Onboarding Checklist for Manufacturing Temps

According to the Society for Human Resource Management, nearly half of all hourly hires resign within four months unless an effective on-boarding program is implemented.OnboardingChecklist-Facebook[2]

Below is an on-boarding checklist for your guidance:

A Seamless Transition

Temporary workers can easily feel isolated if they don’t connect with others at an early stage in their employment. The sooner all team members – temporary and permanent – are comfortable turning to each other, the faster the work gets done.

  • Inform current employees in advance. Let them know what to expect. Emphasize that temporary workers should be treated with the same respect granted to other all colleagues. Provide reassurance that temps are not here to replace them, but rather augment their duties and make life easier for everyone.
  • Be prepared. Have someone greet your new temporary hire and make them feel at home. Have their work station prepared and equipped. Be sure they understand key safety procedures and have the personal protective equipment they need.
  • Streamline the paperwork. Work with your staffing agency to ensure that all forms and documents are completed and out of the way early.
  • Provide orientation and resource training. Schedule an orientation period to review company policies and procedures, as well as tour the full facility and get to know specific departments.
  • Give temps access to key information. Communicate with them regularly to ensure things are going well. Provide them with a mentor and hold five-minute update sessions with them daily. Make sure they can access needed websites and portals for key information and materials.
  • Learn their names. This shows your interest in their acclimation and ongoing success.

Clearly Communicate Culture

To ensure a good, productive fit, begin to familiarize new temps with your company culture even before their arrival at work – and continue this through their onboarding period.

  • Work with your agency to complete the appropriate physical exams and capacity tests, as well as screenings to help determine cultural compatibility. While general screening tools will work, the unique processes of your facility also needs to be emphasized.
  • Communicate advancement opportunities. Educate your new hires on your company’s structure and financial status to forge them into early stakeholders. Temporary workers who buy into an organization and its mission are more willing to accept a permanent offer or future assignment. As a result, your productivity increases exponentially over time.

For more guidance on augmenting your staff with qualified temporary workers, read our related posts or contact the team at CPS and Professional Inc. today. If you are looking for manufacturing jobs in Syracuse NY, contact our team.


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