Contract to Hire Staffing & Recruiting

Job seekers are hesitant when it comes to contract-to-hire positions. They’d rather have the security of a full-time job with additional benefits. But in 2018, nearly 16.8 million people were hired by a company in a contract-to-hire role.

What many job seekers don’t realize is that there are plenty of advantages that come with contract-to-hire jobs. By eliminating these types of roles from your job search, you’re hindering the potential of a long-term position that could greatly impact your future.

During the economic decline of the COVID-19 global pandemic, companies had to rethink their staffing strategies. Unemployment rates were at an all-time low, but employers still needed team members to keep their businesses afloat. This is where contract-to-hire positions have been greatly beneficial for employers.

What Is A Contract-To-Hire Job?

Contract-to-hire jobs are commonly mistaken for freelance positions. But the two are not synonymous. Contract positions fall somewhere in between a permanent role and freelance.

Contract-to-hire jobs are typically short-term roles with the potential of being added on as permanent staff members at the end of the employee’s contract.

These types of employees are brought onto a company by signing a W-2. This means taxes will be deducted from your paycheck, unlike an independent contractor. Contract-to-hire positions can usually last anywhere from a few weeks, months, or even a year.

Benefits of Contract-To-Hire Job

Contract-to-hire employees have advantages that full-time employees don’t often have. On the flip side, companies can take reap the benefits of hiring contract-to-hire employees.

Things To Consider with Contract-To-Hire Jobs

While there are many benefits with contract-to-hire roles, there are also considerations you may want to take for both the employer and the employee.

Solidify A Written Contract For Contract-To-Hire Roles

The key word in contract-to-hire is the contract. Before hiring anyone or beginning a position as a contract-to-hire, make sure there is always a written agreement that is signed. It provides proof of what is being promised by both parties. This can alleviate any discrepancies in terms of the duration of the role, what’s expected of the employee, and whether or not a full-time position is guaranteed by the end of the contract.

Go Over The Contract-To-Hire Contract In Detail

As you would with any contract, you need to be clear on what it is you’re signing. You’ll want to ensure you have a thorough understanding of things such as:

● Any benefits that are provided to the employee

● Explanation of what is to happen at the end of the contract

● If the employee is to receive any time off or sick days

● Details of what the contract position entails

● Early termination of contract rules and process

● A clear start and end date for the contract

● Any additional questions you may have about the position or company itself

Know The Evaluation Process As A Contract-To-Hire Employee

It’s important to have a clear grasp of what the evaluation process looks like for your position, especially if you want your contract-to-hire job to transition into a full-time position. You need to have a clear understanding of what the employer is looking for in a permanent staff member. Start by asking how the employer measures and tracks performance.

Understand How To Terminate Your Contract-To-Hire Position

While you’re signing on as a W-2 employee, there may be no guarantee that you’ll end up receiving a full-time job offer at the end of your contract. But you may also find that a few weeks into your position you don’t feel like it’s a good fit for you. In this instance, you may want to end your contract early. Know what the process is for ending your contract early. Find out how much notice you need to provide if any at all.

Let’s Talk

Is your company ready to take the next step toward contract-to-hire recruiting? Speak with our team of staffing and recruiting specialists who can help find the right candidates for your company’s needs.