Temporary to Permanent Recruitment
(Temp-to-Perm)

Temporary to permanent recruitment is a service has the advantages of both temporary staffing and permanent placement. After a dispatched worker has worked for a certain period of time (maximum of 6 months), he or she can become a permanent or contract employee of the client, if both dispatched worker and client agree to such an arrangement. Because there is an opportunity to determine performance and workplace adaptability, this not only prevents mismatches in recruitment, it also increases retention and helps Clients make their organization more competitive by building a better workforce with proven performers.

For inquiries or requests regarding the workforce solutions provided by ManpowerGroup, please do not hesitate to get in touch with us.

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Differences between Temporary Staffing, Temp-to-Perm, and Permanent Placement

Some of the differences between the various workforce solutions are summarized below :

Temporary Staffing

Work period Maximum of 3 years in same organizational unit
Resume review Not possible
Screening, Interviews Not possible
Fee structure Staffing fee (hourly rate x actual hours worked)
Employer ManpowerGroup
Payroll ManpowerGroup
Social insurance enrollment ManpowerGroup

Temp-to-Perm

Work period Maximum of 6 months
Resume review Possible
Screening, Interviews Possible
Fee structure Dispatch period: Staffing fee (hourly rate x actual hours worked)
Upon direct employment: Introduction fee (percentage of theoretical annual salary)
Employer ManpowerGroup (during dispatch period)
Payroll ManpowerGroup (during dispatch period)
Social insurance enrollment ManpowerGroup (during dispatch period)

Permanent Placement

Work period Contract: fixed
Permanent: indefinite
Resume review Possible
Screening, Interviews Possible
Fee structure Introduction fee (percentage of theoretical annual salary)
Employer Client
Payroll Client
Social insurance enrollment Client

Temp-to-Perm Process

  1. STEP1

    Confirm request details

    ManpowerGroup will confirm the job description, requirements and employment conditions.

  2. STEP2

    Candidate selection

    ManpowerGroup will select and introduce suitable candidates.

  3. STEP3

    Screening, Interview

    ManpowerGroup will coordinate with Client and candidates during the recruitment process (i.e. submit resumes, schedule interviews)

  4. STEP4

    Dispatch period

    Selected candidate will start work as a Dispatched Worker. We will follow up and confirm intentions of both Client and Dispatched Worker

  5. STEP5

    Final decision on direct employment

    If Client and Dispatched Worker both agree to direct employment, onboarding procedures will be conducted by the Client.

Frequently Asked Questions

Q1. In Temp-to-Perm, can we request for the resumes of Candidates and can we conduct tests, interviews with them?

Yes, these are possible in the temp-to-perm arrangement.

Q2. Can we directly hire a Dispatched Worker who is currently working at our company under a regular Temporary Staffing arrangement?

Should ManpowerGroup receive such a request from you, the Client, we will confirm with the Dispatched Worker regarding his or her intention to work in your company as a direct employee. If he or she also agrees, under the agreement between the 3 parties (Client, Dispatched Worker, ManpowerGroup), we will change the regular temporary staffing contract into a temp-to-perm contract or a permanent placement contract.

Q3. Can we decide not to directly hire the Dispatched Worker at the end of the dispatch period under a Temp-to-Perm contract?

Yes. You can make your decision during the dispatch period (maximum of 6 months) when you can see a candidate in action, and develop and true understanding of his or her skills and capabilities. There may also be cases when the Dispatched Worker himself or herself may decline the offer for direct employment. If any of the parties do not agree, then the placement will not come into effect.

Q4. When are the contents of the employment conditions to be stated to the Dispatched Worker?

After the Provider has confirmed the job details from the Client, the employment condition contents can be specified to the Dispatched Worker at any time before or during the dispatch period.

Q5. If we directly hire a Dispatched Worker after the dispatch period, is it required that the employment status be regular / permanent only?

Not necessarily - a fixed-term employment contract is also possible. However, please keep in mind that long-term employment is a prerequisite in the conventional intent of job introductions.

Q6. How are the fees charged in a Temp-to-Perm arrangement?

The fees are charged as follows:

  • Before dispatching: no fees
  • During dispatch period: staffing fee (hourly rate x actual hours worked)
  • Upon direct employment: introduction fee

For inquiries or requests regarding the workforce solutions provided by ManpowerGroup, please do not hesitate to get in touch with us.

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