Hiring an interim employee for their temporary recruitment needs is attracting more and more companies. And for a good reason, the administrative formalities of temporary employees are much less burdensome than those of an employee on a fixed-term contract. Why? Quite simply because it is the temporary employment agency that will manage everything for you. Saving time, and ultimately money, which you can use to take care of other HR Management issues such as the well-being of your staff at work or their training needs, for example. Interested? Discover the formalities for hiring a temporary worker in 5 steps.
Target My Needs
Temporary work is subject to the labor code. The recruitment of an interim can only be done for a specific and temporary task. The reasons for hiring are also limited by law, and recourse to the interim can only be invoked in the following cases:
- In the event of replacement of an employee ( sickness or maternity leave, waiting for the entry into service of an employee hired on a permanent contract …),
- In the event of a sudden and temporary increase in activity,
- Regarding temporary jobs ( seasonal, usage contract),
- In case of insertion,
- In case of additional professional training.
If you meet the necessary conditions, you will therefore have the right to hire a temporary worker. Interim is opening up more and more to skilled trades and higher social-professional categories: accountant, nurse … An expansion of the pool of candidates can be seen in the remarkable growth of + 3.5% of the Interim Executive during the year 2018. Whatever your company’s needs, you will be able to find the ideal temporary employee for the position and the missions you offer.
Choose My Partner
Choosing your temporary staffing agency is an important step. To enjoy all the benefits of temporary work, your future partner’s offer must be able to fully understand your needs and respond to them quickly. While most of them are generalists, some have decided to specialize in a specific sector of activity. As we pointed out previously, temporary work now affects all areas of professional competence, so you will have no trouble finding an agency, specialized or not, that can meet your needs.
In recent years, this market has also seen the emergence of 100% online temping agencies. They are formidable competitors of traditional agencies with an entirely paperless recruitment process and sourcing methods using artificial intelligence and big data. They can find the right candidate very quickly and at much lower costs.
Once you have chosen the temporary agency you wish to collaborate with, you sign a provision contract with them. This defines you as a company using its service and gives it the authorization to launch the hiring process to find the ideal candidate. In addition, it establishes all the selection criteria you want. Among them, we see the reason for appeal, the type of position to be filled, the skills required, the working conditions, the amount of salary you will pay to the temporary worker or the duration of his assignment. Note that the remuneration of the temporary employee cannot be lower than that which would be perceived by a permanent employee of your company in the same position and with equal qualifications after a trial period. The agency will then select several profiles. You can choose whether or not to meet the candidates for an interview.
The temporary employment agency concludes an assignment contract with the temporary employee you have chosen. This employment contract contains the same information as the provision contract. In doing so, she will be her employer. As such, she will ensure all the administrative procedures inherent to this status. She will therefore take care of making the declaration upon hiring, establishing the payslip, paying the salary, and the end-of-mission allowance, and the paid vacation allowance. It will also give the temporary employee the medical examination before hiring.
Therefore, you will have practically nothing more to do on your side since all the paperwork will be managed by the agency. This saving of time and money is the main reason why an interim is a contract that is much more advantageous.
The Duration Of The Contract And The Renewal
According to labor law, the duration of an assignment contract for temporary workers cannot exceed 18 months, including renewal. The precise end of contract date is only mandatory in the following cases:
- Replacement of an employee absent or whose contract is suspended,
- For a seasonal job or a job for which the temporary contract is customary,
- Pending the practical assumption of duties of an employee hired on a permanent contract,
- Replacement of an entrepreneur or his spouse.
Interim contracts have a particularity that is highly appreciated by companies: the period of flexibility. Only companies can use it, and it only applies to contracts with a specified end date. It can be either negative or positive. Negative flexibility allows the end date to be brought forward or to be stopped earlier than expected. On the contrary, positive flexibility makes it possible to extend the duration of the contract. To know how many days it is possible to shorten or postpone the arrangements, it will be necessary to consider the total time. 1 day of flexibility is granted every 5 working days. However, a reduction of more than 10 days is impossible. If this clause is invoked, it will not be possible to renew the interim contract after that.
Hire temporary workers on permanent contracts?
Have you ever thought about it? Be aware that more and more recruiters are resorting to interim before proceeding to permanent recruitment. The mission then allows you to evaluate the candidate, his integration into the team, the excellent assimilation of your professional activity.
Given these steps, you now know that the executive recruitment formalities incumbent on you are almost zero if you use a temporary agency. A service that saves you a lot of time and even money. You will no longer have to mobilize a whole team to write the job offer. You will be in charge of distribution, sorting CVs, and receiving candidates. You will not have to take care of the declaration before hiring, nor the payment of remuneration, any compensation, and other administrative documents. Interim is the promise of having a limited-term position filled quickly by a qualified employee and being sure not to miss his recruitment.