Is it just me, or have job seekers stepped up a few levels regarding their self-marketing abilities? Have recent social media trends and the perceived blemish-free Instagram stories generation created a cohort of candidates whose CVs and interview personas come across as even more impressive facades rather than the truth of ability?

While a temp-to-perm hiring strategy may have previously been aimed at filling gaps for companies needing a quick recruitment fix, it may be time to adjust our mindsets. Using this strategy to dig deeper into the talent pool and source genuine, quality candidates to which the company could confidently offer full-time contracts if needed.

How Do Candidates Feel About Temp-to-Perm?

The job market is competitive and challenging, and job security should be a high priority for most. When you start digging deeper and trying to understand the mindset of the post-pandemic job market, you realize things are different from what they were.

Australian recruitment services company Aquent reports, “64% of people in permanent jobs within the digital, creative and marketing space would consider leaving for a contract role.” Why would so many consider contract work outside the more traditionally secure permanent position?

The time during the pandemic allowed us all to press pause, re-evaluate and adjust our priorities. Companies have also adjusted their expectations of their employees, understanding their need for more flexibility but also requiring their workforce to maintain and increase the high level of work.

The temp-to-perm hiring strategy, therefore, gives the recruiter a powerful tool. On the one hand, you can give potential candidates trial runs in a position, this we know well. On the other hand, it offers flexibility, career exploration and discovery, which many candidates are after.

Building on Your Temp-to-Perm strategy 

Building a talent pool of potential candidates who can temporarily fit required roles in a company is vital for a sourcer. Your company may require high-volume hiring during an expansion period where hiring temp-to-perm is best suited.

It may find itself in a time of growth, requiring sourcing candidates with specialized skill sets who are unable or unwilling to commit to a full-time position at that stage.

The candidate’s ability to interact with the current team and customers is also essential. Before offering a permanent contract, a temporary employment scenario might be the best strategy.

A temp-to-perm strategy is one that, if used well, really seeks to benefit a motivated and forward-thinking workforce while also giving the employer the ability to get the work done with less financial risk. However, as mentioned earlier, there is more to this strategy.

Candidates are more willing to take risks and find roles that offer more lifestyle-positive opportunities. They are eager to try out new roles and not just sit back in the comfortable armchair of job security.

The Benefits of Hiring Temp-to-Perm Employees

As an essential aspect of your recruiting strategy, there are a few important benefits to highlight. It is well known that hiring on a temp basis allows the company time to assess whether the candidate is a great fit for the company and if permanent employment may be offered in the future, but what about the candidate’s perspective?

Is the Company the Right Fit for the Candidate? 

As a sourcer and recruiter, you need to allow space for the candidate to decide if the company is the best fit for them. Giving the candidate the opportunity for a temporary position could give them the time they need to decide. The recruiter, the company and the candidate can reach the most suitable agreement for continued permanent employment. Alignment is crucial here. After all, permanent is pretty hard set. Don’t cha think?!

Specialized Candidates for Temporary Specialized Roles

Some roles require a specialized skill set for a fixed amount of time. Some companies may be in a time of growth and require someone for a specific time-sensitive role. A freelance candidate may be excellent in this role as they don’t need full-time employment but have the flexibility to offer their skills in the required context over a shorter period.

In this scenario, the company may see tremendous potential and value in the candidate and may want to entice the candidate into a more full-time role.

Cost Benefits of Temp-to-Perm

Moving straight to permanent employment can be a costly exercise for a company if things don’t work out. Hiring temp-to-perm could reduce the risk of unwanted contract termination costs and re-advertising the same role.

From the company’s perspective, employing candidates in temporary roles negates the need for negotiating big employee benefits packages and leads to a more cost-effective way of fulfilling required short-term roles.

Hiring Temp-to-Perm is an Increasingly Popular Strategy

While giving the company more options, hiring flexibility and cost benefits, the temp-to-perm strategy also greatly benefits the candidates. This strategy is steadily gaining traction in the recruiting world while the workforce adjusts and shifts to a more self-assured and adventurous mindset.

Flexibility is the new permanent.

Recruiting
Authors
Sean Kelland

Sean is an avid appreciator of life and human interactions. Coming from a background in educational management and teaching, photography, and the creative space, he can convey a diverse array of topics understandably and enjoyably. Sean is a father to two wild mini-humans and husband to a beautiful and talented content-creator wife.