Now more than ever employers are specific about finding the right candidate for their open position. They are looking for the perfect match: a candidate that is both skilled and fits the company’s culture.
To accomplish this, many are taking the approach of hiring a potential candidate on a temp-to-hire or temp-to-permanent basis in order to evaluate the worker on the job.
Think of it as an extended job interview that allows both the employer and candidate to ensure they’re right for each other before committing to a long term relationship. Is it starting to sound like the dating world? If it is, it’s because the parallels are very similar.
There are advantages in hiring on trial basis:
- It allows the employer to evaluate a candidate in their job environment.
- Reduces employer risk should the candidate not be the right fit
- If it is the right fit, employers can move quickly to convert to a permanent position
To minimize the risks of making bad hiring decisions, today’s employers are turning to staffing and contingent workforce agencies to guide their trial-to-hire needs.
Some of the advantages of using a staffing or contingent workforce firm include:
- The firms conduct in-depth interviews, skill tests and reference checks for the temporary professional, saving you time.
- They offer benefits to their temporary professionals which can attract top tier talent.
- Employers can hire temporary professionals during peak work periods and later evaluate these workers for permanent positions.
- Temporary professionals can help relieve some of the workload resulting in boosted productivity throughout the organization.
Employers, keep in mind that going into a temp-to-hire basis means the employee is approaching this scenario with a similar mindset. They are assessing their employer just as you are assessing them.
Employees evaluate whether the job is a good match, if the company culture is a fit, if they like their managers and co-workers.
A successful temp-to-perm relationship begins on the first day of a contingent workers’ assignment and continues to develop through their trial period.
Here’s some pointers that I’ve found to be helpful:
- Make sure you’re fully prepared for the contingent worker, assigning them a work area and providing necessary supplies or equipment. Give them adequate access to all required systems. Schedule training and answer questions.
- Provide regular performance feedback to the candidate. Feedback is critical to prospective hires as it helps them assess how they’re performing in your environment.
- Treat temporary professionals like full time employees. Inclusiveness makes the new hire feel like part of the team and helps the team, itself, determine if he or she is the right fit within your corporate culture.
- Exercise patience and allow the temporary professional to adapt to company projects and processes.
Employers are increasingly looking for well-rounded professionals to join their teams. The best way to determine your next hire’s abilities is to see what they have to offer during a working interview. Entering a trial-to-hire arrangement, in my opinion, is the best way to evaluate how the worker performs and conducts themselves in your business setting.
