As I sit down to write this, the buzz about Brangelina planning to tie the knot seems to be spreading across the Globe! It has naturally resulted in turning my attention to the nature of relationships and by extension, had me wondering about why some temp-to-hire or temp-to-perm relationships at the workplace obstinately refuse to progress beyond the temp status!
Companies hire temps with a distinct plan to turn them perm – and reap the benefits, while avoiding any fitment errors. Temp to perm helps to limit turnover costs and issues like team morale and productivity. Managers save on recruitment costs, time spent on legal wrangles and severance costs. However, they must ensure that their staffing contract with the agency allows for a flexible conversion process, with reasonable fees and that the agency’s screening process matches their own, on all important aspects.
But some of the managers, though not all, open temp to perm positions – but never convert a temp to a perm. If this was because of any performance issues – we would be totally unjustified in finding in it any issue for discussion. All permanent positions also carry a probation time, during which the hire may be let go if the performance does not meet expectations. For such work-related reasons, temp to hire is obviously structured and ideally suited to take care of such issues.
When temp-to-perm conversion refuses to materialize:
We are considering in this post, certain business considerations and strategic concerns which make it difficult for managers to keep their commitment on temp to perm conversion, even though the performance of the temp was above/up to expectations.
This is not an attempt to dissuade people from taking up temp to perm jobs or teaching them to look askance at such offers as dubious and untrustworthy.
It is also important never to forget that good performance is the key to gaining the trust and approval of any employer and delivering value on the job can at all times set aside considerations of cost from the manager’s mind. After all, a manager’s job offers complex and dynamic challenges at the best of times and requires the juggling a many issues at the same time – without dropping a single ball! The trick lies in showcasing one’s own worth and the value brought to the table, through quality work and committed performance.
I wonder what could be SAE’s perspective on this
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