Define the Need Clearly
Temporary roles are fast-moving by nature—so clarity is key.
- Outline the core responsibilities: What absolutely must get done?
- Specify the duration: Short-term cover or ongoing rolling contract?
- Identify any non-negotiables: Certifications, software knowledge, shift patterns?
📝 Tip: A well-written job spec speeds up the match and avoids costly misfires.
Act Fast, But Not Rash
Great temps don’t hang around. But that doesn’t mean you should cut corners.
- Review CVs quickly, but still thoughtfully.
- Set realistic start dates that give enough handover time.
- Check references early (Arden can do this)
🗣️ Arden’s vetting includes candidate check-ins and feedback loops, so you get speed and substance.
Build a Temp Talent Pool
Why scramble each time someone goes off sick or a project overruns?
- Work with your agency to keep a warm bench of temp talent.
- Map your seasonal pinch-points to pre-book cover where possible.
- Stay open-minded—many temps bring cross-functional skills.
Keep Communication Crystal Clear
Poor communication is where temp placements wobble.
- Set expectations early: start times, dress code, team contacts.
- Ensure line managers know what the temp is there to do—and what they’re not there for.
- Encourage check-ins during the assignment (Arden helps here too).
📣 A temp who feels seen and supported = better output and fewer issues.
Be Transparent About Pay
Temporary staff are savvy—they compare rates and know their worth.
- Align pay with market expectations and role complexity.
- Be open with agencies about budget bands.
- Understand that higher rates often come with faster ramp-up and stronger skills.
💡 Remember: temp costs are flexible—but undervaluing can cost more in the long run.
If you want to discuss this in more detail please call us on 01789 532220