Have you ever found yourself needing more help at work, but unsure if you’re in the position to hire a new full-time employee? If so, you might have considered temp hire. However, this process can be very different from how you might approach hiring a permanent employee.

This article will explore some of the key differences between hiring for temporary vs. permanent positions. You’ll also learn tips for recruiting new temporary employees.


Temp Role Jobs vs. Temp-to-Hire Roles

There are many reasons you may need to hire a temp:

  • A regular employee is on leave
  • Your company needs seasonal help
  • Your company is growing very quickly
  • A short term project requires extra help
  • There is an urgent vacancy on your staff

Temporary employees are a great way to add support to your team without committing to the overhead and training for a permanent employee. Usually, temp employees are hired for a period of roughly 3 months to a year.

Don’t ignore your temp employees just because they’re temporary hires. If your temp employees perform well, they could make great permanent additions to your team. If you expect this might be the case, you might consider temp-to-hire. This is typically a 90-day contract that gives you the chance to evaluate how a temp performs and fits in with the rest of the team. If they quickly become an asset to your team, you can extend a permanent job offer. This strategy works well to reduce turnover.


Working with Recruitment Firms

When an open position is temporary, many employers don’t want to spend too much time on the hiring process. Finding independent contractors and freelancers can be overwhelming and time-consuming. For that reason, it’s pretty common to use recruitment firms like Lucas James, which will interview and evaluate potential hires for you.

Here are some of the pros to using a professional recruiter for temp hiring:

  • Save time on hiring
  • Save money on overhead like payroll and healthcare, since temps are hired through the agency 
  • Benefit from a screening process before you begin interviewing
  • Access to experts in your industry
  • Recruit from a wide network

Once you engage an outside recruitment firm, the rest is pretty simple. First, you’ll work with the agency to build your job ad. Make sure you create a job description that is reflective not only of the open position but of your company’s values. Then, you can move on to interviewing potential hires. The agency will connect you with candidates in your industry, and they’ll often conduct a preliminary interview for you to ensure that everyone you meet with is a good fit for the role.

Here are some common mistakes to avoid as you find your temp hire: 

  • Thinking only in the short term. Building a good relationship and finding the right hire now could fill a permanent position in the future.
  • Not vetting candidates properly. Just because your new employee is temporary, doesn’t mean that you should skip background checks, checking references, and other standard steps in the hiring process.
  • Skipping onboarding entirely. While you likely won’t be investing weeks in training, don’t forget to take the time to help your temp learn the ropes.



Now that you know what to expect with temp hire, you can decide if it’s the right fit for your team. Temps are a great solution to many staffing issues, and it’s easy to find your next employee when you work with a recruiting firm.



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