Start Temps
Always have as many employees according to your productivity volume needs. Shed off the problems of transitional or redundant workforce. Decrease your costs on human resources.
Seasonal fluctuations, vacations and large time limited orders, inventories and other special activities that bring along a temporary higher need for workforce. Use Start‘s employees that are temporarily assigned to work in your company, who are at your disposalin a very short time frame, their numbers could be constantly regulated by you according to your immediate needs. Start has at its disposal an extensive database of qualified employees who are classified according to their specialisation of field of work. These employees are used to satisfy the specific needs of the client. Start has managed to place many Temps employees in mid and high levels for various sectors.
The advantage is the effect of such services on own work productivity, meaning own staff in the company, that are being enhanced seen from our long experience with clients.
Why do companies use employment concluded for a fixed period of time?
Firstly it could be that employees temporarily assigned are sometimes preferablesince the costs are lower.
Secondly concluding employment for a fixed period of time as other types of temporary contracts are being considered as preferable alternatives in cases where al long term and stable positions are filled- even temporarily.
Further on it could be used as a security policy, where the employer is not entirely sure of the suitability of the employee in terms of productivity.
The worth and productivity of a newly attained employee is set in advance. In the moment of delivery of the employee’s assessment in regards to his productivity and classified as good or bad, then the process of comparison with the company’s set rules and firm culture begins. On the basis of the result the employee is to be kept or let go. This shows that it is evidently advantageous for the employer to lease the workforce for a fixed period of time and later on according to assessment offer a long-term contract or in other cases end their employment relationship.
Last but no least and independently from the last points, using workforce for a fixed period of time to fill permanent positions within the organisation could become part of the company personal policy. Situations stating that the levels of fluctuation is always higher than the level of productivity granted were earlier reported as a continuous characteristic of a company records as a result of bad recruitment and selection processes. Such policies could be easily rationalised through the structuring of performance salaries where the company should create a combination of salaries and turnover at the permanent labour force.
Companies select one from the types of strategies above the rest depending on the nature of their technology, experience and structure of costs. Because costs on recruitment of 1 employee with a temporary contract are distinctly reduced, companies have become more susceptible to employ on this form and train the incomers.
Is temporary service help for you?
In any labour market, more and more importance is being given to the need of flexibility of the workforce and thus for the activities of personal agencies, who are specialised in this sphere. Their scope of experience is very wide and more than ever companies use the then unknown Temporary Help Service that has been used for a long time in the more established labour markets.
Temporary assignment of employees means a complex service that includes search and selection, testing of candidates and assessing their compatibility and subsequent employment in the form of temporary assignment so the client relieves himself from the burden of lengthy procedures of advertisement, interviews and selection procedures of employment. The agency concludes employment contracts with the employees as an employer and assigns such and employee to work at the client’s company.
This form of employment dictates the abidance by all legal prerequisites arising from signing a contract as an employer as included in the labour code, thus presenting itself in the role of economical employer.
In situations where the person is tired from permanent employment search for a permanent employment or if he is searching for a wider scope of professional experiences, we believe that this form of temporary employment through personal agencies is the right step.
On the other hand, if a company has the need to employ a set number of employees for a fixed period of time and further on secures the flexibility of those employees, then temporary employment through an agency is sometimes the only alternative how to satisfy the needs of the market,production and work productivity.
Temporary assignment should not be considered as a substitution of a permanent work placement, that offers the employee psychological and material stability.
There were times, where temporary employment was used only in times to cover the vacations period and sickness; however the development of the labour market and the requirements for a flexible workforce and a higher level of competition allowed this service to flourish.
For more details and how we can help in Outsourcing and Temporary employment, contact our StartTEAM
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