Summer temps are a beautiful thing. We’re not talking about 80 degrees and sunny, we mean the temporary employees that helped your business thrive during the busy summer season. Whether you needed to meet higher seasonal demands or fill in for vacationing staff, here’s how to know if you should upgrade your summer temp to permanent status.
How an employee treats a temporary job is a huge indicator of what’s to come. For many temps, the hopes of being hired full-time are incentive enough to work harder than any permanent employee because they have more to prove. How can you tell if your temp is vying for permanent status? Look for these subtle characteristics, such as punctuality, positive attitude, diligence and attentiveness that show a solid work ethic is here to stay.
Evaluate your temp hire’s commitment to culture. Hiring temps enables employers to not only fill a needed void, but also to gauge if a candidate’s passion translates into value for the company. Your company’s mission, values and workplace environment are the lifeblood of your business. If your temp shows a relentless passion for learning about the industry your company serves, they’re likely to grow into a great employee.
An employee with a high sense of teamwork ranks high on the list of candidate qualifications. Unfortunately, the ability to work well with others isn’t a skill that can be taught or forced. If your temp worker is a proven fit for your team, you can bet they not only respect their peers but they’re also dedicated to results-driven collaboration. A team player that shares the common goals of the company is sure to deliver quality work without any hassles.
Making the decision to transition your temp worker into a full-time employee takes a two-fold approach. Even if you’ve identified the perfect fit for your team, companies must also identify if they have the financial means and consistent workflow to warrant a full-time employee. Consider the following:
If you’ve found a rockstar employee but don’t have an immediate need to fill their current position, think of ways he or she may be suited for another role in the company. Avoid spending extra time and money to recruit and train and new hire, when the perfect fit is already part of the team.
