Perm Staffing vs. Temp Staffing: Which One is Right for Your Business?

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By Lisa Hutchinson

Topics: Staffing Services


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Perm Staffing vs. Temp Staffing- Which One is Right for Your Business? .jpegWhen it comes time to hire again, there’s always that nagging issue at the back of your mind of permanent (perm) vs. temporary (temp) staffing. Running a business these days is much more complex than in the past thanks to constant technological disruptions. Now, it’s tricky to answer which staffing solution will help drive your goals best.

Choosing between perm and temp staffing doesn’t have to be rocket science. Sometimes you just need to take stock of your current resources and pay attention to what roles are vacant in your business. For more in-depth tips on how to tell if your business would benefit most from perm staffing or temp staffing, read on.

Consider Your Current State of Affairs

What caused your current hiring situation? Did you experience turnover during a busy season? Are key positions vacant because some of your employees are away on sick leave or maternal/paternal leave? Are there important roles that need filling for a special project that cannot be completed with the talent you have on hand? Answering these questions can help determine what type of staffing will suit your business better.

When it’s an issue of dealing with a busy season of work with not enough employees on deck to handle the workload, you should probably opt for temp staffing. Especially if you are looking to fill more of the same roles, there are agencies that can help you solve your company’s staffing problems. The same goes for when you have vacant roles that are usually covered by competent staff who are on leave. When you know you only need candidates to cover you for a specific season (e.g., summer) or for the length of someone’s absence, temp staff is the way to go.

On the other hand, if your company has a special project that needs specialized talent, perm staffing could be the better option. The candidates you hire for the project might possess niche skills that your company has generally been lacking and permanent positions will ensure you have access to those skills for longer.

You Don’t Have to Choose One Over the Other

In some instances, you are in a position where you aren’t desperate to fill vacant roles but are instead considering expanding or diversifying your talent. When your business is experiencing growth, but you know you need talent to fill newly created roles as well, you might want to consider temp-to-perm staffing. Temp-to-perm staffing allows you to hire talent on a “try before you hire” basis.

There are other key advantages to be had with temp-to-perm staffing, particularly regarding ensuring the cultural fit of an employee before making any final decisions. When your business is looking to hire permanently for a significant role, the temp-to-perm route offers security. Temp-to-perm is also a great strategy for testing the potential of employees when hiring for a special project, as it will give you a good idea of how well they work in a team.

When you need to test soft skills, like emotional intelligence, as well as hard niche skills, temp-to-perm might be your best bet.

Think of Your Long-Term Business Plans

Big-picture thinking will always give you a good handle on whether perm vs temp staffing is the right choice for your business. Where is your business headed down the road? Are there any near-future goals that would be put on hold if you didn’t acquire talent straightaway?

When you have a clear view of what’s in your business’s best interests, contact a staffing agency. Recruiters can fill positions with candidates for all types of employment.

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Lisa Hutchinson

I started with Liberty Staffing in 2004 as the Regional Business Manager of the London office. I have over 20 years of experience in the customer service and retail sectors, as well as leadership experience including Store Management, People Development and Recruiting. In 2016, our London location moved to a larger office in order to accommodate growth of our business, which included adding a Clerical Division.

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