Temp-to-hire gives the client a great hiring advantage the ability to evaluate a potential candidate on the job before making a commitment. This kind of hands-on assessment leads to more informed hiring decisions.
Hiring the wrong person can wreak havoc on an organization - so it's always safer to "try before you buy." Moreover, sometimes you have a technical contingent worker who fits perfectly into your organization. Should you and the contingent worker placed by SVK decide you'd like to change the nature of the relationship to full time employment, SVK is happy to accommodate.
Contract-to-hire staffing helps your business by acting as a bridge to full-time employmentThrough our contract-to-hire program, you have the opportunity to evaluate a selected candidate in your business environment before making a hiring decision.
ADVANTAGE OF CONTRACT TO HIRE:
➔ you won't have to waste time finding the right candidate
➔ acts as a bridge to full time employment
➔ opportunity to review abilities before hiring full time
➔ no employer risks
➔ gives you confidence in your hiring decision.
Contract-to-hire enables our clients to fill a full-time position after an on-the-job performance evaluation. It is an intermediate staffing solution where a candidate is employed on a temporary basis with an intention to be absorbed on a permanent role after evaluating his/ her skills and capabilities for a specific period. As an employer, you get tremendous flexibility in terms of monitoring work performance of a consultant prior to making a formal offer of employment.
Spring Shine Contract-to-Hire solutions provide our customers the option of hiring the candidate after an initial 3-6 months on contract. During the initial engagement, our clients have the opportunity to review the candidate's core skill level as well as 'on-the-job' interpersonal and presentation skills prior to making a hiring commitment.
Contract-to-Hire Solutions are offered on an hourly bill rate for the contract period which is valid till the date the consultant gets into a regular employment with the company. It may also be driven by minimum number of hours that the consultant must work as a SVK Consultant prior to conversion. Finally, Spring Shine a conversion fee once the consultant is actually converted to regular employee status with the company.