Workforce Planning Part 5: Is a Temp Really the Answer or is it a Question of Balance?
- Michelle Denny
- Apr 29
- 3 min read
Updated: May 3
In our last post, we explored the value of planning your hiring strategy before jumping into recruitment. This time, we are picking up where we left off and tackling a common reflex in growing businesses.
When things get busy or someone leaves unexpectedly, it is tempting to think the answer is simple, bring in a temp and deal with the rest later.
We hear it all the time, and it is completely understandable. A temp can feel like the fastest fix. But fast does not always mean right, and it certainly does not always mean best for the team or the business.
While temporary workers absolutely have a place, particularly in industrial or shift-based work, they are not always the most effective solution in an office or professional setting.
Quick solutions can be tempting - but before you call a temp agency, ask yourself whether you're finding the right balance between urgency and long-term value.
What is really driving the need?
Sometimes, it is not just about covering a gap. Maybe your Admin Manager is leaving, and suddenly the cracks are showing in how tasks are spread. Perhaps a key project is running behind, or a team member is on long term leave and you are feeling the pressure.
A short term gap might highlight a longer term challenge.
Could a fixed term contract be a better fit?
If the need is short to medium term but still requires consistency, accountability, or specialist skills, a fixed term contract could be a stronger option. It gives both parties clarity and commitment, and it is easier to manage expectations around outcomes and delivery.
This can work well in roles like finance support, HR, administration, project coordination, or project management. For example, we recently worked with a client who initially asked about a temp to cover maternity leave in their operations team. After reviewing the scope of the role, we helped them define it as a twelve-month fixed term contract instead. This opened up the pool to stronger candidates and allowed the business to keep momentum without compromising on capability.
Or is it actually a permanent hire in disguise?
Sometimes, what starts as a reactive temp request is really a signal that the business needs to grow. If work has been creeping up for a while, or if your team is regularly at capacity, then hiring permanently might be a better investment than cycling through short term solutions.
This is especially true if the role touches customers, involves sensitive information, or supports a team where continuity and trust matter.
What about the impact on your team?
This is often overlooked in fast decisions. Even the best temps need time to get up to speed, and your team still needs to support them. If the same thing keeps happening, different people in and out of a role, it can affect morale and productivity more than you realise.
On the other hand, a well-considered hire, even on a contract basis, brings stability and confidence to the people around them.
A smarter solution
At Michelle Denny Recruitment Consultancy, we take a thoughtful approach to recruitment. Rather than looking at short-term fixes, we focus on the long-term needs of your business. By working closely with you to understand the role, team dynamics, and wider business objectives, we ensure that we place someone who not only fills the gap but adds real value to your team and business.
Whether it's a permanent hire or a fixed term contract, we’re here to help you find the right person who fits the role, culture, and vision of your company.
So, the next time you find yourself thinking, "We just need a temp for now," give us a call.
We can help you consider all options and guide you toward the right solution for your business, ensuring you make an investment that supports your long-term goals.
You can contact us directly through our website or by emailing hello@dennyrecruits.com. We are always happy to talk things through.
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