A growing number of job seekers are happy to commence employment on a fixed term basis (contract), and then if both sides are mutually happy, move to full-time employment status.
If you’re an employer that hasn’t explored this option before, here are just some of the potential benefits:
Firstly, it’s the “try before you buy” benefit.
In simple terms, you may not be 100% convinced through your hiring process that the preferred candidate will perform to your expectations. There’s nothing like seeing a new employee in action first, before you commit to a long-term future with them.
Secondly, it may suit your business planning a little better. Your business may be growing, but you’re not certain it’s sustainable. At the very least, you might like to see a few more months of increased revenue before you’re comfortable with another full-time employee.
Thirdly and just as importantly, it’s an opportunity for the employee to trial your business to determine if it’s really what they want and where they want to be. It’s better for them to announce they don’t want to progress past their contract term (eg: 6 months), rather than have them leave you at a time when it really inconveniences you.
And let’s not forget the emotional and real effort that might be invested in training and development, only for them to leave in a few months, telling you they never really enjoyed the role.
Contracting – consider adding it to your employment options.
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