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July 27, 2021
The old idea of temp to perm recruitment for a temporary worker working being converted to a permanent employee may seem appealing to both employer and employee. However, there are some important considerations to take into account before making the transition.
As with any temporary or permanent recruitment, it can sometimes be hard to find the right person, as it very much depends on what the candidate is looking for whether it be short-term, temporary or permanent recruitment.
It is important to understand the terms and conditions of the contract and make sure that both parties are in agreement on the responsibilities, salary, and benefits of the position.
It is also important to consider the impact of the transition on the employee’s career path and the employer’s workforce. It is essential to ensure that the company is prepared to commit to the long-term hiring process and that the employee is aware of their expectations and responsibilities. a “try before you buy” option for clients is beginning to become outdated.
With the number of vacancies at an all-time high in the current job market and with some people still reluctant to move, candidates have plenty of options available when it comes to job opportunities and is always going to align themselves with the position most suited to them and ideally seek permanent employment with employee benefits from day 1.
In today’s competitive job market, top talent is in high demand. It is essential to consider how you work, respect, and provide feedback to potential applicants in the hiring process. Effective candidate communication is essential to underline your employer brand and team morale for both current and future staff.
No one wants to feel like they are being tested and having to go the extra mile before becoming part of your organization, especially when the job market is rife with opportunities for job seekers.
Is Temp to Perm really a cost saving?
The main reason many companies choose to employ on a temp-to-perm basis is cost, believing it’s a more cost-effective option that allows employers to end employment more easily while the candidate is still within the temporary phase. However, even with a straight permanent placement, the employee still must complete their initial probation. So what you may ask yourself is what is the difference between both placement types as both have a trial period.
Many companies also rely on temporary workers to cover temporary roles for a certain period of time, as can help when there is a seasonal peak and cut the cost of having surplus permanent staff.
Most agencies will provide a rebate fee should the employment of a permanent placement end before the 3-month probation. But choosing a temp-to-perm route could really limit your talent pool, especially with regard to permanently placed candidates.
This limited talent pool could ultimately end up costing you as a business more in the long run to secure the perfect candidate and have the experience of bad hires.
Would a candidate move for a Temp to Perm job?
Of course, from a candidate’s perspective, if they are a temp or currently temping, the chance that the temporary assignment could become permanent is appealing. This is likely to increase temp applicants from that of a temporary-only job advert.
Mitigation of risk, in the sense that given the economic outlook, does an employer want to commit to a permanent employment contract or have a less formal temporary contract of employment? Asking a candidate to leave a permanent job to be a temporary employee for a few months is a risky move and could damage both the employee’s career path and the business’s employer brand.
Offering an upfront temp-to-perm route of employment does mean that all parties go into the agreement with their eyes open and aware of the risks.
Benefits of a Temp to Perm job?
Temp-to-perms can work effectively for particular positions that require a technical skill set as it gives the employer time to determine if a person has enough knowledge and experience for the role. However, if you are recruiting on a temp-to-perm basis purely for cost-effective reasons, it really isn’t a pro. It could limit your talent pool and could end up taking longer to recruit for the position, costing you more in the long run.
Negatives of a Temp to Perm job?
As an employer, it’s essential to consider the impact of your recruitment strategy on both current and potential staff and also how it could impact company culture.
While temp-to-perm placements can have their benefits, they may not always be the best option for your business with no security the temp will more than likely still be looking at permanent positions. Recruitment research is your best ally when it comes to sourcing top-tier talent.
This year and for some time to come, the job market is going to remain highly candidate-driven , so it’s essential your recruitment strategy works with the current market.
So, what’s the best option?
Well, that really depends. The type of recruitment you choose really does depend on the position you are looking to recruit, your current recruitment strategy, the employment market, and your brand values.
At CMD Recruitment, we understand the importance of attracting and retaining top talent whether it be on a Permanent Contract or Temporary Basis. Our recruitment experts recruit permanent employees daily and can help you develop a recruitment process that aligns with your business needs and values.
Get in touch with us today to discuss your recruitment needs, as we offer the following recruitment services-
Permanent Recruitment Solutions
Contract Recruitment
Temp Recruitment, including temp to perm hiring
01225 805080
info@cmdrecruitment.com
