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Temp to Perm: Finding your Perfect New Hire

Temp to Perm: Finding your Perfect New Hire

By: Roberta Matuson

What if your next new hire was fully trained, had a great work ethic, the job skills you need -- and the cost of acquiring this new hire was free? Who wouldn’t jump at such a great opportunity?

It’s that time of year when employers must say goodbye to their seasonal workers. But for many, the business doesn’t slowdown. It just means it’s time to find replacements for those who will be departing.

Sometimes the best candidate for a job is the one that is in front of you. Here are three reasons why your temp hire may be your perfect new hire.

They are fully trained Don’t assume your seasonal hire will be flying back to college. Financial pressures have many college students rethinking expensive schools that are far away.

Many are enrolling in community colleges or local schools and may be able to work their college schedules around your needs. Unsure if your summer or holiday hire fits into this category? Just ask!

If you are looking for a new hire that can come in and hit the ground running than look no further. You’ve already invested the time and energy it takes to bring an employee up to speed.

If this person has demonstrated they have what it takes to be successful in this role, and you need additional team members, then why not make them a job offer

Proven work ethic It’s impossible to really know what you will be getting when you bring in a new hire. If you’ve got employees who have demonstrated a strong work ethic then see what you can do to get these people to consider positions that are not seasonal.

Don’t hesitate to send an e-mail to past seasonal hires who may have worked for you a few year’s back to see if they might be interested in joining your company on a more formal basis.

Some smart small business owners invest more than just money into the development of their temporary workforce. While doing so, they explain the opportunities that will be available to these workers upon graduation. Might you do the same?

Zero Cost of Acquisition Think of how much time goes into hiring each person for your company. Then multiply this number by the hourly pay of all involved. Now take this money and put it in your piggybank, since you won’t be needing it if you decide to hire some of your summer people to fill your current job openings.

There’s a lot to be said for low cost of employee acquisition, especially if what you need is already in your employ. Consider this your reward for doing such a stellar job of identifying temporary staff that happen to make terrific new hires all year long.

Author Bio
Roberta Chinsky Matuson
is the President of Human Resource Solutions and author of the forthcoming, The Magnetic Workplace and Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around, a Washington Post Top-5 Leadership pick. Sign up to receive a complimentary subscription to Roberta's monthly newsletter, HR Matters.