Best Practices When Hiring Temporary or Contract Workers

There are many reasons why companies hire temporary or contract employees. Some examples include:

- Filling short‑term gaps caused by employee leaves, such as maternity or disability leave

- Reducing workload for existing staff during busy periods

- Supporting organizational growth

- Completing specialized work when internal expertise is unavailable

Whatever the reason, there are several best practices to follow when hiring temporary or contract workers. Below are a few of our recommendations.

1. Be clear about expectations.

It’s always important to outline expectations in a contract, but it’s especially crucial when hiring temporary or contract employees. Be sure to include details such as:

- Whether there is potential for the employee to stay on after the contract ends

- The pay structure — hourly, project‑based, or a set salary

- Whether benefits will be offered to temporary employees

2. Interview for skills and experience.

When hiring permanent staff, employers often consider long‑term fit, goals, and career aspirations. However, when hiring temporary or contract workers, skills and experience typically take priority. Someone with strong experience will require less training and can complete projects more efficiently.

3. Ask what type of work the candidate is looking for.

Understanding a candidate’s goals helps you determine whether they’re the right fit and how to structure their contract. For example, if someone prefers a full‑time role but is accepting temporary work:

- What happens if they find a full‑time job during their contract?

- Would you consider transitioning them into a full‑time role over time?

- Will they remain motivated if their long‑term goal is permanent employment?

4. Don’t spend too much time on the hiring process.

While it’s important to choose the right candidate, you don’t want to invest excessive time and resources into hiring someone who will only be with your organization for a short period. As noted in point two, you’re generally looking for someone who can step in and get the job done quickly.

5. Don’t make them feel disposable.

Even if someone is only with your organization temporarily, they are still part of your team. Avoid making them feel like “just a temp.” Instead:

- Provide training when needed

- Ensure they have a comfortable workspace

- Check in regularly

- Include them in team activities, such as virtual socials

- Treat them with the same respect as permanent staff

Watch Marc Belaiche, CPA, CA, President of Guhuza, discuss this topic here.

Guhuza is created in partnership with TorontoJobs.ca.

Guhuza is the new way of recruitment — an innovative Canadian platform that goes beyond the features of a traditional job board. It uses breakthrough technology to instantly match employers and job seekers for the ultimate hiring experience.Our advanced system matches job seekers’ profiles with jobs on our site and ranks them for employers based on required skills. Once a match is made, live interviews can be conducted directly through the platform.

Visit Guhuza.com or our Knowledge Base to learn more.