Can a contract employee become permanent?
Yes! In fact, a growing number of roles are being advertised as ‘temp-to-perm’. Temp-to-perm roles can benefit employers and candidates alike.
For employers, they provide an opportunity to onboard talent without having to make a long-term recruitment commitment straightaway.
Meanwhile, temp-to-perm jobs allow candidates to test the waters in a role before becoming fully-fledged employees in a company.
A temporary worker can also become permanent even if the role isn’t advertised. This article will provide some best practice tips on what temp candidates can do to increase the likelihood of being offered a permanent role.
What does temp-to-perm mean?
Temp-to-perm is a term that describes a role that is temporary, with a view to becoming permanent. Sometimes the job description will be written in the month at which the temporary work will become permanent (e.g. after six months).
A temp-to-perm position can be an excellent opportunity for a candidate who wants to find out what it’s like to work in a particular industry or company without being tied into a permanent contract from the start. Candidates may also get a raise when they go from temp to perm and gain access to benefits such as sick pay.
Will I be offered a permanent job if it becomes available?
When recruiting a candidate on a temp to perm contract, the employer is essentially saying that they intend on offering a permanent position if the candidate performs well and if business circumstances allow.
In other words, there is no guarantee that the candidate will transition from a temp to a permanent or fixed-term employee. After all, the employer’s financial situation might change in a way that prevents them from viably recruiting permanent staff members.
How to go from temp to perm
While there’s no surefire way of ensuring a temp-to-perm role results in a permanent position, a candidate can do things to strengthen their position. (Candidates may also be required to participate in an interview before moving onto a permanent contract.)
If you are thinking about applying for or accepting a temp-to-perm position, or if you’re set on making your temporary gig permanent, take note of the following tips to get a promotion in the workplace:
1. Understand the company
Treat your temporary role as a learning opportunity. Yes, put your new skills to the test, but also make an effort to learn everything you can about the organisation.
Understanding the company’s history and its vision and goals will enable you to envisage how you could fit in and what you could bring to the table as a permanent employee. Here are a few questions to consider:
- Who founded the company, and when?
- How has it evolved over the years?
- What are their values?
- What are their short and medium-term ambitions?
In essence, the answer to the above questions will show an employee and the business whether the working relationship is worth retaining.
Once you can answer these questions, your resolve to become a permanent employee might strengthen – on the other hand; you might decide that the company’s culture and goals don’t align with your own, after all.
2. Turn up – and turn up on time
Turning up on time, taking your allocated time for lunch and leaving on time might sound obvious, but they can sometimes get overlooked. To be considered for a permanent position, your employer will want to see that you’re an organised and proactive person, and poor time-keeping could put you at a disadvantage.
3. Be enthusiastic
Showing enthusiasm is paramount to turning your temp job into a permanent one. There are many ways of showing enthusiasm, from offering to cover people while on holiday, to being flexible, to taking extra shifts.
Enthusiasm is great for everyone’s well-being too. Your proactive approach in the workplace will influence other people and help to create a positive company culture.
4. Collaborate and communicate
Make yourself an integral part of the company by communicating with others and offering to help. Your employer will want to see that you’re a team player who is open to collaborating within the workplace. Even if you work alone in your role, make an effort to connect with others, say hello and ask if you can do anything to assist.
If you encounter any difficulties in your temporary role, be sure to speak with your manager to resolve them as quickly and painlessly as possible.
5. Tell your manager
It goes without saying: make your manager aware that you’re interested in becoming a permanent team member, and reiterate this when permanent roles are advertised. If you have to interview for a permanent job, don’t take anything for granted: read the job description and think about what your employer might ask.
6. Share your ideas
Don’t be afraid to share your ideas with your manager or other decision-makers within the organisation. For example, if you’ve thought of a way to make operations more streamlined, increase productivity or save money, write it down and share it.
Sharing ideas shows you have the company’s best interests and care about its future. Going the extra mile by volunteering for additional responsibilities will demonstrate a growth mindset and give you an advantage when you ask for a permanent contract.
If, at first, you don’t succeed You could be the model temporary or freelance worker but not be recruited as a permanent employee for reasons outside your control. Ultimately, you should do your best in your temp role and don’t be afraid to look elsewhere for a fixed-term contract.
If you’re offered a permanent full-time position after temping for a while, great! But suppose you’re lingering in a temporary job with little prospect of transitioning to long-term, permanent employment. In that case, you might want to start exploring positions at other organisations.
Auria Heanley is co-founder of Oriel Partners, a boutique PA and administrative recruitment consultancy based in Central London. She is extremely passionate about providing the highest quality of service to both clients and candidates. Oriel Partners’ clients range from global multinationals to small boutique firms, all requiring the same personal service and high-calibre support.
