Hiring temporary HR talent doesn’t have to be a scramble. Here’s what you need to make it smooth, fast, and effective.
When to consider temp support:
Parental leave cover: Ensure continuity without overloading remaining team members.
Unexpected resignations: Avoid panic hiring and keep critical functions moving.
Change management projects: Manage transformation without risking burnout.
End-of-year burnout signs: Help your team finish strong.
Long hiring lead times for perm roles: Temporary support keeps business as usual flowing.
What to include in your brief:
A strong brief helps your recruitment partner move quickly and accurately. Be sure to cover:
Must-have skills or systems experience (e.g. Workday, ER, change comms)
Team culture and pace (e.g. fast-moving, highly collaborative, remote-first)
Workload and project context (e.g. BAU vs transformation support)
Duration and flexibility (e.g. minimum 2 months, potential to extend)
Onboarding your temp well:
A good onboarding experience leads to faster impact and stronger results. We recommend:
Assigning a buddy or go-to person for questions
Sharing informal norms like meeting rhythms and communication style
Setting clear expectations and goals from Day 1
Tip: Treat them like a permanent hire, even if they’re not. The better the experience, the bigger the impact.
Need extra hands now? Our On Demand Talent team can help you find the right HR temp, fast. Learn more here.
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