Questions about temp-to-perm recruitment
For most temp to perm contracts, the initial temp trial period will be somewhere between 0-6 months. The duration of the trial period can be stopped at any time and easily changed to a permanent contract – this tends to happen when temp staff meet the criteria or conditions set by the employer.
As such, the timeline for the switch from temporary to permanent varies from business to business. However, there are common scenarios in which businesses transition an employee from a temp to perm position:
- Evaluation Period: The temporary employee is initially hired for a trial or evaluation period, during which their performance, work ethic, and compatibility with the organisation’s culture and values are assessed. If the employee meets or exceeds expectations during this period, they may be offered permanent employment.
- Contractual Agreement: The temporary employment contract may include provisions outlining the conditions for transitioning to permanent status. These conditions could include completing a specific number of hours, meeting performance targets, or successfully fulfilling the objectives of the temporary assignment. Once temp hires meet these conditions, the employer may extend a permanent job offer to the temporary employee.
- Job Opening: If a permanent job opening becomes available within the business that aligns with the skills and qualifications of the temporary employee, they may be considered for that position. If the employee is deemed a good fit for the role, they may be offered permanent employment without going through a separate evaluation period.
With temp to perm hiring, the flexibility works both ways. If you do not wish to hire temporary staff on a more permanent basis during or after the trial period, there is no obligation to do so.
If you’re looking to hire temp workers, get in touch to find out how our temp to perm agency can solve your temporary to permanent hiring needs.
Temporary recruitment is slightly different to temp-to-perm, although sometimes the terms are used interchangeably.
Temporary workers, also called temps or contractors, are employed by specialised temporary recruiting agencies (such as an office temp agency), which acts as an intermediary between the workers and the business in need of additional personnel.
Temporary hires are usually only employed for seasonal spikes or for short-term projects. Whereas temp to perm staff are hired with the view of eventually becoming a permanent employee.
Temporary staffing is commonly used by companies to quickly fill gaps in their workforce and maintain productivity without the long-term commitment associated with permanent employment.
So, the key difference with temporary vs permanent hiring is that the former focuses on solving a staffing issue in the short-term, whereas the latter focuses on long-term employee investment.
No matter how well-structured and thorough a hiring process is, sometimes a candidate who interviews with ease and has a great CV may end up being a poor fit for the role.
This can cost the company time and resources in both the short and long term. The advantage of enlisting a temp hiring agency to kickstart your temp-to-perm recruitment process is that it brings an ability to ‘trial’ new hires.
Temp to hire agencies are able to place a candidate in your working environment on a trial basis, so that you can assess their capabilities first-hand and see if they fit with the existing team without having to commit to a permanent contract.
Start hiring temporary staff with the help of our expert recruitment services!
Due to temp to perm contract law, temp employees still have temporary contract rights – whether temporary or permanent, workers should always have the same high working conditions. They are also entitled to benefits such as annual leave and sick pay.
Temporary employees who are hired on a temp to perm contract have the benefit of spending time learning about their role and the ethos of the company, and then assessing if the role is right for them before committing to a permanent contract.
So, what is temp to hire and how is it different to temp to perm? The answer is, they’re the same thing.
It’s a job role in which the candidate is initially hired temporarily or with a “probation period”, but with the intention of becoming permanent if they perform well and “pass” probation.
With our temp-to-perm hiring services, candidates have a 1-6 month trial period (your choice), allowing you to make a well-educated and informed decision about whether to make a permanent hire based on a candidate’s performance in real life work situations.
A temp to perm staffing strategy can suit companies of all shapes and sizes across many industries.
Once familiar with the role and trained with your policies and procedures, it is an easy transition to a permanent role which allows companies to better accommodate growth without disruptions.
This makes it a great option for start-ups looking to hire on a temporary basis, as temp to perm hires can get stuck straight into projects without the need for further orientation.
Something that does need to be considered, however, is that as a new addition to the company and potentially their first job, they will require good support and guidance.
Our temp-to-perm hiring process provides employers with support in onboarding graduate temporary workers to ensure they’re integrated efficiently, thus retaining staff for longer.
Hiring with a temp to perm recruitment strategy means your business can benefit from high-performance levels of temporary workers looking to impress.
Their hardworking nature can also help motivate and improve your permanent employees’ performance levels.
Having worked closely with graduates for over 10 years, at Give a Grad a Go, we know graduates possess a hunger to learn and want to prove themselves from day one.
This drive makes graduates a great fit for startups, helping you to reduce staffing costs whilst also improving the work rate of the team.
If you’re looking to hire temporary employees for your start-up, get in touch today.