Try before you buy – a guide to ‘Temp to Perm’ employment

As the UK re-opens for business and the economy starts on its slow path to recovery, it’s encouraging to see that certain sectors such as construction, healthcare and IT are opening up their recruitment process. In fact, even the Queen is advertising for a building supervisor and maintenance technician at Windsor Castle – the first recruitment since the start of lockdown.

As the economy starts to recover with (certain) shops re-opening, manufacturing output on the increase and a £5b investment by the government to kick-start the construction industry, we are undoubtedly starting to see green shoots of business activity emerging from the Covid-19 lockdown.

And although, it is true, we are currently seeing fewer vacancies than before March 2020, there are encouraging signs that demand is starting to pick up as businesses begin to climb out of the pandemic’s critical stage.

However, with the Coronavirus Job Retention Scheme (CJRS) coming to an end soon and with it a potential rise in unemployment, there will no doubt be increased competition for the jobs that are available.

<a href='https://www.freepik.com/photos/arrow'>Arrow photo created by 8photo - www.freepik.com</a>

This creates a serious challenge for both employers and employees alike

During the enforced lockdown, we’ve known many businesses that have been reassessing their employment needs. For some this means a reduction in ‘marginal labour’ with their job functions being shared among the existing workforce, a contraction of the overall labour force, or a complete halt to recruiting permanent staff.

Having said that, there does appear to be a light at the end of the tunnel. According to the Office of National Statistics (ONS) the economy is starting to pick up, growing as it did by 8.7% in June. This is, no doubt, spurred by the government announcing a further removal of some of the restrictions and increased support for UK business.

In response to this, both employers and employees that have been severely affected by the Covid-19 lockdown are now looking at ways of restoring stability in order to face what is being called the ‘new normal’.

Temp to perm

With so much uncertainty and lack of clarity regarding future employment, it is no surprise that we are seeing a myriad of employment initiatives being considered. One of these is ‘Temp to Perm’ (temporary to permanent), also known as ‘try before you buy’.

In fact, with many furloughed workers now wanting to get back to work and employers desperate to crank up production, this could be the lifeline they are both looking for.

Traditionally, temporary contracts have always been used to fulfil specific needs such a seasonal infill or a short term project, however in recent months it has become clear that Covid-19 is having a major impact on the employment market and, in some cases, creating a skills shortage in certain sectors.

A win / win situation?

‘Temp to Perm’ offers many advantages for both those looking for work and employers looking to return to some sort of normal. For the employer, one of the key benefits is the opportunity to test out roles within the organisation without committing to extra resources.

For the employee, it’s an ideal way of evaluating a new role or learning a new skill. And the same employment rights, as permanent staff, apply. Depending on the contract of employment, this includes sick and holiday pay as well as receiving the same treatment such as perks, pension scheme, bonuses etc.

Temporary contracts also provide the same legal protection as permanent staff. However, one of the biggest advantages from the employee’s perspective, is that you have a legal right to be informed of any vacancies becoming available at the organisation.

Even without the Covid-19 pandemic, certain sectors have constantly had skills shortages. For example, STEM (Science, Technology, Engineering and Maths) industries are always on the lookout for strengthening their specialist staff pool. And in many cases, a temporary position can lead to a permanent appointment.

How is this different to temporary employment?

At this stage, it needs to be said that there is a significant difference between temporary employment and ‘Temp to Perm’ appointments. A temporary appointment can be just that and is something we know suits many of our candidates. It could be a short term requirement, a way of testing out a new career move or wanting to expand the skills section on their CV or LinkedIn profile.

Benefits to the employer

We have many years’ experience in advising both employer and employee on temporary employment. However, in this blog, we are specifically exploring the concept of ‘Temp to Perm’, especially in response to the current Covid-19 pandemic. There are many benefits to an employer for offering this employment option.

To start with, the employee may bring on board a set of new skills that the organisation were not aware of its value. For example, they may have been hired for a specific role but once ensconced in the business see opportunities that the organisation was unaware of.

In our experience, this happens a lot. Our advice to employees in this situation is always think of your role as an audition. Doing your job as required is ok but going that extra mile is even better. This includes showing commitment (timekeeping) interest in the company (finding helpful information online) and responding to company culture (joining in social activities).

And of course, above all, making sure they are aware that you would like to be considered for a full time position.

To enable this to happen, it’s important that temporary staff are treated the same as permanent staff. This includes access to CPD resources, regular evaluations and on-going work assessment, and integration with the existing workforce.

If this is correctly facilitated, ‘Temp to Perm’ also offers further advantages to the Employer

Firstly, it enables the business to seamlessly expand their workforce without the hassle and disruption of fresh hiring. A member of staff employed on a ‘Temp to Perm’ basis is already familiar with the organisation, its culture and modus operandi. They will also probably have been up-skilled while there and are primed for future business growth.

In addition, this method enables an organisation to evaluate the suitability of the candidate in a real working situation before making any commitments in offering them a permanent position.

If they are not suitable or the business is unable to accommodate their employment, there is less risk to the Employer regarding wrongful dismissal (dependent on their contract of employment) as well as a minimal cost of any company benefits within the first 12 weeks.

We also find that a ‘Temp to Perm’ member of staff can bring renewed vitality and energy into the business as well helping to increase productivity with their enthusiasm and passion. This is certainly something that is greatly valued by employers, especially at the current time.

A different view on employment

There is no doubt we are currently seeing major changes in the jobs market. The covid-19 pandemic is changing the way we do business, possibly in some cases, for ever. On the other hand, according to the Bank of England, manufacturing output has been rising for the last three months, 50% of the UK workforce is currently travelling to work (compared to just over 30% a few weeks ago) and with the furlough scheme ending in October, over half of the 9.6m original furloughed staff have now returned to full or part time working.

And while we will, undoubtedly, see an increase in unemployment by the Autumn, with a possible 2.4m not in full time work, we are finding that many businesses are now re-assessing their workforce skillsets as they respond to the ‘new normal’ This means that those looking for employment opportunities could find that they have relevant skills that are now in great demand.

To discover how a ‘try before you buy’ scheme could work for you, give our specialist recruiters a call on 0845 478 5009 or email enquiries@multitaskpersonnel.co.uk

- Testimonials
  What our clients say about us!
  
  Plumbing & Heating Engineer, District Heating – London
  
  “Beth stuck to her word, said she would talk with the client about my position and what I wanted and within a week I received a call from her with great news! Such a relief from this experience with how other recruiters don’t stick to their word or even bother to reply. Thank you very much to Beth, she is amazing!”
- Health & Safety Manager, Environmental – Chesterfield
  
  “I was contacted by Laura Thompson, who informed me of a job opportunity. She was able to provide a lot of background information and I could see the job matched my profile. She arranged an interview very quickly and because of the information I was provided, I was able to deliver the right message and get the job. Laura was also able to raise the initial salary to meet my expectations. Next time I will just come straight to Multitask.”
- Operations Director, Building Services – Chesterfield
  
  “I would always recommend Multitask, they are very professional, extremely responsive, prompt, extremely qualified and offer an excellent service.”
- Area Manager, Council Services – Barnsley
  
  “Multitask are always excellent, helpful and approachable no matter what the day or time, within reason. They are reactive and quick to accommodate even the latest of requests. They work hard to find staff of the required skill level. You can’t improve on perfection, truthfully, they a pleasure and easy to deal with. Keep up the good work!”

Announcements:

Multitask Personnel, the South Yorkshire based specialist recruitment consultancy, have grown the client base of their trades and labour department by adding twenty new accounts in September 2021. The client wins come as part of a key internal drive to develop new business in the construction, M&E, building services and fit out sectors, to meet growing demand for skilled labour as businesses open their doors for new recruits across the UK. Led by Clive Bateman, Managing Consultant of the Trades & Labour division, the team at Multitask Personnel help tradespeople find suitable employment in temporary, contract and permanent positions, ensuring clients can fill their vacancies quickly and efficiently, with the right people for the job. Clive Bateman, Managing Consultant at Multitask Personnel Clive comments: “We’re really pleased to bring so many new clients on board. It’s a fantastic achievement for our hard working Trades & Labour team, but it’s also a great sign that recruitment, up and down the country, is as active as ever in these specialist sectors. “We’ve taken on a range of job roles for our clients, anything from groundworkers, dryliners and ceiling fixers, through to joiners, electricians, labourers and painters, to support businesses who are actively recruiting in the shopfitting, interior fit out, civils and construction sectors. “As a nationwide recruitment consultancy, we are placing candidates in roles from the north west to the south east, and everywhere in between, so it’s great to see recruitment picking up on a national level as well as regional. “Recruitment can be a daunting task for hiring managers, particularly if they have numerous roles to fill, so it is our job as specialist recruiters to make the process as straight forward as possible by submitting the right people for interview that match the brief. As a proactive agency, we have a large talent pool of candidates who are ready to work meaning roles can be filled in a timely manner.” Multitask Personnel strategically align their recruitment divisions to provide an all round service for businesses that have a mix of blue collar, white collar and support staff. This means employers don’t have to go out to multiple agencies for different types of employee. Read more about Multitask Personnel’s services to employers here.

Continue
Multitask Personnel, the Rotherham based specialist recruitment consultancy, has strengthened its’ Construction desk with the appointment of Mark Taylor as their new Recruitment Associate. Mark, who has a number of years’ experience working in industry in construction and building maintenance, brings an additional ‘client side’ skill set to the team as it continues to grow amid renewed activity across the sector. Working on permanent construction positions, Mark will be responsible for growing the candidate database as he works towards becoming a 360 recruitment consultant. Mark Taylor, Recruitment Associate at Multitask Personnel Mark comments: “I’m delighted to join Multitask Personnel and to develop a career in recruitment. My experience of working within the construction industry gives me additional knowledge of how businesses in the sector operate, which will not only help employers as I know how they operate, but also help candidates as I will be able to identify the key personality traits and skill sets required to work in the industry. “My aim over the next six to twelve months is to become an all-round recruitment consultant by utilising my contacts and understanding of the sector, whilst learning from the experienced recruiters here at Multitask, to repay the faith Claire and the team have put in me. I’m relishing the opportunity.” Claire Lee, Managing Director at Multitask Personnel comments: “Mark joins the construction desk at a key time as the industry starts to experience rapid growth again. We always need to stay ahead of the game in recruitment to ensure we can meet demand and exceed our client’s expectations, and with the forecast of increased growth in the sector we have identified the need to strengthen our team. “Mark brings a new skill set to the team because he has worked on the client side, so whilst the wider team will be able to teach him about recruitment, he can also advise our more experienced recruiters on some of the key traits of the industry. “We’re looking forward to developing our combined knowledge to the benefit of both employers and job seekers and would like to wish Mark a really warm welcome to the team.” Mark Taylor becomes the fifth new recruit to join the Multitask team in 2021, and can be contacted on 01709 820102 or enquiries@multitaskpersonnel.co.uk

Continue
September and October have, traditionally, always been a good time for job hunting. Schools are back, summer holidays are over, and people have had plenty of time to re-consider their current position, especially if they’ve been lazing on a beach somewhere. This year, however, is somewhat different It goes without saying that the Coronavirus has had a major impact on the jobs market. Almost 11.6 million jobs from approx. 1.3m UK employers suspended as many businesses were forced to close or slim down their operation. From the initial national lockdown in March 2020 and the additional localised measures through to the autumn and beyond, staff were transferred on to the government’s job retention scheme (furlough) and, in some cases, even made redundant. Furlough has now come to an end and when combined with the fall out effects of Brexit, and the future uncertainty of the Covid pandemic, there is no denying that the jobs market has changed dramatically in the last 18 months. So, if you’ve recently returned to work and are now considering a new role elsewhere or are someone looking for first time employment, the question is, how is this affecting the current employment situation and how do you identify a job that’s right for you? Demystifying the job specification As the UK economy bounces back, businesses are now looking to recruit staff, either to fill vacancies or to enable them to expand as confidence grows in their sector. According to the Office for National Statistics, there were 77,500 more jobs on offer between April and June 2021 than there were in the same period pre-Covid. This is reflected in the fact that we are now seeing the jobs market starting to open up and businesses re-commence hiring. How do you know what the employer is looking for? As we’ve said in previous blogs, the traditional ‘job for life’ is now a rarity. Anyone who started work in the mid-2000s will probably experience at least 10 different roles before they retire. Also, especially over the last 18 months, there has been a massive expansion of the ‘gig economy’ with its myriad of short term contracts, freelance work and hybrid working. This is something that is likely to be the future way of working as we come to terms with the ‘new normal’. In all cases, the prospective employer will produce a recruitment document that defines what they are looking for and contain all the ingredients needed to perform the job. This document provides a valuable insight into the advertised role and is usually divided into two parts. The job specification and the job description Despite their importance in helping elaborate on the requirements needed to perform the job effectively, we find that many applicants spend little time interpreting their content and researching the job vacancy. First. Let’s explain the difference between the two. Job Description An employer will usually draft a job description first. This will give prospective candidates a feel for both the position and the company as it provides a wealth of information about the vacancy and what is expected from the applicant should they be appointed. If it is an existing position, it will state the (previous) job title – e.g. Gas service engineer. If a newly created role, the job title may be more ambiguous. The remainder of the document will then go into more detail so make sure you read on. Also, with many vacancies now being posted on the internet, you may find job titles are ‘standardised’ thereby allowing them to be picked up by search engines. A detailed job description should enable a prospective candidate to understand what type of person they are looking to attract, but not necessarily why. It will also avoid referencing any negative points – see later. What does a job description contain and why are they relevant to job recruitment? A fully detailed job description outlines the company’s expectations, such as targets, goals, and aspirations. It also helps provide a framework for the recruitment advert by providing a certainty of purpose. This enables candidates to be fully aware of what the job entails and what it involves. The job description, therefore, will cover the responsibilities of the job. If an existing position, this may be a fairly standard response but if it’s a newly created role (say due to expansion or change in trading) it might be more fluid and flexible. A 21st Century job description will also now feature details about the culture of the organisation. Many applicants are (rightly) concerned about their prospective employer’s eco-friendliness, working conditions (hybrid working) and management structure. The job description will also give you a guide to remuneration and rewards. This might be a salary range and will include incentives and ‘perks’ such as social events, bonuses, birthday off etc. This should give candidates a good feel for how financially rewarding the position is. By the time you’ve finished reading the job description, you should know what the job is (title), what it involves and who you report to (responsibilities) and what rewards you will receive for carrying out your duties (remuneration). Job Specification On the other hand, a job specification is a more succinct statement that defines the job criteria. This is almost a tick box exercise where you check off the necessary attributes to apply for the position. This will include qualifications, skills, experience, educational standards etc. In most cases it will also include the required level of competence and / or amount of experience. In addition, some employers will add additional criteria such as those considered necessary and / or desired. These can include physical requirements (heavy lifting / working at heights), professional qualifications, and previous experience (e.g. minimum 5 years on the job experience). These will either be included in the job specification or, more likely, as part of a separate person specification. Applying for a job One of the most important aspects of applying for a new job is interpreting the content of both the job description and job specification. However, it’s also a good idea to dig deeper and discover more about the role before you start the interview process. As we said earlier, a job description will not usually include negative aspects, especially why there is a current vacancy. Is it a new position or replacing a member of staff who has left? A good place for exploring is LinkedIn. This is a goldmine for information, such as company and employee profiles galore, and all with a story to tell. How long do people stay at the company, is the post vacant due to internal promotion or have they moved on, how long were they previously in the job and did they have the experience and / or qualifications you are being asked for? All this information is freely available on social media platforms, and you can delve even deeper if you subscribe to LinkedIn Premium under the job section tab. By doing your research and comparing the content of the job description and job specification with the information gleaned from LinkedIn, you should be able to build up a clear picture of the role and whether you should submit your CV for consideration. For further information on what it takes to identify the best jobs, contact us on 01709 820102 or enquiries@multitaskpersonnel.co.uk

Continue

Our Company

We believe that because we are an independent recruitment business and are not a large national recruitment provider, we can provide a far more flexible service for our customers, tailoring our services and prices to suit your needs.
More about Multitask
Upload CV

Attach Your CV
Multitask Registration

Why not register your details and join our database of experienced candidates. This will ensure you are the first to hear of any new job opportunities before they are advertised.

Download Application

Try before you buy – a guide to ‘Temp to Perm’ employment

This creates a serious challenge for both employers and employees alike

Temp to perm

A win / win situation?

How is this different to temporary employment?

Benefits to the employer

If this is correctly facilitated, ‘Temp to Perm’ also offers further advantages to the Employer

A different view on employment

Testimonials

Plumbing & Heating Engineer, District Heating – London

Health & Safety Manager, Environmental – Chesterfield

Operations Director, Building Services – Chesterfield

Area Manager, Council Services – Barnsley

Announcements:

Our Company

Upload CV

Multitask Registration