3 ms·

This idea of temp-to-hire places a disproportionate amount of risk on the employee to be hired -- they will need to leave their current job (where they likely h

by johnmaguire2013 9y ago

This idea of temp-to-hire places a disproportionate amount of risk on the employee to be hired -- they will need to leave their current job (where they likely have decent job security) in order to attempt being hired at the new company. In the real world, people generally don't put in their notice until they've accepted an offer at another company.

bluGill 9y ago
In the real world there are a lot of people who don't currently have a job. Sure unemployment percentage is low (even if we discount accusations that the percentage is miscounted), but there are still a lot of people looking for a job. When someone doesn't have a job temp-to-hire isn't nearly as risky because if it doesn't work out you are back where you were - sometimes with renewed unemployment benefits. Actually your downside is a side benefit to employers: you don't risk hard feeling by hiring somebody away from their old job if you latter need to work with them. (these shouldn't happen, but they do)
- fjsolwmv 9y ago
  Generally people who would make good employees are already employed (assuming there is demand for their labor). Hiring unemployed people is usually targeting the bottom of the market, or finding diamonds in the rough, which is risky.
  - BigJono 9y ago
    I'm not sure if this is actually the case. I'm starting to meet more and more people who aren't that keen on amassing wealth, and they tend to spend decent stretches of time unemployed (traveling, working on side projects, bootstrapping companies etc)
walshemj 9y ago
It also abuses the system by not paying the going short term contractor rate some non tecnicaly savvy companies think that wanting some one to work a 4-6 month contract and only pay you as if you where an employee and not self employed rate.
- fjsolwmv 9y ago
  Huh? Pay is negotiated by supply and demand and skills and match. There is no "going rate"
  - walshemj 9y ago
    There is for technical contact work in the uk 3x to 2.5x the FTE rate. The going rate is what the market sets eg for developers in London its £400-500pd for grunt devs in Java or Perl
_e 9y ago
We are talking about an entry level position with the understanding the candidate's skill set are not truly refined yet in the real world.
- 0xffff2 9y ago
  Maybe my view is warped because I don't work for an SV startup, but I would consider anyone with less than 5-10 years "entry level". I rarely see job ads for anything except interns/entry level and "senior engineers". Someone with 3-5 years of experience probably has some job security but definitely doesn't count as "senior" in my mind.
  - lovich 9y ago
    I don't think it's just SV, I've seen job postings in Boston for 3+ years experience and it was listed as a senior engineer. I think it's because many companies try to use titles as compensation. I've gotten the "senior engineer" title 3 times in my career. Two of those times it was given to me in the same conversation where I was told there was going to be no raises that year.
    - gaius 9y ago
      “We’re rewarding you this year by making it easier for you to find another job” sounds insane when you say it like that, but that’s what they did!
derekp7 9y ago
Temp to hire wouldn't be so bad, if there was a guarantee from the company that they will either hire you, or replace you with another contractor with the intent to hire them. In that case it is about the same as having a 6-month probationary period. I wonder if there are statistics on contract to hire positions that don't get hired, and out of those that don't, is it because the person really didn't work out or was there really no intent to hire to begin with? As a point of reference, where I work they almost always to contract to hire. I've seen a few contractors leave (they found other work), some didn't get converted to full time (those weren't actually to-hire though, and specifically short-term, although in one case a contractor was brought back twice to fill in). But in almost every other case the person was hired eventually (even if it took a couple extra months to push it through HR).
asdffdsa321 9y ago
For an entry level position? Nah

bluGill 9y ago

In the real world there are a lot of people who don't currently have a job. Sure unemployment percentage is low (even if we discount accusations that the percentage is miscounted), but there are still a lot of people looking for a job. When someone doesn't have a job temp-to-hire isn't nearly as risky because if it doesn't work out you are back where you were - sometimes with renewed unemployment benefits. Actually your downside is a side benefit to employers: you don't risk hard feeling by hiring somebody away from their old job if you latter need to work with them. (these shouldn't happen, but they do)

fjsolwmv 9y ago
Generally people who would make good employees are already employed (assuming there is demand for their labor). Hiring unemployed people is usually targeting the bottom of the market, or finding diamonds in the rough, which is risky.
- BigJono 9y ago
  I'm not sure if this is actually the case. I'm starting to meet more and more people who aren't that keen on amassing wealth, and they tend to spend decent stretches of time unemployed (traveling, working on side projects, bootstrapping companies etc)

walshemj 9y ago

It also abuses the system by not paying the going short term contractor rate some non tecnicaly savvy companies think that wanting some one to work a 4-6 month contract and only pay you as if you where an employee and not self employed rate.

fjsolwmv 9y ago
Huh? Pay is negotiated by supply and demand and skills and match. There is no "going rate"
- walshemj 9y ago
  There is for technical contact work in the uk 3x to 2.5x the FTE rate. The going rate is what the market sets eg for developers in London its £400-500pd for grunt devs in Java or Perl

_e 9y ago

We are talking about an entry level position with the understanding the candidate's skill set are not truly refined yet in the real world.

0xffff2 9y ago
Maybe my view is warped because I don't work for an SV startup, but I would consider anyone with less than 5-10 years "entry level". I rarely see job ads for anything except interns/entry level and "senior engineers". Someone with 3-5 years of experience probably has some job security but definitely doesn't count as "senior" in my mind.
- lovich 9y ago
  I don't think it's just SV, I've seen job postings in Boston for 3+ years experience and it was listed as a senior engineer. I think it's because many companies try to use titles as compensation. I've gotten the "senior engineer" title 3 times in my career. Two of those times it was given to me in the same conversation where I was told there was going to be no raises that year.
  - gaius 9y ago
    “We’re rewarding you this year by making it easier for you to find another job” sounds insane when you say it like that, but that’s what they did!

derekp7 9y ago

Temp to hire wouldn't be so bad, if there was a guarantee from the company that they will either hire you, or replace you with another contractor with the intent to hire them. In that case it is about the same as having a 6-month probationary period. I wonder if there are statistics on contract to hire positions that don't get hired, and out of those that don't, is it because the person really didn't work out or was there really no intent to hire to begin with? As a point of reference, where I work they almost always to contract to hire. I've seen a few contractors leave (they found other work), some didn't get converted to full time (those weren't actually to-hire though, and specifically short-term, although in one case a contractor was brought back twice to fill in). But in almost every other case the person was hired eventually (even if it took a couple extra months to push it through HR).

asdffdsa321 9y ago

For an entry level position? Nah