Oftentimes, our clients will adopt a “Direct Hire” methodology for a couple of reasons:

• They are not pressed for time to fill the position immediately, therefore enabling them to wait for the perfect candidate, and

• They have a well-defined position and truly understand all nuances of the opportunity’s duties, responsibilities, and requirements.

In some situations, “Contract-to-Hire” (a hybrid of temporary and direct hire) is adopted so that employers and candidates may engage in a “courting” stage before engaging in a long-term relationship. This enables an employer to ensure that a new hire is the correct and proper fit for the position they were desiring to fill, while the candidate may prove themselves to the organization over a short period of time, while confirming the culture is a good fit for him or her.

Temporary employment can satisfy many needs of an employer, such as unforeseen workloads, seasonal needs, specific projects, leave of absence, and other limited-term needs. During temporary assignments, the employee is employed by the staffing agency.  Similar to contract-to-hire, when considering temporary labor, it is vital to touch on all terms beforehand, such as the specifics of the position, any requirements needed by the candidate to satisfy the role, and the length of time for the assignment.