Temporary Positions

When it comes to hiring, many different scenarios are possible.  Here are a few examples:

Temporary Contract:

– Temporary contracts are not always simply a way for companies to avoid paying benefits or allow them to fire at will.  Sometimes companies simply have a short term need for an employee and that timeline is stated up front.  During this time, temps have the right to continue their search for more stable employment but we recommend they schedule interviews during a time that is mutually convenient for them and the temporary employer.

– Sometimes a company loses a key employee suddenly and they need someone in place to do their job much more quickly than it would take them to conduct a complete interview process and make a direct-hire.  In these cases, companies will seek a temp who can jump into the job while they decide how they will proceed with hiring a new employee.  In these cases, the temp may very well be considered for the hired position but there is no guarantee.  In these scenarios, the person on the temp contract may wish to continue his or her job search but we encourage them to keep in mind that here at Ruby Peak, we call that “Temp-to-possible-hire.”  This is different than a traditional temp-to-hire.  It is not uncommon for candidates of ours, who have been hired as temps, to unexpectedly be offered a direct hire position with that same company. So don’t let the title “temp” discourage you.

Temp-to-hire:

In these cases, a company feels the safest way to hire is to try one person in the position for a period of time before committing to hiring them.  In these cases, Ruby Peak encourages the client to be transparent about their intended audition timeline and in a true temp-to-hire the company agrees to not interview additional candidates while the temp is working and auditioning for the job.  If, during the audition / temp period, the temp or employer decides the temp is not going to convert to employee-status, Ruby Peak recruiters make our temps aware of that and continue to help them seek other opportunities.

I’d like to conclude with this thought, don’t treat contract positions less than you would a direct hire. Remember, California is an at-will state, meaning an employer can essentially let you go at anytime. Even when hired as a permanent employee, you are still subjected to a “probationary period,” and once you pass this period, you are still constantly being assessed, so it’s important to always stay on your “A” game and show you’re dedication to the job.