Human resources management is the strategic art of picking the right persons for the right job at the right time. However, this is not easy as it is said. Temp to perm hiring is one best way to ensure this. It is the notion of recruiting professionals on a temporary basis, to make them permanent within the company.
Hiring temporary employees has notably been used to reduce the overall employee turnover in a business setup. And moreover, replacing and/or substituting the existing employees with new ones is quite expensive as well as time-consuming. Henceforth, the trend of temp to perm jobs is considered to be the best recruitment process.
Here are the Pros and Cons of The Hiring Process
As mentioned earlier, hiring the right person is tiresome, confusing, and challenging owing to the extensive pool of human resources in a given industry. In the advent of the temp to perm model, the idea of the recruitment and selection process is a double-edged sword. So, let’s first discuss the temp to perm disadvantages before anything else;
Training & Development:
You might hire temporary staff, who are both skilled and experienced in the domain. Yet, they still require training and development on how your company would function. This is a hard and time-consuming process for any HR.
Making a newly employed person talk, feel comfortable and get them cheerful around the other regular and full-time workers could be the toughest part. They might resent at first and later on get comfortable with the people around them. If not, it is going to affect the quality of outcome during project discussions and group tasks.
Even though you should follow all the steps in the recruitment and selection process, it is paramount to know the restrictions before hiring temp workers. The rules will change here and it might put the company more at the risk of a lawsuit.
Though we pinpointed three major disadvantages of the temp to perm employee hiring process, there are still perks that are available for business as follows here:
Similar to how you trial a dress and based on that choice, you either select or reject it, the same can be applied for employees too. The recruiter can hire the person, trial their expertise, evaluate their performance, and then, decide to shift them to permanent employment or not. Some good HRs will try training them further to retain their position.
Salary is a benefit for the employee, but it is a direct expense from the side of a business. However, you need to provide them with the ideal monetary benefits. This is for the well-being of both the company and its workers. Yet, paying full-time wages may be expensive. So instead, you can go with the temporary employee recruitment process and pay only for a fixed period.
Never underestimate the potential of a temporary employee. The person would try their level best to stay on top and make sure that they get converted to the permanent position. This, in turn, is an advantage for the company, as they will prove their skills and try to increase the brand’s efficiency, production, and return on investment (ROI).
Human resources in general (irrespective of the field) are always in demand. Many people out there might have great skills and experience. Yet, still struggling hard to find a decent job and get paid for livelihood. In that case, HRs can get this opportunity and give them a job. If they genuinely perform well, then the person would be appointed permanently.
It also reduces the hiring manager’s time spent on the processes of selection, recruitment, sitting through CVs and resumes, and holding official interviews.
Implementing the Temp to Perm Hiring Model
Though the workers might be hired for a certain time period, it is still vital to make them feel safe and valuable within the organisation, till their duration ends. For that, there are a few standards that must be adhered to, for making the temporary labour hire model a grand success in companies;
Regardless of which designation or experience the person holds onto, it is the HR and the company’s responsibility to orient the new employee to others. This involves giving a brief introduction to his/her coworkers and departmental heads.
Consider the fact that a new employee joins your office on a temporary basis. It would be difficult for them at first, to get social with others and feel comfortable with the work. So, essentially the person must be appointed with a point person (mentor). Hence, they will get to know the internal corporate environment much better.
You cannot say whether the hired person will shift from temporary to permanent employment. However, not minding this fact, the business should provide all the resources and supplements for the individual to do their job perfectly. It is basically being equal and fair to all the people inside the office, without managerial partiality.
One of the important roles of HR when it comes to temporary to permanent employment rules is to oversee if the person feels valued and acknowledged for any grievance or concern. Maintaining a good social relationship can be tough for anyone, not just for newly joined workers. Thus, stay in the shoes of the employee and see-through how the person is treated within a group or project team.
Before you decide on what type of selection process in recruitment you are going to follow, you should prioritize the fact on whether you need employees on a temporary or permanent basis. Think about these 4 aspects to help you with this hiring decision:
- What is the project stage all about?
- Do you require long-term expertise to complete it?
- How important is this task to retain the knowledge in-house?
- Whether to hire the person by yourself or go for outsourcing?
Then, you can evaluate the pros and cons of the temp to perm model and choose wisely. Remember, that any type of hiring process has its own challenges, legal complications, and employee risks. So, make sure you understand them in detail and then take up the best, wise choice.