A temporary workforce can be beneficial to both parties involved, as in, the employer and the temporary employee. A temporary employment can help skilled workers make the transition back to a workforce or gain much needed exposure in their field of interest, while a temporary to permanent employee can accelerate the rate of completion of a project. While there are clear limitations in temporary employment, there are exceptions where a temp is so good at their job that the employer decides to take them in as a permanent member of their staff. When that happens, there is a transition period where the person you have hired makes the switch from a temporary role to a permanent one. Here are some guidelines for employers who have to evaluate the temporary employee during this transition period. The following are some of the concerns that come into play during this time:
As in, the temporary employee’s compatibility with the existing culture of your organization. Does the new employee who you’re considering for a permanent position blend with or will they be able to blend with their fellow workers? Do they seem to be on the same wavelength on a professional and social level? If you’re answer is yes then that’s a good indication that the temporary employee is compatible with the culture of your organization. If that’s not the case there’s no need to bother as they will not be motivated to stick around anyway.
You may hire many employees to fill temporary position or to handle with increasing work demand, but only the ones who “get” what you do and demonstrates an understanding of the policies of your organization will be able to follow through. This temporary candidate will also have a distinct advantage over the other temporary employees.
The Temp’s Performance
You will also need to consider the caliber of their performance. Does this temporary employee live up to your standards when it comes to quality of work? Do they show the same commitment as your permanent staff? If your temp employee ticks all of the boxes your next course of action will be clear, but if they miss the mark, then you’ll need to reevaluate your judgment.
What’s Your Motive?
While considering to offer a temporary employee a permanent position in your organization it is also important that you evaluate your motives for hiring that temporary employee in the first place. Why did you really bring the temporary employee on board? Did you really need the extra hand or did you just think that it was time to introduce a new member for additional assistance in a particular department? Rethinking your motives for hiring the temp staff in the first place will help you make the decision of whether or not you should offer your temporary employee a permanent position.
Keep Your Budget in Mind
When it comes to running a business, every decision is ultimately a financial one. So, keeping that in mind, what is the departmental budget right now? There are times when the business will just not have the finances in place to hire another permanent employee regardless of their capabilities and the contributions they made in a temporary role. Answering these questions will give you a better idea of the larger picture.