Those kids in the “parent’s basement” still like Dr. Seuss right? This is part of a much longer Xmas story that is circulating at MIT:
Maybe there will be a rapture and they’ll all disappear. One can hope. 
>:)
And this thread clearly started about young grads and temp work. Sounds like we’re mighty off track.
No need to wonder. I’m the same sarcastic, smart aleck idiot I’ve always been. 
To get back on track: I’m hoping if the economy takes off, I’ll get my parents out of my basement. I’m only half kidding. They do literally have a room in my basement but don’t live here most of the time. I do pay several of their bills as they’re both disabled. My mom is going to try and get a flexible, part time job in the new year now that her health has been more or less under control for a while.
I have just gotten to the point where I can invest a tiny (I mean **tiny **) amount in the stock market. We’ll see how it goes…
Thank you, romani, for getting this back on track. 
Back to temp agencies: buyer beware. I am not saying that all temp agencies are bad, or that finding work through one is a bad idea. I am saying that before taking a temporary job through one of those agencies, one needs to read the contract carefully. There are some that will contractually prevent the employer from hiring the temp agency’s “slaves” permanently for a certain period of time, and that can include hiring for other positions/divisions within the same company.
Bunsen–again this is not a temp worker you try to take on because they are really good. that would probably involve a buyout.
this is temp to hire…say 480 hours at 40% mark up. if they work out they transition over to your company. if they do not the agency finds you a replacement. ( I guess if you have 3 or 4 people removed during the trial period from 1 slot…the staffing agency might frown on that.) next time you try to find someone… set up a temp to hire contract. it will state number of hours % mark up and if there is a buyout at the end. (say $500.00) if they say there is a buyout, say no problem I will use another staffing agency. everything is negotiable.
you are missing the concept because you are comparing it to the problem you ran across in a different scenario…not the same thing.
@zobroward Are you using this for fairly entry level positions? If not, aren’t you missing out on hiring potentially better employees that are currently gainfully employed? I’m not talking poaching them from other companies necessarily (although that could be true as well) but those people who are currently working but trying to leverage their experience into a new opportunity. These folks aren’t going to be sent to you by a temp to hire company, right?
zo, I agree with what you said. But I am not talking about the employer… I am talking about the employee. If you want to get permanently hired by company X and you find a job at X through a temp agency… investigate if X will even consider your resume - for other positions within X - while you are working for them through the temp agency and 6-12 months after the end of your temp gig.
@doschicos thanks. I’m extremely nervous about doing it since my health is such a wildcard but assuming I don’t royally screw up, I have guaranteed income and health insurance for the next 5ish+ years so I might as well take a small chance.
Unrelated: I have an extremely small (~$700) 401k from a job that I left several years ago and completely forgot about until about a week ago. It hasn’t done anything since then and I now want to do something with it. I’m just not sure what yet…
If the investment options in the 401k are desirable, you may want to leave it there, but change investment options to the ones you like. However, the employer has discretion to change the plan or terminate it. Sometimes, the fees and expenses may be high.
Or you can do a direct rollover into an IRA. Most “normal” types of investments (mutual funds, brokerage accounts with stocks, etc.) can be opened in an IRA. However, often there are extra fees for IRA accounts that could significantly eat into the investment returns of a small account.
It’s been the same amount (within ~$30) since I left my job in 2012. I don’t want to just leave it as-is but like I said, I’m not sure what to do with it yet. (I literally just remembered I had this like a week ago.)
*Voila?
I’ll leave it at that. B-)
doschicos, you can and will find people at higher skill levels too. just the amount you pay is more say 40% markup on 40.00 an hour vs 40% on 15.00…different people wind up on an agency radar for different reasons.
poaching is the only way to get certain types. I will and have poached for low level positions from a fast food joint when I am impressed with the attitude and demeanor of a hard working person. . but I would never do that to a small business or family business (my moral code) high end players you do not have face to face contact with but higher end recruiters(those who work that niche or target specialized skills) will go after people anywhere…they can be like ruthless vultures. (and will even try to break up a happy home…so to speak)
bunsen… the employee goes to a job as a temp to hire knowing the hours owed, the rules, the stakes etc… never in my experience has anybody thought they were just a temp. they knew after say 480 hours if they wanted to transition and the company liked them they simply transition. it is as easy as sending an email…that would read
bunsen burner has worked 480 hours on your payroll and as per the agreement this is the last time sheet I am submitting. after today bunsen will be on boarded by my company.
the response
it was a pleasure finding bunsen for your company and please keep us in mind for any other future employee searches.
That is exactly my point. You would be surprised how many folks do not read those contracts carefully. While you may have a practice of hiring your temps, not all cos do.
I am paranoid when I sign stuff I sent a contract for a PEO (entire other HR thing) to an a business attorney,he made a few changes and the company agreed to the amendments…I have used probably 6 staffing firms for various reasons and nobody tried to hustle me.
Temp-to-hire is its own contractual arrangement between the agency and the employer. Not the same as pure temping. It’s a hybrid between offering a temp with no strings and a full hire. The employer wants a tryout, not a fill-in. The employer is hoping for a permanent hire.
Also different from companies that supply long term contract workers (eg, outsourcing customer service, which occurs more rhan people realize.) This last type is the one to most beware of. No leverage.
In my experience and D2’s, t2h is stated up front.
lookingforward --well put.
“Temp-to-hire is its own contractual arrangement between the agency and the employer. Not the same as pure temping. It’s a hybrid between offering a temp with no strings and a full hire. The employer wants a tryout, not a fill-in. The employer is hoping for a permanent hire.”
p.s. if you are the employer you have room to negotiate the mark up on wages charged, hours on agency payroll and a buyout charge(which I think most agencies have realized they need to give up on because their competitors do not charge it)
I have seen markups from about 35% up to about 70% .(70% is not happening) when I need to hire a nuclear bio chemical engineer…ok…until that happens…no way!
MODERATOR’S NOTE:
Indeed. And despite users’ attempts to bring it back, it keeps going off the rails. Closing.