How to find temporary workers quickly

In Azerbaijan, companies mainly find temporary workers in five ways: through their own job ads, through a recruitment agency, through outstaffing, by outsourcing the process, or by ordering from an on-demand day-worker platform. Which one fits depends on two questions: how quickly the worker is needed, and how long a commitment the company is ready to make. For a peak of a few days, a fast, commitment-free route makes sense; for work that lasts for months, a deeper contract does.

What are the ways to find temporary workers?

Own job ad. The company posts the vacancy on job sites and social media and screens the applications itself. Control stays fully with the company, but so does all the work.

Recruitment agency. The agency finds and screens candidates, and the company takes them onto its own staff. This route is built for permanent or long-term positions.

Outstaffing. The workers remain on the contractor's payroll but work at your site on your tasks. It is usually a contract that lasts for months.

Outsourcing. The company buys the outcome of a process, not people: for example, the packing area of a warehouse is handed over entirely to a contractor.

On-demand day-worker platform. The company places an order by specific day, shift, role and headcount. Payment is made only for shifts actually worked.

How fast is each route and what does it require?

Route	Time to start	Minimum commitment	When it fits
Own job ad	Weeks	Separately with each worker	Permanent position, time available
Recruitment agency	Weeks	Per hire	Filling a staff position
Outstaffing	Days to weeks	Usually months	Long-term, stable additional headcount
Outsourcing	Weeks to months	Long-term, per process	Handing over a whole function
On-demand day-worker platform	At shift level	The shift ordered	Variable volume, peak days

There is no "best" route in the table. An agency suits a permanent warehouse manager; the on-demand day-worker model suits packers needed in the morning because orders spiked overnight.

When does it make sense to search with your own job ad?

When the position is permanent and the start date is several weeks away. With this route the company gets to know the candidate itself and checks cultural fit. The drawback is time: the ad, interviews, paperwork and training take longer than a single peak week.

What is the difference between a recruitment agency and a platform?

An agency finds you a worker for permanent or long-term employment. A platform fills a specific shift. With the first, the result is a staff position; with the second, it is a filled shift. That is why they do not replace each other. Many companies use both: they build their staff through an agency and cover peaks through a platform.

How quickly can you find workers for peak days?

It depends on the model. Your own job ad and an agency take weeks, because each worker is selected individually. On an on-demand day-worker platform, orders are placed at shift level. For example, on TEZISH an order takes 30 seconds to place, and workers on the platform apply for the shift. In a new city or region, the worker pool is formed within 7 days.

How should you place an order correctly?

Whichever route you choose, the quality of the order determines the result. An incomplete order leads to the wrong person turning up or the shift starting late. An order should contain seven pieces of information:

Information	Example
Date	Thursday, 27 November
Shift hours	09:00–18:00
Role	Picker
Headcount	20 people
Address and entrance	Warehouse address, which entrance to use
Clothing and equipment	Closed-toe shoes, workwear
On-site contact	Shift supervisor's name and phone number

The figures in this table are only an example. The two lines most often forgotten are the contact person and the entrance. At large warehouses, a worker reaches the building but does not know whom to report to, and the first half hour of the shift is lost.

What should you do when the worker arrives at the site?

The first 15 minutes set the rhythm for the whole shift. The shift supervisor should meet the workers, run the company's own health and safety (HSE) induction, and show them the task and the zones. Without this short briefing, a newly arrived worker learns the job by watching and is slow to get up to speed. On repeat orders, having the same workers return shortens this stage, so it is useful to note the workers who perform well.

What should you look for when choosing a provider?

Look at three indicators. Fill rate: what percentage of the workers ordered actually turn up. Replacement time: if a worker does not show, how quickly someone is found in their place. Payment terms: what you pay for, the shifts ordered or the shifts actually worked. Going into a peak period with a provider that cannot give concrete answers to these questions is risky.

Which jobs require experienced workers?

Not every temporary job requires the same preparation. Loading, packing and sorting can be learned after a short briefing. Goods receiving, scanner-based picking and inventory counts, however, require attention to detail and the ability to work with systems. For cashier work, previous experience is usually important. Show this difference when placing an order: marking a role that requires experience separately increases the chance that the right worker arrives. One more rule is useful: have a new worker spend their first shift alongside an experienced one. This protects both pace and accuracy.

Frequently asked questions

What is the fastest way to find temporary workers in Azerbaijan?

For a need of a few days, the fastest route is an on-demand day-worker platform, because orders are placed at shift level. Your own job ad and a recruitment agency are built for permanent positions and take weeks.

What is the difference between outstaffing and the on-demand day-worker model?

Outstaffing is usually stable additional headcount that lasts for months. In the on-demand day-worker model, you order a specific day and shift. Payment is made only for shifts actually worked.

Which roles are filled with temporary workers?

Mostly roles whose volume varies: pickers, loaders, goods receiving staff, warehouse labourers, stretch-wrappers and packers, sorters, stock counters and cleaners.

What is fill rate?

It is the indicator that shows what percentage of ordered worker places were actually filled. If this figure is low on a peak day, the shift starts short-staffed. Always ask the provider for this figure.

A detailed comparison of the models: Staff outsourcing and outstaffing: what is the difference. Ordering workers for businesses: TEZISH.

How many days in advance do you need workers for your next peak day?