Relocation leave is offered by some employers, giving their team members plenty of time off work to help with a move. This means that they’ll be able to get it done faster, and will arrive back at work full of energy and ready to show some pictures of their new place.
On the surface, this looks great for all involved. But for a business owner, having a team member out of action for weeks or possibly months is a major headache.
Thankfully, there’s a solution.
How Relocation Leave Affects a Business
Naturally, if a member of staff is unavailable, it affects the workflow of the business. This applies at all levels of a company, cleaning staff being away can have as much impact as a manager or director.
Unlike maternity leave, which is often a set amount of time, relocation leave can vary. Moving home can be a challenge even for the most seasoned planner, and a job that might’ve taken a week could quickly come much longer. This is hard to predict, and delays are almost inevitable, so it’s tricky to know how long they’ll be away from their post.
Thankfully, you can at least plan when relocation leave will begin. You just need to arrange it with the team member in question, and this can be done as soon as they know when they’ll have the keys.
So now you know when they won’t be coming in, but how do you fill the vacancy until they’re back? Simple, use a temporary worker.
The Advantages of using Temporary Workers to Cover Relocation Leave
Temporary workers are skilled professionals who are ready and waiting to support your business. No matter what role you need to be filled, you’ll be able to find someone who can help on a temporary basis.
A lot of people assume that temporary workers are only for roles like administration or IT, but you can find managers, cleaners, and even maintenance teams willing to work for your company for a set amount of time.
They’ll come in to your business and integrate fast. An experienced temp worker will be used to hitting the ground running, and will get up to speed even if you’re in the middle of a project. If you choose your worker well, they won’t be there just to keep things from falling into chaos, they’ll perform as well as your permanent team member, and may even bring new, valuable insight or skills that you lacked before. You could also arrange for your temporary worker to come in before your permanent staff member’s leave begins, so they can shadow them before taking the reins.
This takes the pressure off you, but also the member of staff on relocation leave. They can fully focus on their move, knowing that all is well at work.
Temporary Agency Workers for Relocation Leave
If you want the best choice of temporary workers, using an agency is best. While there are plenty of temporary workers who fly solo, you get a lot more choice with an agency, as they’ll have a database packed with CVs and profiles.
The process is very simple. Just call up an agency and tell them you need to cover some relocation leave and for which role, and they’ll send you a shortlist of candidates. Then you can conduct interviews yourself or let the agency use their best judgement. Either way, whoever arrives at your office door will be the ideal fit in terms of experience, skill, and personality.
A lot of companies partner with an agency, using them whenever a member of staff is away. This makes the process even quicker, and they can request the same workers again if they like how they worked in the past.
However, there are plenty of ways that an agency can let their clients down. Poor service and communication ruins a reputation, and if workers aren’t paid on time they’ll happily leave to join a rival agency instead.
That’s where we come in.
How we Support Temporary Recruitment Agencies
Temporary recruitment agencies have a choice. They can either handle all the admin in-house, taking hours each day and potentially requiring more staff, or they can use a third party.
The latter is a popular choice, but can lead to a lot of frustration. Poor communication and a lack of reporting is stressful, even if the work they do is fine.
Instead, agencies should work with a third party that feels like an extension of their permanent team.
Our service includes:
Whereas a lot of third parties only offer one or two of the above, you get everything you need from one provider, and for only one price. This saves you money, hassle, and that’s even before we start work.
Recruitment Funding with a More Personal Touch
One of the reasons why recruitment agencies avoid third parties is because of how detached they feel. All the agency owner wants is a report on clients’ credit limits, but their emails are ignored while the third party is working with other agencies.
With Back Office Support Services, we put you first. You’ll be set up with two points of contact, your credit controller and your payroll account manager. They’ll be with you for the long haul, feeling like part of your team after just a few weeks.
We also take communication very seriously. Your two professionals will be in regular contact with informal updates and more formal reports, and they’ll always be contactable if you have any questions. They’ll also be communicating with clients on your behalf, helping to build a better relationship between their company and your agency.
Thanks to our support, you’ll be free to focus on running your agency. No matter whether you’re helping clients with relocation leave or anything else, the extra efficiency will ensure that you soar past your competitors.
If you have any questions about us or our service, please don’t hesitate to contact us. We look forward to hearing from you!