So why choose a Temporary Hire versus a Permanent Hire?

Author: Heidi

Categorised as: Market Info


This year has thrown a wrench in your hiring plans – we get it. We’d love to connect you with our amazing temporary workers to get you back on track. Don’t let an uncertain future hold you back from hiring the people you need to get the job done. Choosing to bring on a Temp is a more valuable decision than ever before. As your company seeks to bounce back from the pandemic, the benefits of this approach are certain to set you up for continued success.


So why choose a Temporary Hire versus a Permanent Hire?


1: Increased Flexibility
Among all of the challenges this pandemic has presented to the business world, two sit particularly at the forefront of any business owners mind: the possibility of a return to lockdown and the potential for a widespread economic recession as a result.
Both of these would have a big impact on a company’s workforce needs. As such, your ability to be flexible and scale up and down accordingly is essential.
Temps allow that flexibility where you can bring on employees with specific skills at a moment’s notice – and part ways as easily when you no longer need those skills. There are no lengthy on-boarding or termination processes that bring inefficiencies and further expenses – which naturally moves onto our next point:

2: Greater Efficiency
Temps are best sourced through a staffing partner, like us. – And the beauty of that partnership is that you can delegate all the logistics of recruiting, screening, hiring, and on boarding.
To add to that, since it is our job to source and screen candidates day in, day out, the speed with which we can present and place a suitable temp worker is always going to be faster than you could achieve in-house.
Another great benefit of hiring temps is the opportunity to test out an employee and their skills before making a long-term commitment. Temp-to-hire is a no-strings-attached scenario. If the business climate is more positive six months from now, and you decide you’d like to hire a temp on full-time, you’ll have effectively increased your FTE headcount in the most efficient way possible. On the other hand, if you decide to part ways due to continued economic uncertainty, you won’t have wasted any time (or money!) in getting the extra help you needed during this time.

3: Cost Savings
Under New Zealand employment laws, fixed-term employees are entitled to the same rights as permanent employees. This means they are entitled to at least a minimum working wage, holiday and leave entitlements, and training for the temporary job they are being hired for. Because the candidate is hired directly by us, you get to skip all of that.
In case that wasn’t enough, also consider the periphery cost savings. Your current payroll staff can focus on your FTEs, for example – no need to spread them thin or expand that team when you choose to increase your headcount with temps.
In the current business climate, where uncertainty extends toward your bottom line, cost savings like these can be truly impactful.

4: Deeper Talent Pool
The network of a staffing firm stretches far and wide, reaching 100s of people every week, well past the limitations you might run into with in-house recruiting. We can provide you access to a much deeper talent pool, increasing the likelihood that you’ll find the right employee, versus the almost right employee.
Additionally, many of the candidates in this talent pool have been tried-and-tested in prior temp roles. That means greater confidence in their value and potential for success within your business. This is a big deal right now – we all know that unemployment levels have skyrocketed, and this makes it harder to discern great candidates who’ve felt the sting of pandemic-related layoffs versus those who’ve been out of the workforce for longer than they may like to admit. Partnering up with us at Crescent, where we take the time to fully understand these challenges inside and out is a great way to ensure your temporary workers are the cream of the crop.


Article by Amy Walker – Senior Consultant at Crescent Consulting

Source: EA Workforce