Are you looking to fill some open roles and unsure how to identify the position that fits best with your company’s hiring needs? We can help with that!
When making a hiring decision for your company, there are key factors you should consider. We’ve identified three of the most common types of employment, as well as some pros and cons of each to help you understand what’s best for your company.
The temp candidate is contracted out to work on an assignment by assignment basis for your company but remains an employee of the recruiting firm. In this situation, the recruiting firm takes on all costs associated with having the employee on their payroll – things like benefits, HR inquiries, etc., are handled by the recruiting agency, not the client.
Temporary employees are often used for a specific project or during a full-time employee’s leave of absence. Typically, employees that work on a temporary basis are working for themselves, on freelance projects, or taking temporary assignments while searching for a full-time position. Usually they have been in a temp role prior and are pre-vetted and reliable. So, what are the pros and cons of hiring temporary positions?
It’s important to note that while temporary candidates aren’t working full-time positions, this doesn’t necessarily take away from their experience level – we are seeing more and more of the current workforce focusing on freelance. Senior Account Manager Jake Weingarten, who recruits for temporary roles in the creative industry, states that “Temporary candidates can absolutely still be in the top of their field.”
The employee starts as a contractor, and there is a set period (usually 30, 60, or 90 days) the company has to train them and see if it’s a good fit. After the period is up, the company then decides if they want to convert the employee to full-time.
Companies choose to bring on a temp-to-hire employee if they want to see if there’s a fit between both company and candidate. Think of a temp-to-hire structure as a ”trial” with less commitment than a full-time hire.
Temp-to-hire candidates are looking to get their foot in the door of a specific company or industry, but might not necessarily have the experience level required. They may also be candidates who are switching career paths or looking for a specific work environment. So, what are the pros and cons of a temp-to-hire position?
You are making an upfront commitment to extend a full-time offer to the candidate you choose. From day one they receive the same benefits extended to every other full-time employee of your company.
When an employee announces they are leaving, and you need someone of the same caliber to fill their spot. Or, the company growth has called for a critical need and you want to invest in a lasting permanent position. Full-time candidates are going to have experience, know how to get the work done, and hold themselves to a high standard. They are very trusted by the firm and seek longevity in their next position. So, what are the pros and cons to hiring direct?
In some cases, a temporary role can be converted into a full-time position. “We’ve had clients before who hire a temp, and they are such a good fit the company creates a position for them,” Account Manager Kaitlin Nordstrom notes. “If a client wants to convert a temporary candidate to full-time, that’s a sign we’ve really made a great match.”
Regardless of your company’s specific needs, recruiting firms will work with you to find the best employment type and candidate possible to fit them. While bringing a new associate into your company is always a big undertaking, keeping this overview in mind when working with your recruiter will get you started in the right direction!
And if you’re looking to partner with us for any of your open roles, please check out our Employers page.