When considering temporary or permanent recruitment, both types of employment have benefits and challenges that you’ll need to weigh up before you begin recruiting.

In our last video we discussed some pros and cons about temporary recruitment. In today’s video we’re focusing on permanent recruitment, how it can benefit your business and some possible challenges to keep in mind before you hire.

Some benefits of permanent recruitment include:

Attract more applicants

Applicants who are currently employed are more likely to apply for permanent positions. If you are offering a temporary opportunity with the possibility of going permanent at a later date, it’s unlikely someone in a stable full time position will risk leaving their current role for your “possibility” of long term employment.

Minimise staff turnover

Permanent positions provide employees with a sense of security and a feeling that they are a part of your team. If you commit to them, they are more likely to commit to you.

Loyalty and Culture Development
Permanent employees have more time to invest in company goals and values. They are more likely to be loyal, and dedicated to achieving positive outcomes for the business. This creates a positive team culture of like-minded, motivated employees who all share a common goal to achieve successful outcomes for the business.

Now let’s look at some of the challenges:

Time

Employing a permanent staff member can be a slow investment process. You’ll not only need to invest time into their initial induction and training program, but also give them time to figure out how they fit into the company, and comfortably settle into their role to begin working autonomously.

Cost

Permanent employees can been expensive, especially for small businesses who may experience irregular cash flow. You must be prepared to commit to a weekly, fortnightly or monthly wage, along with superannuation, leave entitlements, WorkCover and insurances costs.

You’re locked in

Permanent staff are employed under a legal contract that you’ve both agreed upon. So if you need to terminate their employment, it’s not as simple as saying bye bye! You have notice periods, terms and conditions to take into consideration. And if you don’t stick to the contract you could find yourself with unfair dismissal claims.

So now that you know some of the benefits and possible challenges, what option do you think will work for your business? Let us know in the comments below and if you have any questions I’ll be happy to answer them for you.