Temporary-to-Hire or Direct Hire: Making the Right Recruitment Decision


One of the decisions that need to be made when looking for employees is what kind of staffing you are specifically after. When you are seeking people to fill long-term positions, the choice often comes down to whether to make the position a temporary-to-hire contract or a direct-hire contract. Temporary-to-hire obviously offers flexibility, but direct hire allows you to scope out higher-level workers and get more skill-intensive positions filled. To better understand the ups and downs of these two hiring models, consider the following.

Temp-To-Hire Contract Pros and Cons


  • Temp-to-direct hire positions allow you to fill positions that do not require full-time workers. These can include short-term help for seasonal shifts in business, filling in for someone on leave, or only needing help for the duration of a specific project.
  • There is also a much stronger “try before you buy” implication with temporary-to-hire contracts thanks to the implicit understanding that the position will be short-term but could have the potential to become more should business circumstances change, or if the employee makes a strong enough impression.
  • Lastly, temporary-to-hire positions are useful when you can be certain that you will need the extra help now but are uncertain if you will have enough work later on to justify the hiring.


  • Since a long-term hiring is not guaranteed, temp-to-direct hire contracts are not suitable for positions that warrant a certain level of investment in the company. For example, if you are trying to fill a managerial post or are after a certain high-level skill, the person who would be able to provide this service is likely to expect the stability and benefits that come with direct employment.

    temporary to hire contracts

Direct Hire Pros and Cons


  • Direct hire workers are ones who you can faithfully assume will be around for the long term. Direct hires are best for positions that require a large degree of training, investment, or integration with your business practices or culture, as well as placements that can be expected to have enough of a workload to keep them sufficiently busy.
  • Since direct-hire positions often come with benefits, such as insurance plans, vacation, and the like, they can also serve as extra incentives when trying to attract highly sought-after talents. After all, if a person is trying to decide between two companies, the one that offers more stability and benefits is likely to win out.


  • The flip sides of direct hiring are closely related to their benefits. Although direct-hire contracts are useful when the position requires an investment in your business, they also call for an investment by your business as the employee is trained and integrated. This can mean you face extra costs if things don’t work out or if circumstances change so the position ends up no longer being needed.
  • The benefits that can make direct hire posts so attractive also require extra costs by your company, meaning they aren’t always advisable in particularly budget-strapped situations.

Getting Both with an Employment Agency in Mississauga

Regardless of whether you decide direct hire or temporary-to-hire to be your best option, an employment agency can help you find the right candidate to fill the post. Resolve Recruit, Inc. is one of the leading employment agencies in the Mississauga, Brampton, and Toronto areas. We match skilled workers with a variety of businesses for both temporary and direct-hire positions. Learn more by contacting us at sales@resolverecruit.com or call (905) 568-8828.