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| Temp-to-Perm Pitfalls |
The decision to hire outright or temp-to-perm is certainly your decision, however, we would be remiss in our duties if we failed to share with you the “rest of the story.” Therefore…Temp-to-perm candidates generally tend to keep looking with one foot out of the door because there is no “real” commitment; too, it tends to deter good candidates who may currently be employed as well as those needing benefits. By the time someone completes a 13-week temp-to-perm it pushes eligibility for benefits to three plus… sometimes as much as six months wait for benefits to take effect. And, you have absolutely no protection on your “investment.” If someone works six weeks and they receive a permanent job offer, generally speaking they will bail out and now the 13 weeks start completely over. In most cases, your cash outlay is more in temp-to-perm situations than if you outright hired them.
In cases of outright hire your investment is protected with a ninety (90) day replacement Guarantee and experience has taught us that, again generally speaking, you will recognize those who don’t stack up within the first thirty (30) days or so. It is also true that in cases where outright hires are made, especially considering probationary periods and the fact they want to look their best for any performance and/or merit evaluations they may be facing, direct hires will apply maximum effort
to their new job. Again as mentioned, temp-to-perm precludes you from hiring most candidates who are currently employed as they, understandable so, would not leave a “for sure” for an “iffy” situation.
Once more, this decision is yours but it our job to inform you of your options and any obstacles which stand in the way of your making the most favorable decision for you and your organization. |
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