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Temp-to-perm: The advantages of “test-driving” employees

Mona Bijoor is the founder and chief executive of Joor, a New York-based company that connects retailers and brands. As Sarah Max reports for The New York Times, Bijoor's company launched a contract work program last year. The company hired seven people to work in data operations. Each received two days of training and then had a 30-day trial period, at the end of which three of the seven were hired as full-time employees.

The program was successful for Joor, and half of the company's 50 current employees began on a temporary contract. Joor instituted 30-day milestones to track employees' progress, with incentives. If employees reached the milestones, they were extended an offer for full-time employment. 

David Rusenko, chief executive and co-founder of Weebly, a company that hosts websites, also believes that the structure of temporary arrangements has significant value for employers in the recruiting process. Some employers are wary of extending a permanent offer after only conducting an interview. Through conducting a trial period, employers see first-hand how the employees work and fit into the company culture. In addition, if it turns out to not be a good match, temporary arrangements are easier to end than letting go of a permanent employee.

Matt Mullenweg, founder and chief executive of Automattic, which created WordPress, suggests that positions in support and design, along with developers, lend themselves best to a temp-to-perm approach. 

The success of both Bijoor and Rusenko's experience may prompt other companies to institute similar temp-to-perm hiring processes.