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From a temporary hire to a permanent employee.

Sometimes the circumstances dictate that you aren't able to add a permanent headcount, however you have a great candidate that you'd like to hire. 

Temp to Perm

Contract worker or permanent employee? You decide. 

It doesn't matter to us whether you want to hire a permanent employee or a contractor that you want to convert into a permanent employee. The important thing is that you are able to hire the person you want, when you want to. 

A great way to try before you hire.

There are times when you meet a candidate and you just aren't ready to commit to a full-time hire for that person. A Temp to Perm engagement provides you with an excellent way to evaluate a resource and make a determination of their fit as a full time employee in your organization.  

Minimize the cost of turnover in your hiring process.

Hiring the wrong person is an expensive lesson to learn. Having the flexibility to engage someone for a specific task or project on contract and then make a decision as to whether or not they are the right fit for the long term is a major benefit.  

Give your candidates an opportunity to decide.

When you ask someone to join your organization as a full-time employee after a few interviews, it is sometimes a tough decision to make, especially if they really haven't had a chance to evaluate your organization from the inside. 

“When I call Procom with my hiring needs, the are responsive, engaged, thorough and committed to helping me find the individual(s) I need in the timeframe that I need them.

There are many staffing agencies that reach out to us for our business however with Procom, I have found a partner that continues to deliver.  Keep up the great work!"

- A.K. - Client from Global Automobile Company

Ready to hire or just have questions? Contact an Expert

Wendy Kennah

Temporary to Permanent Expert

Contact Wendy


What is
Direct Sourcing?

What is Direct Sourcing?

Not quite ready to start?

Whether it’s your first time hiring through a staffing agency or you need some more information prior to starting the hiring process, we are here to help.

Connect with one of our talent acquisition experts with any questions you have. We are always happy to share our insights and the best part is that there is no obligation on your part.

Contractor onboarding checklist: Requirements to stay compliant in Canada

Entering the gig economy can be a highly rewarding business strategy -- yet, organizations that do so without the proper governance measures in place or fail to collect the necessary onboarding documents required for contingent workers, are leaving themselves vulnerable to unforgiving tax, financial, legal and branding risks.

While contingent workers introduce greater flexibility and substantial cost savings into an organization, this type of model also carries operational risks and additional administrative pain points that come with contingent workforce management. As such, it’s critical for organizations to verify compliance records and remain diligent in the collection, verification and management of these documents – while also providing a painless and engaging onboarding experience. 

When engaging contingent labor in Canada, here is a breakdown of the required documents your organization, or your staffing partner, should be obtaining as they relate to a contractor’s status:  

Talent Acquisition

Candidates are ghosting: Are you doing enough to keep them engaged?

Ghosting is a thing. And employers are experiencing what it’s like being broken up with via radio silence.

The millennial coined phrase, the practice of ending a personal relationship with someone by suddenly and without explanation withdrawing from all communication, has transcended the dating world. So much so that economists at the Federal Reserve have also noticed, recently adding the term to its Summary of Commentary on Current Economic Conditions, and officially making “ghosting at work” a U.S. workforce trend.

Talent Acquisition

Guide to designing a high impact talent acquisition strategy

For over two decades, the ‘war for talent’ is still making headlines—ever since Steve Hankin coined the term in 1997 and McKinsey wrote the book by the same name. Yet, more than 20 years later, the fight for skilled contingent workers wages as competitive as ever. Because it’s getting harder to win. 

With current low employment rates, supply is down and demand is up, driving both enterprise-level organizations and small businesses to compete for workers qualified to fill skill gaps created by emerging technologies, shifts in employment attitudes, lower project costs and educational gaps. And hiring strategies that worked years ago aren’t as effective in today’s gig economy.

Deloitte reports organizations that can effectively recruit and retain talent see 18 per cent higher revenues and 13 per cent higher profitibility over those that aren't as adept. And when contingent workers are expected to make up 43 per cent -- or almost half-- of the U.S. workforce by 2020, it’s more important now than ever to have an effective strategy to engage these types of niche workers. A successful recruitment program recognizes that hiring is more than just filling positions.   Here’s how to design an effective high-impact talent acquisition strategy that finds the right fit for your contingent worker needs.

Talent Acquisition

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Customer Success Stories

“Excellent service, very timely response time, quality candidates and outstanding support.”

K.M.
Global Professional Services Firm

“Great support in helping us achieve our corporate mandates by providing top quality knowledgeable resources in a timely and efficient manner - very easy to do business with! “

 

L.R.
National Telecommunications Provider

“..the most reliable partners we work with. They are timely with their submissions and are quick to respond to emails and provide updates and required information. Their candidates typically are at the top of the pack as is evident by their fill/success rate.“ 

Z.N.
Leading Financial Services Institution

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