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Ok, some basics...
Temps or contract workers are typically paid from a different budget than full time personal. That helps keep the company's cost under control and forecast-able. It looks better on the books because they don't have these costs associated with the business, year in and year out. They typically use temps to meet production demands, short term staffing issues (mat leave, long/short term employee absences and project related work) that require a specific expertise only for a limited amount of time.
In the systems world, it's much cheaper to hire an "expert" who has already done that, so to speak, then to hire someone, train them and have them learn on the job.
It's all part of the project budgeting process. The advantage to the employer is similar to a rent to own situation. Try before you buy.
The agency should be giving the employer a discounted fee rate in a temp to perm situation as they have been making money on the contract prior to a full time offer.
Converting temps to perm employees and getting a fee for it is also all part of companies' budgeting process. From the agency point of view, releasing a temp to a company is losing a revenue source, a "resource" if you will. The agency expects to be paid to release that resource, they are their "commodity". The temp is getting access to the agency's network of clients and is essentially paying the agency to do so. It cost money to run an office.
Fishheadjoe
Temps or contract workers are typically paid from a different budget than full time personal. That helps keep the company's cost under control and forecast-able. It looks better on the books because they don't have these costs associated with the business, year in and year out. They typically use temps to meet production demands, short term staffing issues (mat leave, long/short term employee absences and project related work) that require a specific expertise only for a limited amount of time.
In the systems world, it's much cheaper to hire an "expert" who has already done that, so to speak, then to hire someone, train them and have them learn on the job.
It's all part of the project budgeting process. The advantage to the employer is similar to a rent to own situation. Try before you buy.
The agency should be giving the employer a discounted fee rate in a temp to perm situation as they have been making money on the contract prior to a full time offer.
Converting temps to perm employees and getting a fee for it is also all part of companies' budgeting process. From the agency point of view, releasing a temp to a company is losing a revenue source, a "resource" if you will. The agency expects to be paid to release that resource, they are their "commodity". The temp is getting access to the agency's network of clients and is essentially paying the agency to do so. It cost money to run an office.
Fishheadjoe
Open an employment agency. Get other people to work for you...How can I get rich without working?
Fishheadjoe
Marry a rich women. Oh.....wait a minute...you are already married. Never mind.How can I get rich without working?
Based on the responses here plus my own personal experience, it seems to me that temp work varies a great deal by industry. My experience mirrors yours, temps are usually treated like dirt with an extremely low chance of being hired. You're better off spending your time looking for a job then being a temp. But from what I've read here it doesn't seem so bad for some industries. My only experience comes from having to deal with the basic agencies. The ones that will shove any employee at any opening, basically providing you with a breathing person and that's it. It seems quite different for specialized agencies.
