When you need people, the first question is usually who. The second, and often more important one, is how. Hiring permanently, bringing someone in on a fixed-term contract, using temporary staff or setting up a managed workforce all solve different problems. Choosing the right approach saves money, reduces risk and gets the right people in place faster.
Start with the need, not the hire
Before deciding on a type of hire, be clear about what you are trying to solve. These questions are a good starting point:
- Is this a permanent need, or is it linked to a project, a season, a contract or a period of absence?
- How predictable is the demand? Will you need the same number of people every week?
- How quickly do you need someone to start?
- How specialised are the skills, and how long would it take to train someone new?
- How much time does your team have to recruit, onboard and manage new people?
Permanent hires
A permanent hire is right when the role is part of the long-term running of the business. You are investing in someone who will learn your processes, build relationships and grow with you.
Works well for: core roles, positions that need significant training or knowledge of your business, and leadership roles.
Points to consider: recruitment takes longer, especially for specialist or senior roles, and the cost of getting it wrong is higher. A well-run probation period gives both sides a chance to confirm the fit.
Fixed-term contracts
A fixed-term contract gives you someone for a defined period, such as twelve months to cover parental leave, or for the length of a project. You get the commitment and continuity of an employee without a permanent long-term commitment.
Works well for: projects, absence cover, new initiatives where long-term demand is not yet clear, and specialist skills you need for a period.
Points to consider: under the Protection of Employees (Fixed-Term Work) Act 2003, fixed-term employees should not be treated less favourably than comparable permanent staff. There are also rules on successive fixed-term contracts, which can, in certain circumstances, lead to a contract of indefinite duration. It is worth taking advice if you plan to renew contracts repeatedly.
Temporary staff
Temporary staff, usually supplied through a recruitment agency, cover short-term needs: seasonal peaks, unexpected orders, sickness or holiday cover. The agency handles recruitment and, in most cases, employment and payroll, so you can scale up or down without adding to your own administration.
Works well for: variable or seasonal demand, short notice requirements and roles where people can become productive quickly.
Points to consider: under the Protection of Employees (Temporary Agency Work) Act 2012, agency workers are entitled to the same basic working and employment conditions, including pay, working time, rest breaks and leave, as if you had employed them directly to do the same job. Good induction matters too. Temporary staff who understand your safety rules, quality standards and expectations from the first day become productive much faster.
A managed workforce
Where you need a larger flexible workforce on an ongoing basis, a managed approach can work better than booking temporary staff role by role. A recruitment partner takes responsibility for sourcing, onboarding and supporting the workforce, and in some cases provides management on site.
Works well for: operations with a significant contract or flexible workforce, sites where demand changes week to week, and businesses that want consistency without adding to their HR and administration workload.
Combining approaches
Many businesses use a mix: a permanent core team for the roles that need deep knowledge and continuity, supported by contract or temporary staff who absorb peaks and project work. Some use temporary or contract roles as a way to assess people before offering permanent positions.
The right mix depends on how your demand changes through the year and which roles are critical to keeping the business running.
Thinking about cost
Comparing hourly rates alone can be misleading. When you weigh up the options, consider the full picture:
- The time your managers spend recruiting, interviewing and onboarding.
- Advertising, payroll and administration costs.
- The cost of vacancies, overtime and missed orders while roles are unfilled.
- Training time before a new person is fully productive.
- The cost and disruption of a hire that does not work out.
A simple way to decide
- The need is ongoing and central to the business: hire permanently.
- The need is real but time-limited or tied to a project: use a fixed-term contract.
- The need is short-term, seasonal or unpredictable: use temporary staff.
- You need a sizeable flexible workforce on an ongoing basis: consider a managed workforce.
Talk to us about your workforce
eFlexes provides permanent and temporary recruitment, executive search and managed workforce solutions for employers across Ireland. Explore our workforce solutions or get in touch to discuss what you need.
