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Six Reasons to Hire Temp-to-Perm Employees

October 9th, 2019

Multiracial young creative people in modern office. Successful hipster team in coworking. Businesspeople walking in the corridor of an business center. Motion blur.

The perfect employee isn’t always standing on your doorstep waiting to apply for your job. Or, the right fit for your company might be missing a few ideal skills.  And sometimes, it isn’t about the employee at all. A project could terminate early or evolve into something that requires creating a permanent position.  Business needs change and temp-to-perm employees solve an immediate talent shortage that organizations face– while providing the opportunity to keep a long-term employee.

Should you hire a temp-to-perm employee?

Consider the following.

You need talent, fast. You can expedite the interview and on-boarding process by bringing on contract talent quickly.  You avoid the lengthy perm interview process as well as the possibility that the talent you want is scooped up by another company while you get through your standard interview process.

You want to try before you buy. Temp-to-perm gives both you and the employee the opportunity to see if the job is right for them.  The prospect for a long-term position is available, but neither side is obligated to extend past the initial contract period.  The contract portion of this model is defined and gives both parties an out.

Off boarding is easier.  The contract has a clear end date that both the company and employee have agreed to. Off boarding a contractor is faster and doesn’t come with the potential morale dip that permanent employees may feel if they were to lose a colleague hired into a permanent position.

Initial feelings on long-term fit aren’t critical. You need to create an immediate, temporary solution to a business problem.  You can hire someone with the right skills, even if you aren’t sure that they will be the right fit for a long-term position.  This gives you both the opportunity to try out the relationship through the contract.  You may be surprised about how well someone integrates into your team– especially if they didn’t initially feel like the right long-term hire.

Saving Equity. If you are looking to save equity that is typically offered to permanent employees, consider hiring a consultant and paying them a higher hourly rate.

The right culture fit. If you’ve found the right person to fit your position but they are light on a few skills that you’d ideally like in a permanent employee, this contract is an opportunity to see how they learn and develop their abilities.  The right employee who is equally as talented and motivated to learn can be critical to sustained success.


Looking for more resources to help with your job search? Contact Talener or check out some of our latest info on resume templates, offer rejection, and more!


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Posted in Career Tips, Talener Blog

6 Reasons Your Job Offer Was Rejected

September 18th, 2019

After four rounds of interviews, exchanged emails, and the OK from HR, you’re ready to make the hire. You send over the job offer and wait for them to accept.  But instead, you get a polite rejection; ‘Thanks, but no thanks.’  

Where did it fall apart? Were there warning signs? In many industries, competition for talent is tight and candidates have more opportunities than ever.  It’s easy to blame a better last-minute opportunity or a fickle personality –but what if the reason they didn’t take the job was because of your hiring process?

The competition worked faster.  You may have gotten the offer letter out first, but did you create a sense of urgency with your new hire? Did you schedule interviews quickly, avoiding lag time where the candidate might question how enthusiastic you are about them? If there was no way to shorten the process, did you ensure that the applicant knew next steps and provide timeline expectations? Chances are, if they are as good as you think they are, other companies will feel the same way and act quickly.

Compensation & benefits were unclear.Compensation and benefits are a sensitive subject, but at some point in the process, applicants must weigh factors beyond the base salary. Being upfront about benefits might save you and the candidate from any confusion when the offer rolls around.  While your benefits may be comprehensive, if, the cost of your health insurance premium is significantly more expensive than what they are currently paying – the salary increase, or ancillary benefits may not matter in the long run.

You didn’t showcase your working environment. If your candidates are whisked from reception to a conference room and back again, they can only imagine what they will encounter as an employee. From décor to seating arrangements, more than one-third of their day will be spent with co-workers in that space. Showcasing the day-to-day, allowing them to take in the buzz, and get the lay of the land goes a long way in getting them to imagine themselves physically and mentally in the space.

Your offer is one-size fits all. Sometimes, bureaucracy gets in the way.  There are strict salary caps or non-negotiable vacation policies.  But a little creativity and flexibility go a long way.  Decipher their motivations and offer solutions or benefits that seal the deal. Flexible hours, work-from-home opportunities, or extended lunches to get in a gym session can tip the scale in your favor.

They took a deep dive into your company culture. Entertaining multiple interviews or offers affords candidates the ability to take a closer look at your company – online and offline. As they move forward in the interview process, reviews and feedback on Yelp, Glassdoor, or social media influence final acceptance decisions.

They feel rushed.   You can’t wait around forever – but you can give candidates a few days to mull over an offer.  It’s unfair to make a candidate run the interview gauntlet for weeks or months; only to pressure them to accept the offer immediately.

If you are looking to streamline your hiring process, please contact Talener for advice and guidance about creating a more candidate-friendly, efficient system.


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Posted in Client News, Talener Blog

Leveraging Resume Templates

July 22nd, 2019

Job hunting is a full-time job. And on top of that, you may be working a full-time job.  Prepping for interviews, researching companies, and crafting the perfect eye-catching resume takes up valuable time in what can be an already stressful process.

But how do you take a step back and let someone else do some of the work?  By using resume templates, you can create clean, formatted, and easy-to-read resumes in minutes. Instead, spend your valuable time on crafting the perfect content.

Once you’ve mapped out the important talking points around your experience, education, projects, and specific skills, you can identify the right template for you.

Consider the following:

How long is my resume?

At some point in your career, your resume will spill over onto a second page.  Your skillset or industry might demand very detailed information that takes up space, i.e. technology languages or frameworks. Evaluate how the template will display the information.  Is the most important information displayed first? If the hiring manager doesn’t make it to page two, will you still be in the running for the position?

Is my resume going through keyword-matching software?

If you are conducting your job search on your own, do you know how the resumes are reviewed at the companies at which you are applying? Are you joining the black hole of keyword-matching software or is a member of staff looking at individual resumes?

What file type do I need?

If you know the companies you are targeting, take a quick look to see what file types they accept. It’s frustrating to craft the perfect resume, just to realize that the file extension isn’t accepted.

Is the format right for parsing?

We’ve all been here: ‘Please upload your resume’

‘Now, please type in almost the exact same information – even though you just uploaded your resume’

‘Or, let us pull the information from your resume’

If you’ve ever allowed resume parsing, you know that it rarely matches the fields exactly and you must retype your resume information anyway. If parsing is a standard in your industry – opt for simple, clean formatting without all of the bells and whistles.

What type of template matches my job aspirations?

Your resume is a reflection of you as well as the type of work that you do.  Your resume is the first glance into your abilities. How creative, organized, long, or colorful does it need to be to catch and retain the attention of your future hiring manager?

Getting Templates:

Google Templates:

If you have a Google account, you have access to Google’s library of templates. Sign into your Google account or navigate to https://drive.google.com/templates to access resumes, cover letters, and more in your Google Drive.

Google Resume Templates

LinkedIn Resume Assistant in Microsoft Word:

Microsoft’s acquisition of LinkedIn helpted the two join forces to bring better resume templates and a resume assistant to Microsoft Word.  If you are an Office 365 subscriber on Windows, customized templates and resume writing help are at your fingertips.  Check out LinkedIn’s Blog or get started in Word by opening a new document and choosing a resume template.

Microsoft Word and LinkedIn Resume

Canva:

If you’re looking for a template to give you more creative license, sign up for a free account on Canva and get started with more free templates. Or, sign up for the pro-version to get custom-tailored designs.

Design your resume with Canva Pro

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Posted in Career Tips, Talener Blog

Beyond the Hourly Rate: What to Consider When Determining Temp-to-Perm Pay

October 31st, 2019

Determining the rate for consultant work is not as simple as breaking down the annual salary for a permanent employee.  If you are looking at hiring highly skilled temp-to-perm staff as part of your team, consider the following before you set an hourly or daily rate.

Accept that you’re paying a premium. The first step in determining the rate is accepting that you’re likely going to pay a premium for the work, particularly in high-demand areas like technology. As the employer, you determine both the contract length and the job security for your contractor. Therefore, skilled & available contractors demand a premium for this lack of control over their job security.

What is your end goal? Are you looking for a seasoned consultant who might consider taking on a permanent position?  Or, is your goal to hire an employee who traditionally works permanent positions and is eager to make a temp job, permanent? Advertise your job in a way to attract the type of person that you are seeking.  Their background may determine how you approach your rate strategy.

Evaluate your past success with temp-to-perm employees. If you have used the temp-to-perm model before, take a closer look at your process.  How did it work out? Were there any surprises during the conversion process? Self-evaluation is a powerful tool to improve and streamline the contractor & temp-to-perm hiring process.

Consider the consultant’s added expenses. It’s easy to see your potential cost savings from contract employees in the form of expenses like health benefits or retirement contributions.  But your savings are costs that a contractor will likely still need to cover during their tenure with your organization.  

Acknowledge what the consultant is lacking.  Beyond the added expenses that a consultant will need to cover, it is also important to recognize that consultants will lack benefits and perks that permanent employees enjoy; paid vacation days, paid holidays, paid sick leave, employer contributions to retirement plans, equity, bonuses, etc.  

Your goal is to attract in-demand contract talent who can hit the ground running and solve your business needs now. Attracting this talent goes beyond an the hourly or daily rate. Experienced consultants who are experts in their fields are in high demand. Making a fair contract offer now will not only make the short-term contract look attractive in a competitive market, but it establishes a positive relationship if a permanent position is on the table after the contract.


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Posted in Talener Blog, Uncategorized

Talener Hires Paul Staffier, Business Development Manager in Boston

October 28th, 2019

October 21, 2019 – Boston, MA – Talener welcomes Paul Staffier to Talener Boston.  Paul joins Talener with significant staffing and business development experience. A graduate of UMass Amherst, Paul has spent the last twenty years in the recruitment & staffing industries.  His business development knowledge from working with high-growth firms and startups with be an asset to the Talener team. 

Paul’s background includes time at Monster.com, H3 & JobMagic where he excelled in account management, sales & business development positions.  Paul’s experience has led him to undertake a collaborative approach to developing strong relationships with clients; working on their behalf to find creative solutions to their business needs. 

“I have worked with Paul in multiple industries over the course of his career,” says Boston Director of Business Development, Jed Pillion, “He brings a lot of experience to Talener and I am looking forward to partnering up with him again.”

As the Business Development Manager, Paul will work closely with the team to nurture & foster business relationships within the Boston metro.  We are looking forward to having Paul’s entrepreneurial spirit and drive at Talener.


Started in 2007, Talener is a technology staffing practice headquartered in New York City. Talener matches top tech talent with leading organizations across industries in Boston, Chicago, New York City, & San Francisco Metros.

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Talener Welcomes San Francisco Director, Michelle Byrd

September 23rd, 2019

September 23, 2019

SAN FRANCISCO, CA – Talener is excited to announce the hiring of Michelle Byrd as the Director of the Talener San Francisco office.  Michelle joins Talener with an array of experience that positions her to cultivate strong relationships among team members, candidates, and clients. 

Michelle brings significant technology staffing experience to the team. Prior to joining Talener, she was the Senior National Accounts Manager for Kaiser Permanente at Artech in California, the Branch Manager for the California IT/ Engineering practice at Yoh, and the Division Director at Robert Half in New York.  Her bi-coastal experience nurturing business relationships and successfully staffing for large national accounts will be an asset to the Talener team.

“It has been an extensive search and I want to thank everyone who was involved along the way.  Michelle really knocked it out of the park. We are all very excited to have her take our office to the next level.  She has a great work ethic and an electric personality that will draw the technology community to her and to Talener”, says Talener CEO Mike Dsupin.

Michelle is looking forward to bringing new energy to San Francisco as well. “Having had the ability and opportunity to work on all sides of the business, I’ve always felt it boded well for me. I’m really looking forward to helping lead the team to exceed their goals. Loving what you do makes it easier to come to work every day. I’m excited to be working for people who know the business and have integrity doing it; learning as much as I can along the way.”

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Posted in Company News, Talener Blog

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