There are a variety of reasons an employer might consider using a temp-to-hire recruitment strategy. Whether it’s a hiring freeze for full-timers or a specialized skill gap on your team, adopting a temp-to-hire model can be of tremendous value to any organization. This is especially true for leaders in the creative, marketing, tech, fashion, beauty, and retail sectors who are constantly juggling mission-critical projects alongside seasonal workload spikes (and unexpected high-priority requests).
But first, what exactly does “temp-to-hire” mean? While it can vary by organization, typically temp-to-hire means bringing talent in on a temporary basis with an option to keep them aboard full-time.
Hiring can be a cumbersome process for employers, whether that be for temporary talent or full-time employees. And hiring an employee who ends up not working out can cause significant headaches for employers. By bringing aboard temp-to-hire talent, both parties can give the working relationship a trial run to make sure it is a good fit on both sides, helping curtail quick and costly turnover.
