When partnering with a staffing agency many companies may find themselves asking if they should outsource the positions directly (direct placement) or bring someone on in a temp to hire model. In today’s low unemployment market, candidates have options.
Generally speaking, the higher the position level, the more complex the role; the harder it will be to identify and engage a candidate in a temp to hire model. The best course of action in this situation would be to engage with your staffing vendor in a direct placement search.
For more entry level positions, the temp to hire model is better for organizations. Many times these are roles where the employees may still be at the beginning stages of their career. Hiring candidates this way allows you to “try it before you buy it” and will help with turnover. We also recommend this model when a client is pressed for time to hire individuals.
If your organization needed the position filled yesterday the best way to approach this would be a temp to hire model. A direct placement process generally focuses on a multiple step interview process which can be avoided in a temp to hire model.
Many times, our clients allow us to make the hiring decisions and if the person is not a fit it is the responsibility of our staff to have that conversation. In the end having meaningful conversations with your clients will ensure that the right approach is identified.
If you have any additional questions about what type of staffing is best for you feel free to email me at Heather.Sechler@goodwillsew.com. I’d be more than happy to help.