The company treats its temporary workers with a level of respect that is unusual in today’s crowded recruitment industry. They do not refer to their workers as “temps”, instead calling them Associates.
It is important to stress the word “temporary” is a generic name for workers supplied to you, but whom you do not pay directly. Temporary / contract staff may be interviewed, trained and given written ongoing work agreements, similar to contracts of employment. It is also possible for temporary / contract staff to sign work agreements binding them to specific conditions of working including, for example, confidentiality agreements.
Temporary working provides a great deal of flexibility, both to employers and workers. This method of using staff is suited to both for long-term assignments and short-term holiday and sickness cover.
The total cost of using temporary staff compares favourably with the cost of employing workers on a permanent basis. When all “on costs” associated with permanent staff are taken into consideration (such as recruitment and payroll costs, the cost of providing holiday and sick leave cover and statutory employer deductions), temporary staff often prove more cost effective than permanent workers.