In today’s labor market, staffing agencies and employers can’t afford to rely on outdated assumptions about what temporary workers value. Recent data from the 2025 Temporary Worker Survey (via Staffing Industry Analysts) reveals that the pay and benefits expectations of temps are changing—fast. For employers working with staffing partners such as GTN Technical Staffing, it’s critical to understand what matters and why so you can build offers that attract top‑tier contingency talent.
Weekly Pay is Expected, Not Optional
One of the largest shifts? Pay frequency. Historically, weekly pay was a nice‑to‑have for contingency and contract talent. Now it’s often expected—especially in segments such as IT, engineering, and logistics, where competition for qualified temps is fierce. Employers who still adhere to bi‑weekly or monthly schedules risk losing candidates to firms offering faster access to pay. More than ever, pay frequency is a key differentiator in recruiting.
Benefits Are Not Just for Full‑Time Staff
Temporary workers increasingly view benefits as essential—not as perks exclusive to permanent roles. Healthcare coverage, dental and vision plans, and retirement savings options are quickly becoming standard expectations among today’s contract workforce. As more professionals opt for flexible work arrangements, they also seek the same support and stability that full-time roles offer. For staffing firms and employers, offering meaningful benefits to temporary workers is no longer optional. It’s a smart, strategic move that builds loyalty, boosts engagement, and helps attract top-tier talent in a competitive hiring environment.
Perks and Alternatives Matter
Today’s temporary workers are looking beyond basic health and retirement plans. They’re increasingly drawn to creative, flexible offerings, like wellness perks, travel discounts, and access to financial tools such as cash advance programs. These kinds of benefits show candidates that their overall well-being is a priority, not just their paycheck. When workers feel genuinely supported—both financially and personally—they’re more likely to choose your opportunity, stay engaged throughout the assignment, and perform at a high level. For employers, thoughtful perks like early wage access can be the difference between retaining top talent or starting the search all over again.
Differentiation is the Name of the Game
With demand for skilled temps rising and supply constrained, employers can’t rely solely on pay rate escalation. Differentiation requires structure. Pairing competitive pay with weekly or even daily pay options, robust benefit access, and personalized perks makes a compelling employment offer. Temporary staffing should mirror the expectations of full‑time talent in terms of flexibility, fairness, and value.
What Employers Should Do Now
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Re‑evaluate your pay cycle – If your organization or staffing partner still processes pay bi‑weekly or monthly for temps, explore switching to weekly or accelerated pay.
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Benchmark your benefits for temps – Treat valuable contract talent similarly to full‑time staff in terms of access to healthcare, dental, vision, retirement savings, and perks.
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Offer flexible financial‑wellness tools – Consider programs such as earned‑wage access or pay advances. These features signal care for contractor financial stability and can reduce assignment abandonment.
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Work with a specialized staffing partner – Partnering with GTN gives you access to a staffing model built for the modern workforce, one that blends competitive pay, benefits access, and tailored talent acquisition.
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Communicate value clearly – When recruiting temps, clearly label pay frequency, benefit access, and perks. Transparency builds trust and makes your offer stand out.
Why GTN is the Right Partner
As a specialist in technical staffing, GTN understands the heightened expectations of today’s talent pool. GTN helps you design assignment structures that combine speed, flexibility, and value: weekly pay options, benefits‑enabled plans, and high‑quality candidates who expect to be treated like full‑time professionals—even if their assignment is temporary.
If your organization is struggling to stay competitive with contract talent, it’s time to rethink your staffing model. Contact us to discover how GTN can help you attract and retain the best temporary workforce on the market.
