Most people in employment are classed as either permanent full time/part time or casual employees. However, there is another large section of the employment market known as temporary employment which in recent times has become more and more popular.

Temporary employment refers to the working arrangement being limited to a certain period of time based on the organisation. The biggest difference between what is classed as ‘temporary’ employment and ‘casual’ employment is that temporary employees are employed by the recruitment agency, whereas casual staff are employed directly by the company.

There are many reasons why companies choose to engage temporary staff and likewise why candidates chose to undertake temporary employment. This article aims to highlight some of the pros and cons of temporary work both from the client’s and candidate’s perspective.

I have worked in recruitment for many years and have recruited various temporary positions in this time. Temporary role requests could be a one-day assignment or an urgent need that the client calls on that morning to request assistance. Other reasons why temporary staff are utilised by employers include:

There is a ‘head count’ or ‘recruitment freeze’ in the company – To ensure that the team still receives adequate support and assistance they may seek the help of temporary staff as they are seen as a business expense not a payroll cost.

The position is vacant – This may have occurred as the previous employee finished working in the position either after their notice period or immediately. In this instance a temporary employee may be utilised with the possibility of the position becoming permanent after a period of time.

Change – Change may refer to new management in the team or business and therefore a new direction and a re-evaluation of the role requirements/duties. To ensure the current duties and workloads are still being completed a temporary staff member is the best solution.

Project Roles – If the business is in an industry that tenders for work, a sudden influx of staff and assistance may be required and therefore due to ease and time, temporary staff are utilised to assist.

There are many other reasons clients/employers may choose to utilise temporary employees as opposed to permanent staff. Likewise, there are many reasons candidates (job seekers) chose to undertake temporary employment.

Visas – This is probably one of the most common reasons someone may opt to work on a temporary basis as they are either on a Working Holiday visa, Student visa, Spouse/Bridging visa or another type of visa that may stipulate some working restrictions.  We interview and register a lot of candidates who come to Melbourne on a ‘417’ visa (Working Holiday visa) which permits the candidate to only work up to a period of 6 months with an employer. As a result, temporary placements are the best option.

Study/Travel Commitments – If a candidate has committed to other plans such as an extended trip, or further study, temporary work will provide them with the flexibility to work and still be available or their other engagements.

Flexibility/Variety – There are some candidates that choose to undertake and commit solely to temporary work. They view temporary positions as providing them the flexibility and variety to experience various working environments, corporate cultures and industries which they may have not had the opportunity to otherwise experience.

Whether as a candidate you choose to undertake temporary work for a long period or a short assignment I think it is an invaluable experience, the ability to adapt to a new role and become and instant part of a team is a great skill to possess. I encourage anyone who is not currently employed to consider temporary work; if you embark on each assignment with a positive attitude and an open mind you never know what opportunities may arise.

Linda Lewin