There are a wide variety of reasons an employer might consider using a temp-to-hire recruitment strategy. In today’s cautious hiring environment, where employers are being more selective about commitments, or when facing a specialized skills gap on your team, adopting a temp-to-hire model can be of tremendous value. This is especially true for leaders in the creative, marketing, and tech sectors who are constantly juggling mission-critical projects alongside seasonal workload spikes and unexpected high-priority requests, particularly as demand grows for specialized talent in emerging areas such as AI.
But first, what exactly does “temp-to-hire” mean? While it can vary by organization, typically temp-to-hire means bringing talent in on a temporary basis with an option to keep them aboard full-time.
Hiring can be a cumbersome and high-stakes process for employers, whether that be for temporary talent or full-time employees. And hiring an employee who ends up not working out can cause significant headaches for employers. By bringing aboard temp-to-hire talent, both parties can give the working relationship a trial run to make sure it’s a good fit on both sides, helping curtail quick and costly turnover.
Here are some of the top benefits of hiring temp-to-hire talent.
Utilizing a flexible temp-to-hire staffing strategy gives managers the opportunity to make sure all must-do work is completed on time, while also being able to assess longer-term staffing needs.
Tapping temp-to-hire talent can be especially helpful for a company looking to test out a new role in situations where gaining approval for a full-timer would be challenging or time-intensive. Likewise, temp-to-hire talent can be brought in to help fill gaps when a core team member is out on leave.
Working with temp-to-hire workers does not require the same type of commitment from employers, granting them more flexibility to hire talent only for as long as needed.
A temp-to-hire approach allows employers to assess a person’s performance – to gauge their professional skills and overall ability to make meaningful contributions to the organization – without any type of long-term commitment if the fit is not mutually beneficial. By the end of the trial period, both parties will have a clearer understanding of whether a full-time position would be a good fit, leading to more informed decision-making and potentially higher job satisfaction and retention rates in the long run.
Whether an organization is dealing with a temporary hiring freeze or just an extremely busy stretch, temp-to-hire talent can ease the burden on a company’s core team members by helping prevent burnout when workloads (and stress levels) are at their peak.
In addition to lifting some pressure off existing employees, temp-to-hire talent can add a fresh perspective that can help organizations strategize new solutions to problems. Bottom line: Bringing in temp-to-hire talent can help protect core teams from hefty workloads, and it’s a great way for employers to boost morale and show their staff that they care.
Working with specialized temp-to-hire agencies, like 24 Seven, for example, can also help employers save time recruiting, screening, and setting up interviews with potential candidates. And if an employer chooses to convert a temp-to-hire worker to a full-time employee, the team at 24 Seven can help easily guide you through the process.
Chances are if your organization is looking for temp-to-hire talent, you have a position you need to fill fast, and the specialized recruiters at 24 Seven can help you do just that. The recruiters at 24 Seven have a high level of expertise in the marketing, creative, and tech industries, and understand the nuances of temp-to-hire arrangements. 24 Seven is tapped into a wide network of highly skilled professionals in these fields. We work closely with clients during every step of the process – from assessing business needs to sourcing talent. If your organization is curious about exploring temp-to-hire staffing arrangements, contact our recruiters today!