After learning about “temp” jobs that may or may not require all new hires to go through probationary periods, along with having to wait to get hired on as a permanent full time employee (depending on the company) I have mixed reviews on why certain companies don’t hire new employees as regular workers:
The main reason why (IMO) is that these companies want to know how dedicated you are and if you plan on staying with their company long term, along with how productive you are as an employee/individual…
However, even though I understand why certain companies do this, I’m not sure why they usually don’t have any regular positions available to people who actually plan on working with them for “awhile” since everyone’s situation is different…
But instead of questioning why certain jobs are like that, I should’ve focused more on regular permanent full time opportunities instead of taking a chance on my current job, even though I wanted to try it out and see what it was like (as well as my family encouraging me to try it out and see what happens)
On an extra note, I do plan on staying committed until a better opportunity arises within my current company (Grocery Warehouse) It’s all about working diligently and being patient until then…
One reason for temp jobs is that they are actually temporary jobs. A factory might need extra help for a month in order to fulfill a very large one time order
Not necessarily. Some 30 years ago, the local Coca-Cola warehouse hired me through a temp agency, with the prospect of being made full-time permanent if they liked me enough.
Many of my long-term jobs have started out as temp, including my current one (and probably my last). In some cases they didn’t intend to have a permanent position until they met me. I’m one of those employees who doesn’t necessarily stand out so great on paper, but once you get to know me, I’m really nice to have around.
I think what the OP is talking about it temp-to-hire or contract-to-hire
If that’s what it is, it’s because they’re getting a trial period to see if you are working out; a good fit, learning & carrying out your duties successfully. It’s much easier to get rid of a temp or a contract employee; less paperwork to terminate you than if you’re a F/T employee.
I have gotten “professional” jobs (cnc machining) through temp services/recruiters. At one of them another guy walked in as a straight up hire. It never bothered me, because he had to look them up, set up an interview and get hired.
All I had to do was show up for an interview that someone else set up for me. Yes, I had to wait six months to be official, but I never had to look for the job, they called me.
We would hire people from temp agencies to become full-time staff. Usually this was when we needed a computer technician immediately. It was understood by everyone involved that we were not planning to hire permanently, but if they did the job well, we would taje them on.
I’m not sure if it’s a matter of being easier to get rid of temp workers in the case of temp-to-hire. How difficult it is to get of any worker is going to be up to the employer in the absence of a union - there aren’t any requirements in the US for an employer to have any sort of disciplinary process and in every state but one, employment is at will. Hiring someone directly will be less expensive than going through a temp agency - but going through a temp agency often means you can have a replacement the next day rather than going through the whole hiring process again and having a vacant position for some period of time.
My late wife did some small and medium–sized biz law. By and large employers are terrified of employee lawsuits, and especially wrongful termination lawsuits. Their goal is not have any employees: instead rent them short term or lease them long-term from some sort of intermediary.
She was also an unemployment appeals judge for a few years. Employers are also irrationally terrified of driving up their unemployment insurance rates. And will spend stupid amounts of money fighting something that, if just paid, would cost them pennies on the dollar compared to what they did spend futily fighting. But the beliefs persist.
I was hired by a Coca-Cola bottling plant as a temp employee to help with the transition from glass to plastic bottles. The company made our temp positions as non-union jobs. After being laid off after 6 weeks, some of us “temps” applied at the plant for full time work. Because of the temp jobs, the union said we were ineligible for union positions thus we could not be hired at the plant. 4 months later got a call from the plant offering me a job as a facility engineer, this was a non-union job. Had to say no, I had started a new job at a big airplane company a few months earlier.
Even though a majority of warehouse jobs are physical in nature, along with various management/supervisor habits and how strict “rates” are, I’ve noticed that certain warehouses mostly hire temp or seasonal employees, depending on business needs…
However, if they have permanent full time positions open, then they usually fill up quickly since full time year round positions are guaranteed to last, when compared to temporary and seasonal help…
Furthermore, I wish certain jobs would offer or create more permanent roles (full time or part time) since everyone’s career and life situations are different from each other, instead of mostly offering temp or seasonal jobs, but it makes sense since some people are off during different times of the year, depending on their “main” job or life situation (teachers, blue collar workers, college students, social security job limits, etc)