Let’s face it—sometimes a hire just doesn’t work out. In the interview phase, they gave all the right answers and checked all the right boxes, but when it came down to actually executing their ideas and playing well with others, it just wasn’t a good fit. Unfortunately, firing someone can lead to disgruntled employees, massive unemployment fees, and lowered team morale.

Temp-to-hire staffing can provide an alternative strategy which helps organizations avoid these headaches and more as they grow their team of technology engineers, executives, and beyond.

Why Temp-to-Hire Makes Sense

Growing a powerful team takes patience and a delicate touch. Unfortunately, we don’t often have the luxury of waiting around for the right person because even when we’re understaffed or have a key position to fill—the world keeps on spinning.

Temp-to-Hire recruiting helps alleviate some of these immediate concerns by finding technically (and ideally, culturally) qualified candidates to put “butts in seats”, to use a more brazen phrase. A good temp-to-hire recruiting agency will have candidates which match the technical skills you’re seeking for a position on standby or close at hand. This allows you to quickly fill a position and keep the gears running without having to feel overly burdened with whether or not a candidate is the right fit, long-term.

With temp-to-hire recruiting, you get to “try someone out” and fill the position short-term. If and when an engineer or temp-to-hire contractor meets the KPIs you’ve set for them, you can then assess whether a long-term hire makes sense. If they don’t meet KPIs or your team moves in another direction, there’s no hard feelings or administrative headaches, since you went into the agreement with the temp-to-hire contractor knowing that this was a trial period for to fill a temporary need.

Temp-to-Hire allows you to be more specific or project-oriented in your hiring

When hiring for salaried, long-term employees, there’s typically a much more multi-dimensional candidate profile which you’re seeking. An engineer may be technically gifted, but to they have leadership skills? Are they poised for growth in the direction you’re taking your organization?

With temp-to-hire, your candidate search does not have to be so broad in scope, since you’re hiring for a limited period of time. This means you can hire candidates who have specialized talents geared towards your orgs short-term KPIs or goals. With a temp-to-hire contract, you get a specific talent stack and the opportunity to grow someone into a larger role. This gives the temp-to-hire clear objectives and an understanding of whether their contract is time-limited or open to extension or promotion based on certain KPIs.

Even when there is a clear understanding that a contract is limited to a set period of time, temp-to-hire roles often generate interest from contractors who are highly qualified, if not overqualified for a role, but because they are in a transitory space, thinking about their next move, your organization can retain them for a short period of time to solve a specific challenge at a fraction of the cost.

A System for Properly Assessing Candidates and Your Temp-to-Hire Strategy

Temp-to-Hire staffing and recruiting can be an excellent addition to your hiring strategy when done correctly and a major blunder when left to novice execution. At Providence Partners, we’ve helped hundreds of organizations from small to large in the technology sector properly assess the pro’s and con’s of a temp-to-hire strategy and whether or not it makes sense for them. If you’d like a consultation on how Providence Partners can provide value to your organization, we’d love to make contact with you.

We’d love to chat with you about the various strategies available to you as you seek out a temp-to-hire recruiting agency. Just answer a few questions and we can help you properly navigate your next steps.