The temp-to-hire process has advantages for both candidates and employees. Instead of hiring a full-time candidate for a position, an employer looking to fill a temp-to-hire position hires a candidate that they feel will be a good fit for a short-term position. This position is often restricted by a specific time frame.
At the end of that time frame, the employer has the option to offer a candidate a full-time role within the company–but they don’t have to, and the candidate is under no obligation to accept.
It’s often difficult to tell from a few interviews and even reference checks whether a candidate will be a good fit. In a temp-to-hire position, both employer and candidate have the opportunity to decide if the role is a good fit for both.
Do they have the right knowledge? Do they fit well with the rest of the team? If the employer isn’t fully satisfied, they can choose not to offer future employment.
The candidate may also decide that they don’t care for the position long-term for any number of reasons. If the candidate is dissatisfied, they can choose not to accept a full-time position–without a black spot on their resume or a need to explain why they quit their last job.
Many employers exercise extreme care when hiring a candidate for a new position, and rightfully so. If a company has a great culture and employees who interact well together, any new employee could have an impact on that. The wrong personality added to the mix can quickly sabotage the culture of any company regardless of size.
Unfortunately, firing a troublesome employee can be a long, drawn-out process, especially if the reason for firing is primarily “personality conflict”. For this reason, many employers drag out the hiring process, especially if they’ve made bad hiring decisions in the past.
With a temp-to-hire position, employers can streamline the hiring process while still giving them adequate time to determine whether a candidate is a good fit.
Sometimes, a position is needed immediately, but the employer isn’t sure if they will continue to need that role long-term. If they hire a full-time employee, they may need to lay them off soon after hiring.
In a temp-to-hire position, the employee has no guarantee of long-term employment, and the employer has a chance to determine how well the role fits their company. Employers can also more easily experiment with different roles and job responsibilities to see what works best for the company as a whole.
Often, employees with little experience in their field may struggle to get employers to give them a chance at full-time employment. When they apply for a temp-to-hire position, however, employers may be more likely to give them a chance.
Even if they turn out not to be a good permanent fit for that company, they can acquire some of the vital experience they’ll need to secure employment in the future.