Temp-to-hire is an excellent way of attracting new talent to your
company. The key advantage lies in the ‘‘try before you buy’’ opporRecruitment tunity that only temp-to-hire allows. The most common area where temp-to-hire will play a role in any organization is in the administrative support ranks. However, this employment option is gaining popularity in the executive management ranks as well.

The advantages for your company are obvious: interviews,
background and reference checks, pre-employment drug screens, and the like will only tell you so much; there’s no substitute for working side by side with people to really learn what they’re all
about. The advantages to candidates are equally appealing: individuals who wouldn’t otherwise qualify ‘‘on paper’’ for consideration gain an opportunity to ‘‘strut their stuff’’ in front of prospective employers. Their chances of landing full-time work skyrocket because they wouldn’t otherwise have any way of qualifying for a position.

On the other hand, there are limitations to temp-to-hire staffing
arrangements. The biggest disadvantage lies in the fact that candidates enjoy and get used to the flexibility associated with freelance work arrangements. It’s not uncommon that people used to that kind of flexibility face difficulties when attempting to conform to a 9-to-5 routine. Therefore, you should be extra careful when interviewing candidates in temp-to-hire situations in this regard.

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It’s fairly easy to initiate a temp-to-hire staffing arrangement. In the
case of clerical support agencies, simply explain to the agency that
you’re looking to find a secretary, staff accountant, or customer service representative on a temporary basis who is looking for full-time work. Interview that candidate as you would any other; temp-tohire clerical staffing is more effective if you interview candidates
face-to-face before investing in the training period to follow.

Assignment length is typically anywhere from two weeks to six
months, depending on your comfort zone with the candidate and
your department’s needs (for example, filling in for a maternity
leave). Employ the temp-to-hire staffing strategy simultaneously
with your ongoing search to fill a position. In other words, temp-tohire shouldn’t supplant a traditional search for a full-time candidate; instead, it should supplement your search by allowing you an alternative means of identifying the right fit. This way, if you find a more qualified candidate through your traditional search methods, then great—your temp will have helped ensure a smooth workflow tran sition. Otherwise, the temp himself may be your next full-time hire, and there’s your win-win for candidate and company.

Taken From : The Hiring and Firing Quention and Answer Book