Contract to hire relationships gets a bad rap in our industry.

Grafton Staffing: Contract for HireBy Kylie Fanning – Senior Recruiter at Grafton Staffing

“Is this a contract to hire position? I don’t want to be a temp!”

If you’re a recruiter, you hear this on a daily basis. Maybe not verbatim, but some of the most skilled individuals you talk to have the mindset that a contract to hire position leaves them in a vulnerable position for the sake of their future.

In reality, a contract to hire position gives the employee the opportunity to show their new employer what they are truly capable of doing.

At Grafton, we are usually looking to fill full-time jobs for our customers.

The majority of our employees are being considered for a full time position… but the engagement is a dating period. 90 days is a common probation period. Just about every employer has a probation period, whether you get a job directly with them or through placement with Grafton.

We’ve definitely had times when a candidate will accept a contract to hire opportunity… and at the end of the 90 day contract period, they’re offered a position with much higher pay. And the job had a different set of duties because the employer is basically creating a new position for the person we placed.

A probation period gives you the opportunity to prove what you’re capable of doing. It also gives you the opportunity to consider if the company’s goals and direction of business align with where you personally want to go in your career. Again, it’s a lot like dating. And trying things out before 100% committing in a professional relationship is often the best way to start… for everyone involved.

Moral of the story

Don’t let the phrase ‘contract to hire’ scare you. You don’t want to miss an opportunity to create an even better future for yourself and your potential employer.

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