It’s a more appealing offer to a Job Seeker than Temp-to-Hire. With Direct Hire, you have committed to the individual and they are your employee from the start, and they are eligible to immediately partake in your company’s benefits. In a tight labor market, top candidates are often getting multiple job offers and a strong direct hire offer will almost always win out over a temp-to-hire offer.
Replacement Guarantee. In the unlikely event that your new hire is not a good match and either the employee resigns or you terminate them within the Guarantee Period, J. Kent will perform a Replacement Search.
CONS:
You can’t “try before you buy”. Direct Hire doesn’t allow you to test out your new employee as Temp-to-Hire does, but with J. Kent’s strong vetting and your company’s participation in the interview process, the likelihood of the individual not working out is low.
Temp-to-Hire
PROS:
Test-the-Match. You have the opportunity to see how someone performs in the role – before extending a job offer.
J. Kent is the employer and has all of the employer’s responsibilities (until you decide to hire them). Payroll, payroll taxes, workers’ compensation, unemployment insurance, etc.
You can hire the J. Kent Employee at any point in time. You can hire them in the first month, or wait until the completion of the full temp-to-hire period. It’s up to you!
J. Kent is responsible for terminating the employee, and for any subsequent unemployment claims if you determine the individual is not the right fit or you need to end the assignment, for any reason.
CONS:
Less of a Candidate Pool. If a potential candidate is currently working, the likelihood of them leaving their benefited position for a Temp-to-Hire role is not high. Therefore, your pool of potential candidates for Temp-to-Hire is usually limited to those who are currently unemployed.
Risk of losing the J. Kent Temp-to-Hire Employee to another job offer. Remember – with Temp-to-Hire, your company has not offered the Candidate a job yet. They are a J. Kent Employee until your company decides to offer them a position which they accept. Since you have not yet fully committed to them, there is always a chance that they haven’t fully committed to you. There is a risk that they continue their job search and receive another job offer.
No benefits for the J. Kent Employee – until you hire them. Although in most Temp-to-Hire assignments, J. Kent Staffing pays what the employee would be making as your employee, they do not receive benefits (health insurance, paid time off, etc.) during the Temp-to-Hire period, so a Temp-to-Hire job offer is less appealing to a Candidate than a Direct Hire job offer.
More costly if it takes two employees to get it right. If the first Temp-to-Hire Employee resigns or is terminated by J. Kent Staffing, we can help you find a Replacement, but the Temp-to-Hire hours’ accumulation starts anew with each Employee. Therefore, if it takes more than one person to find the right fit, it will end up costing you more in the end with Temp-to-Hire vs. what you would be paying with Direct Hire, where you have a Replacement Guarantee if needed.
