in-house mentorship sessions is an emerging focal point that most employers are keen to implement, and so should you. The short tenure of temporary employees with the other experienced employees is invaluable. This interaction equips them with emerging career paths.

When you team up with temporary talent in their career progression, you’ll observe increased engagement and productivity. Whether it’s setting up a training backbone, offering career mentorship or strengthening workforce connections, supporting employee growth displays your genuine commitment to making a difference in people’s professional lives.

4. culture counts for temporary employees.

A notable transition in temporary hiring is the rising relevance of cultural fitness. This mindset is a two-way stream from the employers and employees globally. Temporary workforce is on the lookout for employers offering them respect and integrating them into their ecosystem.

Furthermore, inclusion means inviting temps into the fold. You must be ready to share your company values, involve them in day-to-day functioning and reward their efforts through unique gestures. When temporary talent feels like they belong, their motivation and output significantly improve.

In essence, by making inclusion the biggest contributor to your talent acquisition strategy, you don’t just gain the ground for the temporary talent’s trust but also strengthen your employer brand.

5. temporary talent views communication as a cornerstone of trust.

Dealing with unclear job scopes, shifting timelines and vague delivery expectations is a familiar experience for temporary talent. That’s why clear communication sets you apart in their perspective. Give temporary employees the project briefs even before they join you. This clarifies things and saves you from the brain fog caused by guesswork.

Systematically laid out roles and realistic timelines build trust and help temporary employees come back to you with measurable outcomes. Additionally, temporary employees will be better aligned with your team’s objectives promptly.

If you offer structured guidance and stay unambiguous throughout the project lifecycle, you will foster stronger relationships and better results. For temporary talent, it’s a sign that the employer is prepared, professional and respectful of their contributions.

6. reliability and timely renewals are invaluable for temporary talent.

Temporary employees are looking for dependability in the way they’re hired. This means having clearly written contracts that detail their responsibilities, payment terms and end dates. How does this strengthen their trust in you? When you steer talent clear of confusion, you give them peace of mind.

However, reliability doesn’t stop at onboarding. Take a step forward in educating your temporary hires about the next steps, key aspects of the project, points of contact for guidance and help during the execution, etc. This showcases your professionalism in balancing out dynamic deadlines with evolving talent needs.

Additionally, extended communication about contract renewals also anchors trust and loyalty from a talent’s perspective. Clarity of communication at this level makes your employment contracts reliable and you a top choice for temporary talent.

randstad helps you lead your way.

While streamlining your internal operations is pivotal in acquiring top-tier temporary talent, delving into the sensitivities of this high-skilled pool of professionals is equally critical. Our expert talent professionals are well-versed in the shifting dynamics of today’s talent landscape.

Partnering with us will be the best decision you make when finding temporary employees who are aligned with your business. Start a conversation with us today!