Temp-to-Perm is a term used to refer to temporary jobs that have a possibility of leading to permanent contracts. Recruitment agencies usually conduct this practice for companies that request them to find a worker to fill a temporary position. This employment services concept is growing more popular among the employers and employees are relatively adapting to the market changes. A survey by Kelly Services indicates that the number of American adults regarding themselves as "free agents" has risen from 19% in 2006 to 26% today.
The concept of Temp-to-Perm may be beneficial to a growing business; it comes along with significant challenges too. The concept allows flexibility to the business' human resource, assisting it to operate smoothly during workload fluctuations. It also eliminates hiring mistakes as the firm get to evaluate the workers job before hiring.
The shortcoming of this concept to the business may cost it a lot then it gets. For instance, temporary workers will attract high wages rates. The workers are expected to be paid between 15-20% more to their standard fees because the staffing agency fee is inclusive of these rates. Therefore, the payment is not directly propositional to the labour. This concept leads to the inability of business to build a team. Unfortunately, most temps are not given much respect as they deserve by the permanent workers because they work the same hours but have different benefits. Therefore, a ridge between the two categories of workers.
The training needs and expense a business goes through each time they hire temps. Regardless of the temp's skill, the company is required to give a certain amount of training for the temp to perform assigned jobs according to the business' standards. Contract buyout fees may accrue when the company finds the temp to be a perfect fit and want to hire them. Therefore, force the company to pay out the remaining part of the temp's contract if the contract. Over-reliance on the staffing agency's screening may also work as a limitation to a company. The agency is out there to make profits hence may give a company a worker with lesser experience than what they anticipated.
There are a significant number of both advantages and disadvantages of Temp-to-Perm to a prospective job seeker. I would consider attempting this employment concept because of the following reasons.
It is a possible channel of helping me secure permanent employment. The performance analysis will be high; I would do my job to perfection to create a need for me to remain in the company permanently. It also helps to build job experience which will be healthy for my resume. Temping provides an income when am transitioning from one profession to another which at times one may be lucky and get benefits. I would prefer this concept because it will give me an opportunity to "test drive" the job and offered, the industry and also the employee. This way I will have freedom to move to another industry if the one is in does not satisfy me. It will enable me to practice control over the balance between my work and the other aspects of my life. However, I might have doubts about this concept because of the following disadvantages;
The pay level offered will be lower than those that are employed permanently. The work and working hours are most likely to be the same. Lack of benefits such as health insurance will drain my morale because I might be working in a very dangerous environment. The job description is the short term which may not coincide with my preference as it will not provide a steady income for long. Temps are mostly not treated with respect and dignity by other permanent employees. Hence, not provide a suitable environment for me to achieve my full potential.
Work Cited
Mehta, Chirag, and Nik Theodore. "Paying the price for flexibility: unemployment insurance and the temporary staffing industry." Working USA 6.3 (2003): 84.
