All You Need to Know About Temp-to-Perm Hiring

Temp to perm responsibilities are temporary positions that can become permanent for a qualified candidate. It is an excellent way to try employees before fully employing them. This technique is cost-effective and can help reduce personnel costs. Unlike permanent hiring, minimal commitment ensures you can choose employees for specific tasks.

Many organisations hire temporary employees for various positions, for example, to improve workflow during busy periods or to complete a particular project. Many jobs start as temporary roles but graduate to permanent positions. Some common examples include the roles of warehouse staff, drivers, and packers.

Should you consider temp to perm hiring as an option for your organization? What are the benefits and disadvantages of this hiring technique? Read on and learn all you need to know about temp to perm staffing.

Pros of Temp-to-Perm Hiring

Temp-to-perm hiring has several clear advantages, making it a technique worth considering by every organisation. Here are some essential merits of this technique.

1.    A Chance to Study Your Employees

interviews or tests cannot satisfactorily determine some employee characteristics; you have to monitor the employee for a certain amount of time before such traits can manifest. Temp to perm hiring helps you to facilitate the monitoring process and considerably reduces the risk of hiring the wrong personnel. You can see them in action and witness their performance in your organisation.

2.    Reduced Commitment

A temp-to-perm hiring technique allows you to dismiss employees easily due to minimal commitment. If a candidate is not fit for a position or the organisation’s personnel needs change, the employees can be discharged without concerns about backlash from the employees.

3.    Easy Conversion to Permanent Roles

If an employee finally transitions to a permanent role after the temporary position, it is much easier for them to make the conversion. The employee knows all that will be covered in orientation for new employees, such as the company culture, the job requirements, and company policies and procedures. This smooth transition to a permanent role will offer minimal disruption to the standard workflow.

4.    Less Time Spent Hiring

Hiring on a temp-to-perm basis frees up the time used in selecting permanent employees. If the hiring is done through an agency that will choose suitable candidates, there will be more time for training and improving the employees.

5.    Reduced Benefits Cost

Temporary employees are usually only eligible for company benefits once they become permanent. This is an avenue for cost saving in a company.

Cons of Temp-to-Perm Hiring

Temp to perm hiring is very advantageous, no doubt. But all things being equal, it has its demerits too. Let’s find out what those are.

1.    Substandard Quality of Work

Temp to perm workers can be accepted for permanent roles, or the organisation might dismiss them at the end of their contract. Therefore, they are less motivated to perform as well as permanent workers or employees whose pay depends on how well they work. This can lead to them performing at suboptimal levels.

2.    Constant Training

Hiring on a temp-to-perm basis means you have to train workers constantly without guarantee of finding a good one. However, it is still much better than selecting employees without studying them well enough.

3.    Lack of Control over the Recruiting Process

You have limited control over the type of employees you get if you source employees from a staffing agency. Therefore, the employees may not fit your requirements, and you might end up paying conversion fees for workers you do not wish to employ.

Conclusion: Should You Consider Temp-to-Perm Hiring?

You need to evaluate the requirements of an employee to answer this question satisfactorily. Then you can weigh the pros and cons of this hiring technique to check if it’s right for you. Temp-to-perm hiring is an excellent option if your organisation does not require specialised workers. However, if you are concerned about quality control, you might want to consider other hiring techniques.


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