Optimizing your temp-to-hire strategy with your staffing partner strengthens business success. Finding and keeping qualified employees who fit your company’s culture reduces hiring, onboarding, and training costs.
Determining whether a temp-to-hire worker gets along with colleagues and coworkers, effectively completes tasks, and meets deadlines decreases the risk of a bad hire. Attracting and retaining top employees helps strengthen the bottom line.
Benefits of a Temp-to-Hire Strategy
A temp-to-hire strategy places a worker in a role for a set time to determine whether they should be offered a permanent position. You can evaluate the worker’s performance, contributions, and cultural fit without a hiring commitment.
Because your staffing partner employs the temp-to-hire worker, the agency is responsible for benefits, payroll, taxes, worker’s compensation, unemployment claims, and related issues. You pay for only the services used. This strategy saves your company time and money on administrative duties and employment expenses.
The adaptability, cost-effectiveness, and potential for long-term retention make temp-to-hire strategies popular with employers. Observing a temporary worker’s skills, abilities, and work ethic helps determine organizational fit. Adding the right team members saves time and money on hiring.
Tips to Optimize Your Temp-to-Hire Strategy
These methods can help optimize your temp-to-hire strategy with your staffing partner:
Create a clear job description
Ensure the job description accurately reflects the job duties, responsibilities, and requirements. Include the skills, experience, and qualifications needed for success. Also, outline the assignment duration, compensation, projects, and potential for a permanent role.
Interview candidates
Your staffing partner talks in-depth about your temp-to-hire requirements and uses the information to send a few qualified, vetted candidates. You conduct interviews, negotiate a temp-to-hire contract, and begin onboarding and training.
Onboard the temp-to-hire-worker
Train the temp-to-hire worker on the company’s culture, policies, and procedures. Include an overview of the role, duties, responsibilities, and performance timelines and benchmarks. Also, introduce the worker to colleagues and coworkers to help integrate them into your organization.
Maintain communication
Openly communicate with the temp-to-hire worker and your staffing partner. Include regular check-ins and constructive feedback to answer questions, address issues, and meet expectations.
Conduct a performance review
Monitor the temp-to-hire worker’s performance. Use the same criteria as permanent employees to maintain consistency and fairness. Include the timelines and benchmarks mentioned during the onboarding process to determine whether to extend a permanent job offer.
Make HireCall Your Staffing Partner
Partner with HireCall to optimize your temp-to-hire strategy. Contact us to start the process today.
