Temp to Perm hiring has a multitude of benefits for both employers and employees. With an increasing number of businesses turning to this model, it’s no surprise that it’s becoming the go-to way for businesses to hire new talent quickly and cost-effectively. From a hiring perspective, temp-to-perm hiring can be an invaluable resource for companies looking to fill key roles on a short-term basis or even as part of a recruitment campaign. Companies interested in testing out this strategy or those that are new to the field can read through this article to learn more about the pros and cons of Temp to Perm hiring.
What is Temp to Perm Hiring?
Temp to Perm hiring is a method of staffing in which employees are temporarily transferred between employers, often with a specific end date in mind. This type of hiring model may be utilized when an employee’s skills are needed temporarily, but not the needed full-time person. Temporary to Permanent (T2P) hiring is when an employee is assigned to a specific job in an organization during the hiring process. When they are hired as a permanent employee, they will be on the payroll of the business. When they are not performing the job duties, they are not on the payroll.
Why use Temp to Perm hiring?
Temp to Perm hiring provides several benefits for companies looking to fill key roles quickly and cost-effectively. The most compelling reason for choosing this hiring model is the potential to reduce hiring time. By hiring candidates for a short term, rather than permanently, businesses can significantly reduce the time required to find and hire the right person for the job. On top of this, traditional hiring methods can be both cost-prohibitive and time-consuming. While it’s common for some large companies to have hiring processes that can take over a year, smaller and mid-sized organizations often face similar challenges. By using temp to perm hiring, companies can significantly reduce the time and cost involved in hiring, making it a viable and worthwhile solution for many organizations.
The Disadvantages of Temp to Perm Hiring
With the tremendous benefits come a few potential drawbacks when using this hiring method. As mentioned above, the biggest disadvantage of temp to perm hiring is the reduction in both time and cost involved in hiring. Given the greater number of candidates in need of a job, finding the right person may take longer and result in a higher salary being paid, compared to hiring someone permanently. Another potential disadvantage of this model is the increased risk of unfair treatment and discrimination. Because some temp agencies and other hiring sites use a job-matching system, candidates may see their own names and resumes swapped with those of others in the system.
The Benefits of Temp to Perm Hiring
The benefits of temp to perm hiring are numerous for both employers and employees. For employers, the primary benefit of temp-to-perm hiring is the ability to find and hire the right person for the job quickly, while keeping costs low and down. For employees, the main benefit of temp-to-perm hiring is the ability to earn an income while they search for their next full-time job. While this is a major benefit for both candidates and employers, it can be particularly helpful for those with seasonal jobs or those who are only able to work part-time. The ability to work as a temp while searching for a permanent role can be particularly useful for those needing to take a break from full-time employment to focus on other things, like a family transition or other important personal matters.
How does temp to perm hiring work?
Temp to perm hiring works best when the company has regular or permanent work that the individual would be qualified for. This allows the company to easily match the candidate with the right job. Candidates browse jobs that match their skill set, apply online, and then complete an interview when selected. Once hired, the candidate’s employment is usually temporary, but may be renewed after a set period or when the job ends. The hiring process for temp to perm hiring usually involves some level of pre-screening or screening, similar to other hiring methods. The screening process ensures that candidates have the necessary skills for the job, but also ensures that they are a good match for the company.
Tips for Successful Temp to Perm Hiring
– Hire for skills, not just experience
– While a resume full of experience can be useful, it’s not the only thing that hiring managers need to see when considering a candidate. The best candidates will have relevant experience and skills that directly relate to the job at hand. This will help hiring managers decide to hire the candidate quickly and easily.
– ensure job descriptions are up to date
– While it’s important to understand the job you’re hiring for and what skills are needed, it’s also important to understand the company and its culture. Ensure job descriptions reflect this, and are up to date with any company-specific policies or requirements.
– use an agency with a good reputation
– While many companies are now hiring internally, sometimes hiring with an agency can help speed up the hiring process. Using a reputable agency can ensure job seekers are screened thoroughly, while also ensuring that the agency is paid fairly and delivered on time.
– use social media
– From a screening perspective, many hiring managers now look at candidates’ social media accounts during the application process. Ensure social media accounts are up to date, and relevant to the account and account type.
– follow up with unsuccessful candidates
– If a candidate isn’t hired, don’t let the process end there. Make sure to follow up with them and let them know you would welcome the chance to hire them again at a future date.
Temp-to-perm hiring provides several benefits for both employers and employees, but it also comes with a few potential disadvantages. To ensure this hiring method is successful, it’s important to ensure the job posting is written, the skills needed for the job are clearly outlined, and social media accounts are relevant to the role and company.
© Virtual HR Services for Small Businesses LLC