Temporary-to-Permanent Job Offer

If you are currently employed, it would definitely be a risky proposition to accept a temporary position in replacement of your current full time position.

An employer always has the option of terminating your employment regardless of whether you accept a temporary or a full time position. It is, however, more convenient to terminate a temporary employee over a full time employee.

There are usually two categories of reasons why an employer would offer a temporary position over a full time position:

(1) The employer wants to fully evaluate your fit with the position before hiring you full time. This is usually NOT the customary approach to bringing in new employees. This situation tends to come up when an employer has an immediate need that must get filled, but has high than normal uncertainties about your fit. If you do well and meet or exceed expectations, chances are good that you will be brought on full time.

(2) The employer has an immediate need for your experience, but ongoing need is in question. This situation definitely presents a high level of risk to you. If no work is available at the end of your temporary assignment/engagement, there is a good chance you will be released.

It is important for you to understand the reasons why the employer is offering a temporary position over a full time position. Questions you should consider asking:

(1) Is this the customary approach to hiring individuals with my type of background?

(2) Is the temporary position reflective of any uncertainty in client work, engagement backlog, or proposals outstanding?

(3) What has been your historical full time conversion rate for individuals brought in on temporary basis?

(4) Why is this position being offered as a temporary position in lieu of a full time position.

Answers to these types of questions can help you evaluate the "risk" and likelihood of conversion to a permanent position.

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