Why you should combine your temp and perm recruitment

Why you should combine your temp and perm recruitment

Historically, there has been a wide divide between the permanent and temporary recruitment processes of many organisations. This has often been due to the existence of radically different approaches, where perm recruitment is a strategic priority for the HR team while temps can be viewed as indirect costs associated with the procurement function. In addition, RPO providers have tended to be strong in either permanent or temporary recruitment (seldom both together); the resulting use of different recruitment technologies or suppliers has often complicated matters further.

This divided approach has had three major impacts. Firstly, candidates have had very different experiences of joining an organisation, depending on which route they take. Secondly, organisations have largely been unable to share information about candidates who are equally appropriate for either a temporary or a permanent role. Lastly, hiring managers are having to go through a completely different process depending on the type of hire they need to make.

These impacts are potentially damaging in a number of ways: in terms of reputation; in the failure to recognise talent; and in the unnecessary and costly duplication of effort.

In our latest Recruitment Outsourcing Insights report we discuss how the gap between temporary and permanent recruitment management is narrowing. As the demand for joined-up recruitment solutions rises, service providers that can support both streams will be entering a highly competitive area.

In this report we identify several distinct advantages already emerging over the previous ‘fractured’ approach:

  1. Wider candidate pools
    Having in place a system that enables the sharing of candidates between permanent and temporary talent pools will save recruiters time and provide them with a wider range of potential candidates. It is currently often the case that temporary candidates are not considered for permanent roles, but the option to hire on a temp-to-perm basis is often useful and should not be ruled out.

  2. Economies of scale
    Cost benefits extend beyond the immediate positive impact of the reduced overall headcount needed to manage both temporary and permanent recruitment. A range of processes will also be streamlined: invoicing is an immediate case in point, as this can be centralised under a single individual or smaller team. A number of communication, liaison and reporting tasks will follow suit, particularly at a business-unit level where managers will have a single point of contact covering all their recruitment and talent needs.

  3. Contracts
    Simplified contract negotiations are another benefit that we have already observed in certain countries. Here, organisations can hold a single contract with the RPO provider, which in turn holds and manages all agency contracts.*

  4. Shared technologies
    The ability for candidates to be shared across all permanent and temporary requirements provides hiring managers with a consistent and streamlined experience, no matter the type or location of the required hire. The ability to call on exactly the same technology and implement a single process frees them to spend more time focused on the core business.

  5. Hiring manager experience
    By following one process with one provider, hiring managers can efficiently start their search regardless of the type of role that needs to be filled. Having one point of contact is key to having a streamlined hiring process.

For more insights into the RPO & MSP landscape download our Recruitment Outsourcing Insights report. 



*Please note, however, that this is not permitted in all jurisdictions.