Hiring has ramped up in many industries following several years of slow economic growth, and recent tax cuts have put thousands of dollars back in the average business's pockets each year. As businesses look to hire new workers, they want to attract the best possible candidates to be as productive and profitable as possible.
The Advantages of the Temp-to-Hire Strategy
For some jobs, a temp-to-hire strategy that allows businesses to see what a worker's qualities are before making a permanent hire can be advantageous. While workers may be able to present a resume that makes them look like a quality hire, employers really can't know how a candidate will perform until they see them in action.
New interview assessments can ensure that potential hires have the capability to do the job they're being hired for, but can they measure work ethic and motivation over a period of time? Only a temp-to-hire arrangement can show what an employee will be like after a few days, a few weeks, or a few months.
Traditional Hiring: What Can Go Wrong?
Most HR departments and hiring managers know that every new hire is somewhat of a gamble. Looking good on paper and being able to answer interview questions intelligently is far different than being a good and productive employee. The list of possible pitfalls with this type of recruitment is nearly endless.
New employees may spend more time socializing than working, or they may have trouble following directions no matter how many times they are told to do something a certain way. They may make it look like they are working but start goofing off as soon as the manager turns their back, or do the bare minimum rather than doing their best.
Most of these traits are ingrained enough in employees that managers will be able to see some bit of them even during a trial period like a temp-to-hire situation. While employees may be able to be on their best behavior for a short period of time, over the 30-90 or more days in the temp-to-hire probationary period will reveal a lot about their long-term work habits.
Furthermore, by the time the probationary period ends, employees that qualify to be hired will have established expectations about their work habits, and hiring personnel can make it clear that those work habits are expected to continue if they expect to remain employed.
Another benefit to hiring temporary workers who perform well is that they've already had time to get used to the work environment and learn the ropes during the probationary period. Once they are hired permanently, their productivity should be even better than it was in the beginning.
GDH can help with temp-to-hire recruitment initiatives to let company management focus on important priorities and handle projects while departments are still short-handed. Contact us for more information on the services we offer and how we can help your company meet its hiring goals.