You need to hire, but you’re not sure how to categorize the position that’s about to be marketed. The job needs to be posted soon, so you want to learn more about what’s involved with both a temp-to-hire job and a permanent placement.
The ability to decide how you want to label the position is one of the reasons you opted to work with a recruiter. You know different jobs — even on the same team — can require different considerations, so it’s nice to have so much flexibility. For this particular position, you’ve been going back and forth on how you want to categorize it.
Here are a few facts about both temp-to-hire jobs and permanent placements, so you can make an informed decision.
Temp-to-Hire
- Ability to test candidates out, with no obligation to keep them on board if things don’t work out.
- In most cases, the candidate will be technically employed by the staffing agency, unless you decide to offer them a full-time job at the end of their contract.
- A two-way street, workers are also able to leave at the end of their contract, if they don’t feel like the job or culture is a good fit.
- Candidates will almost definitely be local, as it’s unlikely someone would relocate for a temporary job.
Permanent Placement
- Just as it sounds, the candidate you select will join your team on a permanent basis.
- As soon as the candidate is hired, they will be your employee.
- This route will likely allow you to attract better talent, as permanent positions are typically more coveted than those with a possible end date.
- Your recruiter will search throughout the U.S. — unless you specify otherwise — to find the best person for the job.
Hopefully, this gave you the information needed to make an informed decision about the best way to fill the position at hand. Of course, the situation might be entirely different the next time you need to hire, so remember to give each opportunity on your team equal consideration.
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