Earlier this week, I pointed out a new trend that has developed in the workforce.  This trend is the long-term and extensive use of temporary or contract workers.

If you need to catch-up, read the WorkPuzzle posted earlier this week.

The fact that these workers exist (and many are frustrated with their current work situation) was our previous topic, but how can a real estate hiring manager engage these workers successfully?

Finding where they work.   The first step to engaging contract workers is finding where they work.   Here are the industries where you’re most likely to find temp/contract workers:

Agricultural, Automotive Repair, Barber/Beauty/Nail Salons, Computer Programmers, Software Designers, Consultants, Insurance/Financial Services,

Long-Haul Truck Drivers, Medical Professionals, First Level Health Care /In Home Care, Office Personnel , Pharmacists, Political Campaigns / Petition Gatherers, Inside/Outside Sales, Telemarketing, Travel Agents, Information Technology, Engineering /Scientific, Accounting/Finance, Management (including executives), Legal.

It may seem a little awkward at first, but many of these workers are people that you could connect with during your normal business and personal dealings.  

For example, let’s suppose that you’re having a life insurance physical and the person sent to your office to take your blood sample shows up for her appointment.

It’s not that hard to say something like this:

“Hey, do you happen to be a contract worker?  I was reading recently that about the increase in contract positions…”

Learning about their frustration.  If individuals are doing contract work and they’re frustrated with their situation, they’ll be more than happy to tell you about it.

Ask a few questions such as:

“How did you get this job?” 

“Was this your first choice, or were you originally looking for something more permanent?”

“Do you feel like there is a future in this job, or is it a stepping stone to something else down the road?”

During the discussion, ask a few more open-ended follow-up questions based on their answers.   It won’t be long before you uncover a bunch of frustration about their employment circumstances.

Most of the frustration will center around two issues—they’ll probably dislike the work their doing, and they won’t see a viable future in staying in this role for a long period of time.

Offer a Better Alternative.  If someone is experiencing a high level of frustration, they will naturally be more open to new ideas.   It’s not hard to say something like this:

“Considering your situation, have you ever thought about working in a field that would offer more long-term potential and give you more control over your future?”

“I manage a local real estate office, and I work with many great agents who come from all different career backgrounds and now have successful careers.  Perhaps this could be a fit for you.”

As you carry on this part of the discussion, it’s helpful to also point out that transitioning to real estate from a temporary or contract position can be less risky and financially more palatable for workers in contract positions.  

Why?   Because contract workers often have some flexibility over the number of hours they work and the schedules they keep.   They may be able to slowly ramp down their contract work level as they increase their focus on real estate.

There are a lot of temps/contract employees working in today’s job market.  Try identifying them and engaging them in a discussion about their careers.  It’s not as hard as it may sound at first, and soon you’ll start to enjoy the challenge.  Let me know how it goes!

Editor's Note: This article was written by Ben Hess. Ben is the Founding Partner and Managing Director of Tidemark, Inc. and a regular contributor to WorkPuzzle.