Have you ever gotten that sinking feeling in the pit of your stomach when it’s time to start the hiring process again? Perhaps your receptionist is taking a leave, and you need a fill-in? Perhaps, your assistant manager just moved to a new company and left very big shoes to fill? Or maybe you have several critical projects looming ahead of you, and it would be helpful to have an extra set of hands on deck?

However, hiring has its challenges — hence the sinking feeling. It takes time and money, plus there’s always the chance that the candidate won’t work out in the long run.

Maybe hiring a temp or contracting a temp-to-hire is your answer. However, these two methods of hiring are sometimes confused with one another. While they have some similarities, they have different purposes and benefits. And they both might be just what you need!

Hiring a Temp 

Typically, companies hire temps for a short, predetermined time and a specific purpose. Often, temps step in to fill a void within the workflow. Some of the reasons to hire a temp include:

  • Seasonal influx and demand
  • Maternity, family, or medical leave
  • Illnesses
  • Disability leave
  • Special projects
  • Extended vacation time

In any of these situations, a temp may work either full-time or part-time. So whether you hire a temporary receptionist for three months, or an extra set of hands for a large, three-week project, temp workers provide a practical solution!

The best part is there are so many benefits to hiring a temp!

For example, it:

  • Saves money — Hiring permanent help is expensive. The Society of Human Resource Management estimates that the average cost of hiring a new employee is $4,129, which doesn’t make sense for a short-term position.
  • Saves time — You’ve probably experienced the lengthy process of interviewing and recruiting employees before. Hiring a temp through a staffing agency saves you all of that.
  • Keeps things simple — Temps are hired through a staffing agency, which means you’re not responsible for their payroll, health benefits, vacation time, and so on.
  • Provides opportunity — Hiring a temp doesn’t mean they can’t become a permanent team member. Plus, hiring a temp allows you to see how they fit in your company.

Contracting a Temp-to-Hire 

So, you have an open position, but you’re not ready to make a final decision. Contracting with a staffing company for a temp-to-hire worker provides an immediate temp worker, intending to hire them following a probationary period or internship. While a temp job is often short-term, Temp-to-hire is typically longer. The probationary period is often 90 – 180 days. At which time you will decide to extend the temporary role, bring them on as a permanent team member, or end the contract.

Since temps-to-hire are via a staffing agency, they compensate the worker for the duration of their “temporary” contract. Hiring the worker permanently requires all the regular paperwork and onboarding of bringing on a new hire. If you don’t choose to keep them on for some reason, the worker remains contracted with the staffing agency.

Like hiring a temp, there are many benefits to choosing the temp-to-hire process. In addition to saving time and money, going the route of temp-to-hire provides:

  • Low risk, high reward when considering critical positions.
  • Flexibility when developing new roles.
  • Opportunity to accurately assess a candidate’s ability

Find Quality Candidates Today

If you’re searching for either a temporary or a temp-to-hire candidate, the team at Career Concepts has your back. We’ve been matching employers to the best people for more than 50 years. So contact us today and give your recruiting strategy a boost!

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