7 advantages of temporary staffing for businesses
28 November 2022 · 5 min reading time
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See job offersUsing a temporary staffing agency for occasional personnel needs offers numerous advantages. The temporary work contract (CTT) is beneficial from both an administrative and financial standpoint.
Here are the 7 advantages of temporary staffing for companies in terms of recruitment.
1. Time savings thanks to the simplification of the recruitment process
Recruiting an employee takes time. Drafting and posting the advertisement, selecting profiles, conducting interviews to meet candidates, administrative formalities: all of this is lengthy. Ultimately, it can represent significant costs.
The temporary staffing agency gives this time back to companies. The recruitment process is fully managed as a service. Furthermore, temporary employment agencies have access to a large database of potential candidates qualified for the job opening.
2. A reduction in administrative formalities borne by the employer
The temporary staffing agency handles all the administrative formalities related to the recruitment of the temporary worker. This is a valuable advantage for companies that do not have the necessary internal HR resources. The agency, acting as the employer for the temporary worker, drafts contracts, amendments, and prepares pay slips. The obligation related to medical examinations for the temporary worker is also the responsibility of the temporary staffing agency.
In return for these services, the agency invoices the user company for these services. However, using a temporary employment agency remains advantageous for the employer.
3. Hiring qualified, trained, and operational profiles
The temporary worker proposed for the vacant position is qualified and can quickly become operational to fulfill their duties. For hires requiring specific qualifications, the agency has a dedicated budget for professional training for the temporary worker. If the candidate proposed for the position is not suitable after a trial period, the user company can request a replacement.
The agency is then responsible for finding a profile that meets the needs in terms of qualifications and skills in the relevant sector. If the candidate does not show up for the job, the agency also provides a new trained and qualified temporary worker
Good to know: the temporary worker's absence hours are not invoiced by the agency. Only the hours actually worked are subject to invoicing.
Flexibility in the contract
Using a temporary work contract offers the advantage of a certain flexibility on several points. Indeed, the purpose of using temporary staffing is to fill a temporary lack of personnel. The employer can, for example, opt for a temporary contract to cover an employee's absence or a temporary increase in activity. Opting for this type of contract therefore requires a certain flexibility in its arrangement.
Flexible contract termination
It is with this in mind that a flexibility period is provided for in the temporary work contract. This means that the end date of the contract can be adjusted under the following conditions:
- The end of the contract can be brought forward by one day for every five days of actual work. This cannot have the effect of reducing the total duration of the assignment by more than ten days
- The end date of the temporary assignment can be postponed by one day for every five days of actual work, within the maximum durations of assignments.
This practice is specific to temporary work. The employer can, if necessary, use it without requiring an amendment to the contract.
4. A negotiable contract termination for the benefit of the temporary worker
This contract termination only applies if it does not disadvantage the temporary worker. The temporary worker must also be reassigned by the temporary staffing agency to another company (with equivalent remuneration and in the same geographical area).
Note: only the user company has the right to extend or shorten the temporary work contract.
5. A more economical recruitment solution
At first glance, the costs associated with recruiting temporary employees may seem higher than for hiring a fixed-term contract (CDD) employee through a company's HR department. Indeed, certain fees are applied by the temporary staffing agency when concluding a temporary work contract.
The total cost borne by the user company includes the amount of social contributions, salary, and various allowances. Management fees and the agency's commercial margin are added to this.
However, using temporary staffing remains financially advantageous for companies.
More advantageous human resources management costsx
When hiring a fixed-term contract (CDD) employee outside of temporary staffing, the company bears all the formalities and costs associated with the candidate's recruitment. Thanks to the temporary staffing agency, the employer completely offloads the recruitment procedure. Even if the latter applies fees, the overall cost of using temporary staffing remains lower than that of hiring a fixed-term contract employee.
Reducing the wage bill
The temporary worker is not directly linked to the company that is recruiting. The temporary staffing agency is their employer. The candidate only performs their duties within the user company but is not part of the company's workforce. This is one of the advantages of temporary staffing for the company. Beyond a certain workforce threshold, the company must pay certain additional taxes.
Indeed, the workforce size serves as the tax base for calculating continuous training, apprenticeship tax, mandatory investment in construction efforts, and profit-sharing and participation. Reducing the wage bill subject to these taxes represents savings for the company.
The costs associated with using temporary staffing are considered external expenses for the company (supplier/service provider relationship). This allows for the optimization of the company's financial resources.
A cash flow advantage for the company
Unlike employee salaries, which must be paid monthly, the costs associated with using temporary work are settled upon issuance of an invoice. This timeframe given to the company is an advantage. It offers the possibility of having greater cash flow for a period, allowing it, for example, to make investments.
6. The benefit of the temporary staffing agency's expertise in the job market
Temporary staffing agencies are intermediaries. They deal on the one hand with user companies that have a temporary need for labor. On the other hand, they work with temporary job seekers looking for an assignment. The agency thus has a large database with diverse profiles, thanks to a continuous reception of new applications.
L'expertise de l'agence d’intérim représente un atout non négligeable pour la société en quête d'un recrutement dans son secteur d'activité. Elle peut sélectionner rapidement les profils qui correspondent exactement aux compétences professionnelles demandées dans la fiche de poste. Son rôle est également de conseiller et guider l'entreprise utilisatrice pour que le contrat se déroule dans les meilleures conditions.
The expertise of the temporary staffing agency represents a significant asset for companies seeking recruitment in their sector of activity. It can quickly select profiles that exactly match the professional skills requested in the job description. Its role is also to advise and guide the user company so that the contract proceeds under the best conditions.
The trust placed in the temporary staffing agency allows the company to minimize risks when recruiting a candidate. It quickly finds an employee with qualifications suited to the assignment.
7. The responsiveness of temporary staffing agencies to meet the needs of companies
Recruiting an employee can be lengthy and tedious. The employer benefits from the responsiveness of temporary staffing agencies to quickly find the ideal candidate. They can ensure that an employee is available as early as the next day to fill the vacant position. This is a significant time saving, especially when the company has specific requirements for the desired profile.
When can a company use a temporary staffing agency ?
The use of temporary work is strictly regulated by the French Labor Code under article L 1251-6. For the user company, the use of temporary staffing can only be for the execution of a specific and temporary task. This only covers the following cases:
- replacement of an absent employee,
- temporary increase in activity,
- seasonal employment,
-replacement of an employee in the event of suspension of their employment contract. This may involve managing the waiting period for a permanent employee to take up their duties to replace them, or a temporary reduction in the working hours of said employee.
Whatever the reason for using a temporary work contract, it cannot be used to permanently fill a position related to the normal and permanent activity of the company. If this is the case, a permanent employee (CDI) should be recruited.
The advantages of temporary staffing for the user company are therefore numerous. Companies use it to quickly meet their temporary needs.
The time savings and expertise provided by the services of the temporary staffing agency are significant assets for employers seeking qualified profiles within short deadlines.
At Staffmatch, regardless of the size of your company, we support you in the entire management of your temporary staffing needs.
Do not hesitate to contact us to take advantage of our services: https://staffmatch.com/en/contact/
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