Hiring New Employees and Coverage Needs

Staffing agencies often prefer working with familiar candidates time and again because of their proven track record. They’re dependable, always do a nice job, and come with good references from former temp employers. This makes them easier to place than unproven newcomers. But new recruits are what help keep the company growing. But, by adding fresh new faces to the equation, you may also end up with someone who could pose problems with clients along with creating more headaches.

When a new employee doesn’t work out to your expectations, the person could also end up claiming that he or she has been discriminated against. These types of accusations can create serious repercussions for you and your company. This is a prime example of why staff insurance for employment practices is so important to any company with employees.

They may begin on a high note

Your company conducts an interview and everything may seem fabulous and on the right track. Before the first week ends, the new recruit may start showing up late, or maybe they make a serious and costly mistake at the job site. It may only happen once, but if it develops into a constant issue, it may lead to the client calling you and informing you that the individual you’ve sent them simply isn’t working out.

You will then have to address their performance issues, and if it becomes confrontational you’ll need to involve your human resources department. You simply can’t predict how a person will react to being told they aren’t providing the level of service expected of them.

The probation alternative might be a good option

You may decide issuing them a probationary period as outlined in the employee handbook. This is often the proper route to take to diffuse the situation. The rules should be clear about the length of the period of probation, allowing the employee to correct any issues at hand.

If they still don’t seem to be working out, you may have to release them from their employment. If they’re vindictive they may decide they have the right to sue. It’s a tough position to be in, made only be tougher if there isn’t staff insurance to protect you in the event that a lawsuit ensues.