You find yourself having to fill a job vacancy at work. Perhaps it’s a tough position where you’ve had above average turnaround. Or, your company is ramping up its growth. Or, you would simply like the timesaving advantage of having a potential candidate start as soon as possible and test them out before making an offer. These are the more popular reasons for hiring a temporary employee with the intention of making them permanent, once they meet your criteria. Also nicknamed “temp to perm”.
With hiring strategies, and there are many, you may want to add a temp to perm approach to your list of recruiting options for all levels of employees. No longer reserved for administrative jobs or maternity leaves, temporary employment has evolved to where it is today: a work strategy for all job types and work preferences. Temporary employees include a vast array of professionals.
Next time you have an open job, consider these advantages a temp to perm strategy may bring you:
Timeliness: Through your staffing service, you can hire a temporary employee to start much sooner than a candidate found the traditional way through sourcing, interviewing, and negotiating an offer. Staffing services have many qualified temps looking for full time work. For those entering or re-entering the job market, starting a second career or transitioning, temp to perm jobs are attractive. It can be a faster route to permanent work.
Trial basis: A temp coming onboard with the intention of making them permanent allows you to, what I call “perform their resume”. You will get a chance to see how this person will contribute, what their results are and how they will connect to other employees and relate to the work environment. It also gives the temp a chance to test out the job and your company to see if it matches with their expectations and desires. This is a two-way street.
According to the Department of Labor, temporary assignments last one year or less. Pick a timeframe of say, ninety days for a temp to perm trial period. Confirm this with the staffing service along with your hiring criteria. Have them explain this to the temp prior to their start, so everyone is clear of the guidelines and goals in place.
Cost and time-savings: During a trial hiring period with a temp, you’ll avoid paying insurance, benefits and payroll taxes. Be aware that there may be some financial or insurance considerations though. Your staffing service will know what the local laws are that apply. You can also check further with the Department of Labor for your state.
Enriches diversity: Perhaps you’ve been finding job candidates from the same sources for so long, diversity in talent has fallen behind. Working with a staffing service and their wide reach across the market, they can send you temp to perm candidates that will deepen and enrich your commitment to more diverse employees.
Consider too that things are evolving. It’s becoming less important to find that perfect company cultural fit with potential hires. We’re heading into a new age that values how an employee can enhance and add to the culture versus having to match it.
Preserves morale: When you go through a full recruiting cycle, onboarding, training, and cultural acclimation with a new hire and they leave or don’t work out in the early months after all that effort, it’s discouraging. It impacts HR, managers and employees when all that effort is for naught. Because of the temp to perm nature, everyone knows there are no guarantees. It’s also an easier start/stop process. If it doesn’t work out, less was invested and there are fewer steps involved to give another temp a try.
They’re not your employee (yet!): The temp remains an employee of the staffing service while on temp to perm status. If there are any issues or feedback to be provided, loop the staffing service in to deliver the information. Of course you should be part of the discussion, but the staffing service will lead the charge and manage the temporary employee for you.
Minimizes risk: Because no guarantee of hire exists and the staffing service is still the temp’s employer, if a temp to perm position does not go to fruition there are minimal risks against claims for unemployment or of wrongful termination.
Simpler onboarding: While the temp has been there, they’ve been going through a lighter version of your full onboarding program. Once you’ve both agreed to make this work arrangement permanent, you’ll already have a number of steps already completed in their onboarding process, which makes it easier and quicker to transition them into full time status.
One important last word to keep in mind: The majority of today’s temps are seeking full time employment. As a temp, they are free to continue applying for permanent jobs. When going the temp to perm route, you don’t want the process to linger. By the time you are ready to make an offer, that wonderful temp may no longer be available.
Whether full or temporary hires, award-winning Onboardia can create a customized onboarding program to fit your needs. Let us show you why companies use our software from coast to coast, or help you strategize better onboarding. Call us at 800-771-8610 or Schedule a demo today.
Cathy A. Reilly is the author of The Temp Factor: The Complete Guide to Temporary Employment and Founder/CEO of Onboardia, Inc., HR software that specializes in new hire and employee onboarding and training. Built by an HR professional for HR professionals.