Yes, contract HR hires can certainly be converted to permanent employees. This practice is quite common and is often referred to as “temp-to-perm” or “contract-to-hire”. It allows both the employer and the employee to assess fit and suitability before making a long-term commitment.
There are several factors to consider when converting a contract worker to a permanent position:
- Performance: The contract period can serve as a trial period to evaluate the worker’s performance, skills, and fit within the organisation.
- Business Needs: Consider whether the need for this role is likely to be ongoing. If the role was initially contract due to a temporary increase in workload, it might not make sense to convert it to a permanent position.
- Budget: Ensure that the budget allows for the addition of a permanent role, considering not just salary but also benefits and other costs associated with permanent employees.
- Legal Considerations: Be sure to adhere to any laws or regulations regarding contract work and permanent employment in your jurisdiction. It’s also crucial to review the terms of the initial contract agreement to ensure there are no restrictions or stipulations related to conversion to a permanent role.
- Candidate’s Interest: Lastly, the contract worker must also be interested in becoming a permanent employee. Some individuals prefer contract work for its flexibility, so it’s important to have an open conversation about their career goals and preferences.
Remember to conduct this process transparently and fairly, providing clear communication about the potential for permanent employment from the beginning of the contract period.