Effective Training Techniques for Temporary Staff

Training temporary staff comes with some challenges. You know your temps need some training to do their jobs, but if they won’t be around long, you need to keep non-productive time to a minimum.

Maybe your company has built out an onboarding program for full-time employees, but it’s just too long for someone who will only be around for a few days or a month. Maybe you’ve had problems in the past with temps being under-prepared for their work and unable to contribute the way you needed them to.

Taking the time to think through temp training pays off in the long run. Our staffing agency has gathered some tips here to help you avoid common pitfalls.

Tips For Training Temporary Staff

1. Define tasks clearly.

Don’t expect a new temp to do any random task that comes up when they’re not familiar with the work environment. Set them up for success by defining a clear set of tasks, describing them in your job ad, and focusing training time on those areas.

2. Provide policy and procedure resources.

Temps should know exactly where to find information about workplace safety practices, standard workday procedures, and any benefits they’re eligible for.

3. Prep workstations in advance. 

The faster a temp can get set up for the job, the faster they can get to work. Keep all the materials and tools they’ll need in locations that would make sense to someone new to your workplace.

4. Don’t just tell — show. 

If the job involves using equipment or digital tools, you need to show your temps how to use them. An SHRM survey of 1,001 employees found that simulations were the most popular training method with employees, followed by coaching/mentoring and videos. A hands-on demonstration is more effective than words alone.

5. Keep cheatsheets near your equipment.

Create cheatsheets for equipment like cash registers, fax machines, computer cameras and microphones for digital meetings, software programs, and food processing equipment. These cheatsheets should include common how-to information and any relevant passwords. You should also include information about what to do if the equipment stops working.

6. Keep the company overview brief. 

Tell temps a little about your company culture and how their job impacts customers, but keep the discussion brief. You likely don’t need to put someone through the full corporate onboarding module unless they have a long-term contract.

7. Don’t skimp on safety training.

In the U.S., OSHA holds staffing agencies and host employers jointly responsible for maintaining a safe environment for temp workers. Your company could be held liable if you fail to meet OSHA’s training, hazard communication, and record-keeping requirements, among other standards.

8. Designate a go-to support contact. 

After they start working, your temps may have questions you didn’t anticipate or need a refresher on how to do different tasks. Teach them who and how to ask for help. Designate a supervisor or team member for them to speak with if they have any questions or problems.

9. Check in with new temps early. 

If a temp needs more help or has unexpected equipment access issues, you will want to know quickly. The earlier you can solve the problem, the more likely they are to contribute successfully during their brief time at your company.

Common Temp Training Mistakes

Temp employees need enough onboarding to do their jobs well, but likely not as much as your full-time employees. Avoiding training mistakes at both ends of the spectrum requires some thought and planning.

Temp Training FAQs

Q: How long should it take to train a warehouse temp?

A: A good rule of thumb is to keep training time at no more than 10% of the total assignment time. For instance, if you are bringing in a warehouse temp to work for two months, training time should be about four days or less.

Q: What’s the best way to keep temps motivated?

A: Make sure temps understand how their work impacts other people, especially customers and their fellow employees. Ideally, you should also provide opportunities for advancement to temps who perform well.

Q: How do you deal with language barriers during training?

A: Ideally, you should have someone on staff who can translate between languages if needed. If you don’t, you should at least use a translation service to get important training information — especially safety information — in the employee’s native language.

Using simple language without idioms, sarcasm, or uncommon words often helps. Visual aids such as illustrations, infographics, and videos can be a great resource.

Why Employers Trust LG Resources For Temporary Staff

LG Resources has a long history of recruiting top-tier talent for warehouse, human resources, and other temporary roles. We use thorough screening and training processes to bring you the best possible employee for each position. As our client, you will enjoy customized staffing solutions, including flexible, project-based, seasonal, and temp-to-hire solutions that meet your company’s needs.

Ready to boost your company’s productivity with well-qualified temps? Request a temp employee from LG Resources today.