What is Contract to Hire or Temp to Perm?
Temp to Perm or Contract to hire both mean the same thing. You will be starting a position as a temporary employee and after a certain period, say 6 months, has elapsed; the client hires you as a full time employee, usually based upon your performance.
It’s becoming more common these days for employers to hire additional, and sometimes fill critical jobs with contract workers due to the speed at which managers can ramp up teams.
Why do companies use Temp to Perm candidates?
Simply put – they want to make sure that the candidate that they bring in is a perfect fit. It’s a try before you buy scenario. No one wants to hire someone with the expectation of being a full time employee only to find out that the person hired is not exactly a match for what they were looking for because then they have to let them go. Hiring someone full time adds additional burden to an employer’s bottom line (think taxes, benefits, etc.). Hiring someone on a Temp to Perm basis from a recruiting company eliminates this problem.
Should you consider engaging in a temp to perm opportunity?
Absolutely. Remember; even if you were to start at a full time job as an ‘employee’, the employment contract will usually state that you are a conditional employee for 90 days upon start to see how things are going. Well, that’s pretty much temp to perm.
This is a pretty straight forward process as long as you have all the relevant details.
As a contract to hire employee, you want to make sure you do your homework
1. During the interview, find out what percentage of temps actually convert to a full time position?
2. Confirm with all parties about salary expectation when you’re converting before you start your contract.
3. Find out how much time is left on the contract? Any expected changes coming up that may directly impact your work?
At the end of the day, it does not matter if you’re a full time employee, contractor or a contract to hire employee, as long as you are performing well, you will have a job.
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