Building a temp desk is critical to recruitment company success. It’s also an excellent recruiter career, with more stable earnings and better job security than most.

The new ‘Temp and Contract Masterclass’ on the Savage Recruitment Academy delivers over 15 hours on effectively doing this.

One of the critical planks of success (which we go into in-depth in the Masterclass) is understanding what Temp and Contract clients expect from the Temp recruiter and the service they are paying for.

As you would expect, there are dozens of nuanced components to this, and it varies from client to client and sector to sector, but here are the ‘Big Five’, non-negotiable and fundamental.

Some may appear obvious, but sadly not obvious enough for many Temp recruiters and businesses to consistently fail to deliver them.

Get these right, and you are on your way.

1: Consistent delivery of high-quality, appropriately matched, and thoroughly screened candidates.

Yes, to be expected, but very hard to deliver on. Clients want to see a consistent ability to supply. A track record of delivery. They expect a pipeline, a database, and a process to ensure quality and timeliness. This will likely include some or all of; deep reference-checking, police, or background checks, VEVO (Australia only), employment and education verification, medical and drug tests, social media checks, and credit checks.

2: Speed, urgency, and responsiveness.

You are expected to be fast, efficient, and agile. In the Temp and Contract world, you snooze, you lose. Responsiveness builds trust. Make sure you communicate any delays or shortfalls early. The client wants no surprises. Remember, though, fast does not mean sloppy. Lack of contact and feedback destroys your credibility.

3: Transparency, honesty, and trust.

Temp recruiters are great influencers and always create outcomes, but ‘influence’ does not mean ‘lying’ or ‘misleading’. We ‘sell’ at every stage, but we maintain integrity. We don’t push, coerce, or force a mismatch. ‘Selling’ means understanding needs and meeting them. Great Temp recruiters take a long-term view. Transparency builds trust, especially when things don’t go according to plan. If you have bad news, deliver it with speed, empathy and a solution! The client expects a partnership built on honesty, including accurate information and authentic updates on status. This approach always creates better outcomes – short and long-term.

4: Compliance

Boring, maybe, but significant! It will vary from location to location, but in all cases, clients will expect you to comply with all employment laws and regulations, including pay, minimum wage, overtime, and insurance. You will be liable for privacy, anti-discrimination, anti-harassment, cyber security, health, and safety. You and your company are expected to pay the temp correctly and on time, and meet obligations around tax, superannuation, social security, and pensions. And always nail accurate and timely placement documentation.

5: Advice and insights

Your clients will rely on you for salary and employment trends, as well as guidance on talent availability, rates advice, and need analysis. They may not always love hearing it initially, but they will value candidate feedback on culture and ethos. They will appreciate guidance on law changes that affect them.

The Temp and Contract staffing market is worth over USD 500 billion annually. It’s much bigger than the permanent placement market and growing faster.

However, like almost anything in life worth having and keeping, you have to do it well and earn it.

If you are serious about Temp and Contract, sign up for the Savage Recruitment Academy.

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The new ‘Savage Book‘. Available now

The SRA Temp and Contract Recruiter Masterclass

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