7 Signs It’s Time to Convert a Temporary Employee
According to CareerBuilder, 31% of employers plan to convert temporary employees into full-time workers in Q2 of 2015, up from only 26% in Q2 of 2014. This is a great indicator that the economy is continuing to improve, however, companies still need to remain selective about who they bring on board on a permanent basis.
Hasty conversions can have repercussions on the culture, processes, customer service and ultimately, a company’s growth.
So what should companies look for when considering converting a temporary employee into a permanent staff member?
1. They excel in their role. If a temporary employee can’t master their role during a short-term assignment, they definitely won’t be able to if they are brought on permanently. Look for temporary staff that hit every deadline, that over-deliver on every task. These employee find ways to make the job more efficient, they are the people who make your life easier. They think of solutions to problems before they occur and over communicate to ensure everyone is on the same page.
These employees have a strong understanding of their role, and they know what is expected of them. They don’t need to be micro-managed and they take direction extremely well.
2. They go beyond the job description. Typically, a temporary employee is hired to do a specific task – whether it be data entry, filing, reception coverage or AP/AR work. The parameters of the role are usually well outlined.
Temporary employees that are ready for a permanent position often go above and beyond what’s expected. They have mastered their role and ask for more. They offer to help with other projects, even if that means staying late or coming in early.
3. They’re hungry to learn more. Regardless of the role they were hired to do, they are interested in learning more. They spend their spare time learning about the company and the nuances of the industry. They ask insightful questions and seek to understand the various roles within the company and the contribution each one makes.
4. They’ve built relationships with staff. It’s proven that hiring for culture fit helps ensure longevity and employee engagement at a company. This is as true for temporary staff as it is for permanent employees, and it’s even easier to gauge!
Do they have friends at the company? Are they strictly other temporary employees, or do they get along with full-time staff as well? Do they say hello to everyone in the morning, do they know everyone’s names? Have they assimilated into the company culture?
5. They understand the bigger picture. No matter what they’re doing for the company, they clearly know how it fits into the organization’s bigger strategic goals, and they’re willing to do what it takes to help accomplish these, even if it makes rolling up their sleeves and getting their hands dirty.
These employees care as much about the company as permanent employees do.
6. They want it. Temporary employees who recognize why the company is special and are excited about where the company is going are the type of people every organization wants.
Have they expressed interest in working full-time? Are they willing to stay in a temporary position if it means a chance to convert permanently? Will they make sacrifices to stay at the company? This type of dedication needs to be considered.
7. They’re flexible and open to opportunity. Temporary employees often wear multiple hats. If they are reliable and do good work, projects are often extended to leverage their skills and work product elsewhere in the company.
How do they adapt to this change? Do they embrace new responsibilities and projects or are they overwhelmed with the shift?
Their response is crucial because oftentimes, temporary employees are offered permanent roles they’ve never done before. Although they may not have experience, are they willing to try their best and have a good attitude while doing so?
LaSalle Network, a staffing and professional services firm headquartered in Chicago. O’Donnell has over nine years of experience in the staffing and recruiting industry, and has placed professionals in technology, accounting, finance and executive leadership positions. As Vice President of Staffing and Recruiting, O’Donnell manages 37 people across four business units. She is responsible for managing the internal process for identifying, qualifying and placing candidates.
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