Impact Personnel is fast becoming one of the world's most successful end-to-end service providers for temporary, contract and casual recruitment as well as outsourced labour resourcing solutions now specialising in the following key sectors:
- Finance, Legal & Insurance
- Construction, Property & Manufacturing
- Natural Resources, Logistics & Utilities
- Health, Leisure & Education
- Media, Technology & Communications
- Public Sector, Regulatory & Industry Associations
- Retailing, Services & Administration
Impact Personnel continues to receive overwhelming demand from our loyal database of tens of thousands of qualified employment candidates in your specialised marketplace. We strongly believe the employer marketplace is rapidly shifting away from a sole reliance on broadly aggregated recruitment companies that do not understand your specific requirements.
As such, we are now very eager to propose an end-to-end service proposition to manage the recruitment of temporary or contract personnel to fulfil the very important needs of your specific industry. Please find below some key points about us:
CLIENT CASE STUDY
Nicholas Andonakis
Manager
A&G Wrought Iron
& Structural Steel,
Australia
A&G regularly seek various tradespeople for their busy steel business. Obviously with downtime or lack of skills resulting in lost business, frequently A&G call Impact to swiftly find employees needed for new tenders with skills that might not necessarily be found locally. One of our industry specialists regularly obtain a very thorough brief from the client, and has now developed an in-depth sense of the culture and expectations of the company.
In the end, it was a trip to China that resulted in the perfect fit for this Australian business, and now the on-call pool of staff is then ready to be deployed as and when required.
"We had advertised looking for staff locally and nationally. The professional tour your company conducted to China was impressive and 5 star in every area. Our company is pleased to have contracted and changed the lives of 2 Chinese workers, their abilities and standard was a pleasant surprise and outstanding."
Looking for permanent candidates?
A&G
wrought iron & structural steel
Impact Personnel operates one of the world's largest, most agile and scalable specialist candidate search and discovery facilities that utilises detailed information acquired from over 65,000 of the world's most flexible, professional and qualified personnel in your sector. We then use very intelligent technology as well as manual vetting by specialists in their field to discover the perfect person to step up and fill an hourly, daily, weekly, monthly or fixed period vacancy in your business. This keeps your sales rates steady with minimal downtime.
Impact Personnel has rapid turn-around, being able to locate and place people in the shortest amount of time, from over 15 countries that we ensure are qualified, skilful and capable to work straight away. We take care of all the paperwork so you can focus on what you do best.
Impact Personnel is one of the most respected and trusted names in an otherwise complicated employment climate. We have been operating for over 35 years in global territories from Asia to Oceania and rapidly expanding our reach across the UK and Europe. We are frequently endorsed and members of industry associations as an exclusive partner to search and place talented personnel due to the fact the people that work for Impact are generally FROM the very industries they place people in. We all know employment is the key resource for business these days, however, employing people is riddled with risk. Impact turns this risk into reward.
The potential for temporary staff to excel is often underestimated. However, with the right input from you - the client - and by choosing the right recruitment consultant to build a relationship with, you can expect temporary staff who hit the ground running, with commitment, expertise and the same positive attitude as a permanent member of staff.
Why use Temporary Staff?
- Sickness
- Maternity/Paternity Cover
- Holiday
- Providing Cover Whilst Role is Vacant
- Temp to Perm
- Special Projects
- Seasonal Workload
- Flexible Workforce
- Special Skill Set
- Frozen Head Count
With the flexible labour market growing, and more and more people choosing temporary work, bringing in the skills you need when you need them can help maximise business efficiency.
Temporary workers are often considered when the commitment of another permanent member of staff cannot be justified. They can also cover absences such as sickness, holiday and maternity. The flexibility of temporary staff resources allows you to react quickly to changes in business fortune - additional orders or shortfalls. If your business has seasonal fluctuations, using temporary staff can be an extremely cost-effective way of balancing the people and the workload.
A temporary worker is generally defined as one supplied by an agency on an adhoc basis, usually without a defined period of employment. A contract worker, on the other hand, is generally on a fixed term assignment, often employed directly by the client.
- Prepare a brief of the role you have to fill - it may be different from the role as a permanent job.
- Think about timings - taking into account a permanent member of staff to meet them and settle them in.
- Research relevant recruitment consultants
- Prepare a set of criteria by which you will judge the effectiveness of the consultant.
- Make a short list and approach a minimum of 3 businesses.
- Then ask yourself, did you feel they understood what you were looking for?
- Did they take as much information as possible about your company and the booking or project you are discussing?
- Did they understand the type of staff you are looking for both in terms of skill set and culture fit.
- Did they suggest a meeting? - assuming time allows.
- Did they send through a copy of their Terms of Business?
Temps are a wonderful resource and in the main simply want to do the best job they can - feedback to the recruiter, both good and bad, will help move the relationship forward and make the matching process far more accurate.
- Keep the permanent staff aware of new temporary workers and why they are there - this saves any undermining of the staff or animosity on their part.
- Create a 'mini induction' covering Health & Safety issues, fire exits, the accident book, when to take breaks and any procedures within the company which will help the temp work more effectively.
- Explain the role to the temporary worker and give them a point of contact for any queries or questions.
- Make sure they are aware of what criteria they may use to judge where they have done a good job.
- Check within the first 4 hours that work completed is up to standard, feedback any problems or compliments to the recruiter.
- Sign the timesheet at the end of the assignment or each week if the booking is ongoing, and keep a copy to be married up when the invoice comes in.
- If you have a team of temps on a project it can be easier to ask the recruiter to elevate one to team leader - they can deal with the day to day administrative duties including multiple timesheets or dealing with lateness and absenteeism.
- It is important to differentiate between temporary workers and permanent staff: the line between that status is very fine and employers often make the mistake in their efforts to make temps 'feel at home' particularly if they are there for a long period of time.
- Clients should not get involved in disciplinary discussions with temps. Temporary workers should not be on memo lists, holiday charts, and work rotas. Invitations to company members should go as a separate memo to temps.
- Respect and value the contribution temps make to the overall well being of the company.
- Provide pre-employment joining instructions and company literature
- Health and safety
- emergency exits
- evacuation procedures
- first aid facilities
- health and safety policy
- accident reporting
- protective clothing
- specific hazards
- policy on smoking etc.
- site map - canteen, first aid post, etc.
- telephone system
- computer system
- company products and services
- security procedures
Occasionally a business may benefit from bringing in senior, specialist skills, for a short period of time. Interim management refers to the rapid provision of executives for a fixed term.
Interim managers often have a proven track record of achievement and of adding tangible value to the bottom line of the organisation. They generally have pertinent experience within their sector and are accustomed to rolling up their sleeves and getting on with the job at hand.
The use of interim managers is increasingly popular in businesses as it is
felt that they can be independent and objective, and bring a new perspective
to the assignment. They are free to focus specifically on the assignment,
available immediately and leave when no longer required.
Typical assignments undertaken by interim managers can include:
- Bridging gaps in management skill and resource
- Managing projects and programmes
- Implementing business or project turn-arounds
- Managing crisis
- Finding an interim management agency
Specialist interim management agencies offer significant added value for an organisation seeking an interim manager. This is not only in terms of candidate choice, quality and speed of supply but by providing additional safeguards for managing the assignment through to a successful conclusion.
With the increasingly complex contractual, legislative and tax implications of employing temporary staff, they also help manage the risk by ensuring that the assignment is compliant.
Venture Solutions Holdings 2009
Why turn away business because you lack
flexible and quality staff at late notice?
What is interim management?
How do I manage temporary
workers?
