Once you’ve decided to use a staffing agency to outsource your hiring is defining the job type. This post will help you discern whether you should be looking for Direct Hire, Contract, or Temp candidates during your initial search.
Job types indicate the utilization and capacity of the new hire. Making your selection will aid in identifying potential candidates quickly. You may find that a blend of mixed staffing strategies will be necessary to staff your organization in a timely manner.
Full-time employees typically work 30 or more hours per week and would typically be eligible for any benefits offered by the company. It’s a good idea to weave the cost of these benefits into the employee’s overall compensation package so you’re not blindsided by extra expenses later on. Staffing companies like Premier often handle outsourced payroll, saving you the cost.
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Part-time employees normally work less than 30 hours per week and may be eligible for company benefits, administered by Premier. Depending on the workload and other departmental needs, hiring a part-time employee may be more cost-effective than hiring someone on a full-time basis, especially when you’re still figuring out exactly how much help you need.
If you want to fill a vacancy in your department due to a temporary requirement then this is the option for you. Temporary employees are generally not eligible for company benefits unless offered through a staffing company. Does your business flourish during a particular time of year? It might be best to hire employees exclusively for those seasons when you need extra hands.
If you need a specialized project to be completed by a bona fide expert, you may want to consider a contract-to-hire scenario. Contract-to-hire contractors work for a staffing company and are not employees of your company. The government has made misclassification enforcement a top priority, targeting employers who have wrongly / mistakenly labeled contract-to-hire employees as independent contractors. Be sure to classify correctly and adhere to independent contractor tests before classifying a worker as an independent contractor.
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