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    When a customer has a long-term need, direct hire is ideal. Direct hire positions are permanent, usually full-time positions with benefits. From the outset we are involved during the recruitment and hiring process, but after an offer is accepted, the candidate goes directly on our customer’s payroll.

    The process for direct hire can be a little slower because jobseekers want to take their time when making a long-term decision. It is ideal for jobseekers that are not as comfortable taking the risk of working contract. Direct hire employees are also eligible for company benefits such as health, retirement, and PTO, and have the security of a long-term, permanent position.


    A hybrid of temporary and direct hire, contract-to-hire is a way for our customers to test the waters. It allows potential employees to prove themselves to our customer and see if the culture is a good fit. Likewise, it allows our jobseeker the opportunity to grow accustom to our customer for a predetermined period of time. During the contract period, we employ the talent.

    The contract-to-hire process typically moves fairly quickly. Before entering into a contract-to-hire situation, customers should outline the terms – how talent will be evaluated and when the contract period ends. Customers should also maintain open lines of communication and provide consistent feedback to put the talent at ease. Once a permanent position is offered and accepted, talent transitions from our payroll to the customer’s payroll.

    Contract-to-hire offers many benefits for both our jobseekers and customers when both have sincere intentions. Talent can rest assured that D.C. Powell and Associates, Inc. only partners with employers who are serious about hiring and have a long term need.


    We place jobseekers with customers that are looking for a temporary employee, with hopes that she/he could end up being a longer-term full-time employee. The temporary assignment is considered a trial period and gives both our customers and jobseekers an opportunity to determine if they are a good fit for each other. From the company's standpoint, they can use the temporary assignment to evaluate the employee and see if they have the skills necessary to be brought on full-time. They can make sure that the employee fits in with the company's culture and that they are able to work well with those around them.

    For the employee, it is a chance to really show an employer what they have to offer. It is also an opportunity to make sure they feel comfortable with the new employer, the co-workers they will be working along side and that the projects they are being asked to work. If at the end of the pre-determined period the customer wants to hire the job seeker, they will inform us about their intentions and move ahead with their in-house hiring process with no additional fees attached.


    Temporary employment is an ideal solution for unpredictable workloads, project work, seasonal peaks, and other limited-term needs, such as a leave of absence. These often are used by customers in need of skilled jobseekers for long-term work, but are leery of bringing new hires onto their own payroll, often due to the fact that the employer is unsure of future needs. Will the work still be there for the person to do six months from now? Or will business droop, meaning the employer may have to let someone go.

    Hiring employees is costly, as you know, and our customers understandably fear to hire someone just to have to let him/her go a few months down the road. Bringing in someone for a long-term assignment (two months to a year) can help you get the work you need done before you make the huge commitment of hiring someone on to your payroll. If it turns out you find the temporary employee to be an excellent member of your team, you can hire him/her at any time.