The “temp-to-hire” staffing model has always been a popular hiring model since it first hit the staffing landscape in the late 80’s. There are many staffing scenarios times where the auditioning process is the just right way to hire, but there are also times when an its just NOT the RIGHT solution?
This blog is written to make sure our readers know that while we might appear overly enthusiastic to recommend the temp to hire staffing model, we also want to make sure our readers know when it’s NOT the best choice as a method of hiring.
While multiple studies have shown that 40-60% of all new hires will fail at some point within the first 12 months of hire which has been a factor driving many companies toward the “temp-to-hire” model, there are times when the risk of making an early term hiring mistake must be outweighed by other concerns.
The “temp-to-hire” hiring model doesn’t work when the candidate you want to hire is already employed.
Any scenario where there are very few qualified candidates in the open market, sticking too tightly to the temp-to-hire model often means a large segment of “possible candidates” who are already working, will not be considered. More importantly, you will be limiting your access to the full candidate marketplace – an opportunity to learn how the job you are trying to fill is done by other companies.
Temp-to-hire staffing models are not as effective for jobs where a candidate’s skills and experience are the primary key requirements…
…not the soft skills often put into the category of “fit”. For these types of jobs, which are common in the IT arena, specific skills are essential to completing specialized work. Asking a candidate with a proven background of doing the same or similar work to first “prove themselves in a job audition”, is likely to be looked at as an irrational request – i.e. problematic for the candidate. Not only will an extended period of seeing them work in your environment not add much value to the selection process, but it is not a competitive way to attract the right candidates to your company.
The solution is not always to hire direct as either the issue of long term “fit” can remain unresolved, or the job actually lends itself better to a long term contract employee, where skills and experience are what matters most.
If your internal hiring needs are uncertain, formalizing the “temp-to-hire” staffing process may not be your best option.
If budgets are uncertain or it’s tough getting approvals to add FTE, rather than casting a job as a “temp-to-hire” it is likely best to define the job as an “interim contract role”…and let the hiring process take place more organically. You know you have work to be done NOW…but don’t confuse that with the work that may be needed at the end of a more interim staffing solution.
Keep in mind, the profile and job satisfiers of most contract focused candidates are very different from the profile and job satisfiers of candidates seeking permanent placement.
Asking an employee with a direct-hire mindset to accept a contract role, doesn’t always work in the same way as asking a contract-minded candidate to work in a temp- to-hire audition scenario.
FINAL THOUGHTS….
No question the temp to hire auditioning model provides many value added features that optimize your chances of making the right hire. That said, there are those times when it’s just not the right choice.
For more information, ideas, and advice on how to use the temp to hire auditioning model to ensure successful hires, give our partner services team a call at 425-637-3312.
