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A staffing firm contacted me about a contract position at a very low billing rate that would convert to full time after three months. I go to the interview at the client and find out the position is a straight contract for 3 - 4 months with no possibility of going full time. The client calls the staffing firm recruiter within a couple of hours of the interview to say they wanted me; the recruiter then calls to offer the "position". I told him I was declining and he is gets pi**y with me for refusing the "offer". He tries to tell me I am "obligated" to accept the position since I agreed to interview. I tell him I have as much right to decline an offer as the firm has to NOT make an offer. He then tries to guilt me out that I put him "on the spot" with the client because they cancelled other interviews after speaking with him. I then suggest he have the client reschedule the cancelled interviews, told him to have a nice day, and hung up.
You are lucky the client was honest with you. A lot of the clients collude with the agency to lie and tell you it is a temp-to-perm position when by and large they are almost always crappy contract jobs with the to hire being used as bait and a carrot on the end of a stick to sucker the worker into taking the job and being motivated.
I posted a stat over and over again on a study by the WE Upjohn Institute for employment research that only 27% of these "temp-to-hire" jobs actually turn permanent.
I posted a stat over and over again on a study by the WE Upjohn Institute for employment research that only 27% of these "temp-to-hire" jobs actually turn permanent.
True, but is the reason for that more the fault of the employee or the employer? Companies say it is the worker not picking up their part of the bargain (tardiness etc)
True, but is the reason for that more the fault of the employee or the employer? Companies say it is the worker not picking up their part of the bargain (tardiness etc)
I seriously doubt that 73% of workers in temp to hire jobs are not up to par performance wise. Maybe if it was reversed and 27% get let go for performance reasons I'd buy that not 73% no way. That is corporate fraud.
come on people....everybody and their grandmother knows that "temp to perm" is the carrot they dangle in front of your nose to get you to stay there..To get you to NOT look for other permanent offers while you're there. They want to completely own you while you're on their clock and off. And they don't want you to have any other big ideas such as getting a REAL job offer. Also, if you believe that rubbish, you will perform better and try to impress them in the mistaken belief that they will keep you 'cos you "stood out from the herd." RUBBISH. They're using you. You are disposable.
I seriously doubt that 73% of workers in temp to hire jobs are not up to par performance wise. Maybe if it was reversed and 27% get let go for performance reasons I'd buy that not 73% no way. That is corporate fraud.
wrong. It is often a temporary need, FMLA and other reasons staff take off periods of time and must be backfilled.
In all liklihood, 27% includes sizeable % of "make a role" for excellent temps.
IF it is a temporary need they need to be upfront and say it is a temporary need and ensure they and the agency are paying the appropriate premium to attract someone into such a short term job. Claiming it is temp to hire when you have no intention of doing so is fraud. The stat specifically looked at temp-to-hire jobs.
The majority of temp jobs I've seen in my profession have not been temporary needs. They are permanent needs where the company just doesn't want to hire and pay benefits. A lot of the big corporations especially are churn and burn permatemp Sh*tholes.
Last edited by MSchemist80; 04-20-2016 at 07:03 AM..
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