Demand for seasonal and temporary talent is on the rise. This year, one industry survey found that half of hiring managers want to hire up to a fifth more seasonal workers than last year. However, that doesn’t mean it is right for you. Should you hire temporary, interim, or permanent employees? We’ll share the pros and cons of each so you can determine the right labour pool to tap for your business.
The biggest benefit of temporary employees is the flexibility. You hire who you need when you need them. You don’t have to pay the salary or benefits of talent you aren’t utilising. You can choose someone who has exactly the right skills or several people for a specific influx of work and let them go when the work is completed.
One of the downsides, however, is the risk involved. You don’t know the person’s quality or work ethic until they start unless you’ve done thorough vetting, and you may not have the time to do this with the sheer number of temporary employees passing through.
You can mitigate that risk, however, by going through a recruiting agency. Teams like Devonshire recruitment, for instance, could help you craft detailed job descriptions and vet potential temporary employees to find just the right fit. Recruitment firms also help you avoid potential legal problems due to worker misclassification.
Interim employees are generally self-employed freelancers. They may charge more per-hour than in-house talent, but they are typically cost effective. They don’t need to be trained, and their rates are inclusive of taxes and benefits. You can scale up or down their workload based on your needs.
One of the downsides of interim professionals is that you’re more likely going to have to accommodate them than the other way around. They are experts in their field, but they aren’t going to be emotionally invested in the company. After all, they’re focused on the project at hand and will soon move on to the next one.
Permanent employees are generally full time, long-term employees. One benefit of permanent employees is that you can be relatively certain they’ll stay for months, providing stability. You can train them knowing you’ll see a return on the investment. They’re more likely to be loyal to the company, and they’re more likely to work overtime and weekends. It is easier to plan their role on a six-month project than a contractor who might leave in three. Permanent workers are generally cheaper, too. You’ll save at least 15 percent on their hourly salary if you no longer have to pay the staffing firm for their services.
One downside of permanent employees is the expense of firing them if they aren’t a good culture fit or aren’t fully capable of doing the job. A common problem with permanent employee hiring is the investment required. They are not always up to speed when they walk in the door, so you have to invest in training and on boarding.
Temporary workers are ideal for very short term spikes in work. Interim workers typically bring expert knowledge to the table for a set time-frame. Permanent workers should be seen and treated as new members of the team.