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.
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.
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’
type in almost the exact same information – even though you just
uploaded your resume’
‘Or, let us
pull the information from your resume’
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
of template matches my job aspirations?
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?
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.
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.
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.
The Talener New York team recently promoted William Ware to Lead Relationship Manager. William has worked hard to build his personal brand at Talener, and his promotion is a reflection of his hard work, strong character, and desire to grow.
We sat down with William to get his take on his development
and what he’s learned about himself over the past few years.
Looking back on your first day here, how do you think
that you have grown personally and professionally?
Professionally, I have grown immensely – both in staffing
and as a businessperson in general. It
is an amazing opportunity to work with clients; learning how to provide the
best service possible to them. I’ve
truly learned to take myself seriously as their business partner.
Personally, my confidence has grown, and I know that I can
talk to anyone about anything. It makes
it so much easier to keep conversations flowing.
What keeps you going when you’re having a rough week
I tell myself that there are ups and downs that come
naturally in a ‘people’ industry. I remind myself to try and stay on course. There
are also so many ways to contribute to my team positively; so, in a down month,
it’s important to see how else I can be useful to the overall success of my
is one thing that you have learned along your career path thus far that you
wish that you had learned at university or from someone in the professional
world before you started working?
I wish I had learned to handle ups and downs and to not to
be emotional or frantic when something doesn’t go right or when I didn’t get
the result I wanted. I think I’ve learned that if my process, habits and hard
work are constant, the end results will come as well. This took me a long time
to properly learn.
are your keys to success?
I think that there are several keys to success – all working
in parallel. I understand where I need to allocate my time in order to have the
most impact on a day. I have also
learned to truly care about my interactions and the impact that I have on my
clients, candidates, and colleagues.
This drives me to deliver for each of these people. Likewise, I’ve had
great teammates and mentors during my time at Talener, and they have helped me
to find my success.
have your communication skills developed?
I am much more direct now. I believe that people are always
looking for clarity above anything else.
I’ve found that I’m much more personable with candidates than I was at
the beginning. I make an effort to get
to know the person and strive to have longer and friendlier phone calls.
do you deal with potentially uncomfortable situations?
I think the best way to deal with an uncomfortable situation
is to dive in head-first. This is an industry in which you are impacting
people’s lives in a very significant way. There are often difficult or awkward
situations that arise. They cease to be uncomfortable the more that I encounter
Tell me about a time that you dealt with an unexpected
Recently, a candidate verbally accepted an offer and we got
the go-ahead to send them an offer letter. However, between the time of verbal
acceptance and written acceptance, he received a call from his dream company
asking him to interview. We worked with
him so that he could interview for the new position, while continuing to manage
and maintain our current client’s expectations.
Our ability to remain calm about the situation and give
things a chance to work out (when it looked like they wouldn’t), gave us an
advantage. We already had a great
relationship with the candidate, and we showed transparency on both sides. In the end, our candidate accepted our offer
over his dream company.
do you see yourself in your new role as a Lead Relationship Manager?
I’m excited to be a Lead Relationship Manager moving into
2020. It’s going to be a great year of growth for our team and I’m excited to
be a part of that. I look forward to training and working with more new hires
as well as growing our client list. I’ve been able to build great relationships
with those on my team as well as with clients and candidates. I hope to
continue doing that this year.
Building relationships are a cornerstone to creating long-lasting business partnerships. Talener New York’s Malik Gill has learned that firsthand as he has brought his life experiences and Sociology background into Talener’s staffing business. Malik was recently promoted to a Senior Relationship Manager at Talener and he credits his success, in part, to learning how to cultivate better personal and professional relationships. We sat down with him to get more insight about his time at Talener and what he had to do to get to where he is today.
on your promotion! What does it mean for you?
The promotion solidifies my growth over the past year. It means that I have been able to understand my weaknesses and shortcomings in order to refocus my energy and development on turning those flaws into strengths. In reality, growth and learning never stop. The promotion is just a point in time that recognizes my efforts and success thus far.
have you learned during your time at Talener that has impacted you the most?
learned the true importance of the long game. Every phone call, email,
handshake and referral are vital to long-term success. No connection, no matter
how brief, should ever be taken for granted. All the work that I do now comes into
fruition at some point down the line. Every client becomes a candidate and
every candidate becomes a client. Individual conversations affect your brand
both personally and professionally. Plus, they impact your reputation.
new skills are you developing?
and direct communication. Everyone is on the same page when I know how to
explain complex ideas in a clear and concise manner. Additionally, learning to
be honest and transparent during tough conversations is vital.
is some element of personality management in this position. I need to be able to understand why different
people behave the way they do in the search for employment or in search of new
employees. I look forward to growing this skill as I continue my career.
does your professional and personal growth look like?
and professional growth go hand-in-hand. Over the last year, I have become a
better listener. Instead of listening to respond or defend, I’m learning to listen
with the intent to understand what is being said.
has allowed me to learn more about myself, my candidates, and my clients. The
skill of listening is vital to developing relationships and building my career.
a conversation with our CEO Mike Dsupin, you mentioned some things you considered
to be your “keys to success.” Can you elaborate?
think that I can attribute my success during my time here to building good
relationships. I am building different
types of strong business relationships with my client, their hiring team, and
my candidates. If a candidate is comfortable enough to be honest and
transparent with me about their goals, it significantly increases the chance of
me being able to successfully place them in a job.
key to success has been recognizing when I’m not being successful. There was a
period where I just felt off when dealing with candidates and clients. I
wasn’t really taking the time that I needed with them and I was missing
critical details about their searches and their lives.
I was hindering my own success; I wasn’t meeting my own goals or the ultimate goal: finding a job for my candidate. Once I understood this, I was able to consciously slow down and take the time I needed. I chose to dig deeper on phone calls and in-person to develop a trusting relationship. I’ve now seen the results firsthand and my ability to place candidates has increased. Sometimes the key to success is learning why you haven’t been successful.
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
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.
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.