Temporary employees are hired to assist employers to meet business demands yet allow the employer to avoid the cost of hiring a regular employee. Sometimes, it is the expectation of the employer that if the temporary employee is successful, the employer will hire the temporary employee.
A temporary employee who demonstrates a good work ethic, fits the company culture, learns quickly, regularly lends a helping hand, and doesn’t need a manager to tell her what to do next, may receive an offer of employment.
This is a win for both the employer and the temporary employee.
Most frequently, though, hiring temporary employees serves a business purpose for the company and the objective is to hire temps rather than taking on the cost of a regular employee.
In some instances, the temporary employee may want to work part-time without committing to a full-time job within a company. Temporary employees who are pursuing a career as a freelance writer or developing their own product with the intent to start a company are good prospects as temporary employees.
Business purposes include seasonal customer demand, temporary surges in manufacturing orders, an employee on sick or maternity leave, and short-term, clearly defined work such as that of a census worker.
Temporary employees work part or full-time. They rarely receive benefits or the job security afforded regular staff. A temporary assignment can end at any time depending on the employer’s needs. In other ways, temporary employees are often treated like regular employees and attend company meetings and events.
Temporary employees, who work through an agency, have paid benefits such as superannuation. These employees remain the employee of the agency, though, not the employee of the company where they are placed.
