Temporary Recruitment

Our temporary staff can hit the ground running

Hiring a temporary member of staff or workforce through an agency can be a very beneficial solution to any company.  For example, you may need extra staff for:

  • peak
    Peak business times

  • upcprojects
    Upcoming projects

  • seasonal
    Seasonal work

  • sickness
    Sickness cover

  • holiday
    Holiday cover

  • maternity
    Maternity leave cover

The temporary recruitment solution from Advantage gives you the flexibility to use workers just when you need them with no long term commitments or upfront costs.

  • Over 17 years

    of maintaining a tried and tested candidate database within the local area

  • Risk Assessments

    created by Advantage for our temporary vacancies and sent to our assignment workers as standard

  • AWR

    effects explained and documented clearly from the onset by our Agency Worker Regulations trained consultants

The Recruitment Process

We use our recruitment process approach to attract and resource candidates. We mail existing and lapsed workers with lists of jobs, encouraging them to pass this information on to potential applicants. We ensure that local job networks are aware of the vacancies and:

  • Organise press releases and free publicity
  • Organise paid advertising in local and regional newspapers
  • Organise paid advertising in job specific publications
  • Utilise our own website and other contract online job boards
  • Build relationships with local employers to re-deploy redundant staff
  • Use local radio advertising

Prior to registration with us, each applicant is assessed to determine his or her suitability for work through ‘doorstep’ interviewing, telephone screening or CV analysis. We would ascertain such details as:

  • Availability for work
  • Work experience
  • Ability to be contacted by telephone
  • Availability of references
  • Required travelling distance to work

At registration, each applicant completes a registration card which provides the first basic test of comprehension and spelling. It includes personal details, work history and a basic skill knowledge questionnaire depending on the type of vacancy they are applying for. Applicants are then interviewed by a consultant to assess skills and attitude. This assessment is based around a discussion of previous work experience and current motivation for applying. Prior to any decision to deploy an applicant, a minimum of two references will be taken from previous employers and gaps in employment will be questioned and verified.