Question for HR people

[laterbloomer]

I want to pick your brain about standard practice. A company did a large hiring of one year contract positions. During these contracts some permanent positions became available, as well as some contract extensions. The jobs were posted and of course all the contract positions applied, as well as a number of permanent staff in lower positions. The successful candidates are chosen, leaving about half without extensions but a number of months left on their contracts. They are telling the unsuccessful candidates that it was a very hard decision and they really wanted to keep everyone but don't have the funds at this time. They do expect other opportunities to arise and hopefully they can get one of those.

So my question is, how much is sunshine up the butt? In this situation would you tell unsuccessful cadidates that are still employed there they have no chance of ever getting another contract or hired permanently?

[andi9899]

I'm not in HR, but it's been my experience that they hire contractors as a probation period to see if you will work out long term. If you do, you are hired. If not you don't get extended and need to find something elsewhere. "We don't have money" is a way easier way to let people down vs "you suck so we're letting you go."

[Ryan]

I've never really seen this practice at my company, but if I were hiring a lot of people then this strategy would be a dream.  I have had decent luck with my hires, but you get a REALLY good idea for their aptitude within a couple weeks on the job.  If you got to try them out and see if it was a good fit for both sides, it would be great.  Of course, you probably immediately lose candidates if they know they are only doing a 1-year position.

I don't think there is anything wrong with it, the candidates knew they were signing up for 1 year.

[TheOtherMe]

My friend lost her job during the recession of 2009 or so.  Her job got sent to India.  

She found a contract position doing what she was doing.  They had a hiring freeze like a lot of companies did at that time.  Slowly they let all the other contractors go and gave her a permanent position.  She is now 72 1/2 and is down to 32 hours a week.

That contract job turned has turned in to being with the same company over 10 years.

[Knee Deep in Water Chloe]

Tagging Tennesseer

[Tennesseer]

Dec 1, 2021 21:48:24 GMT -5 Knee Deep in Water Chloe said:

Tagging Tennesseer

You made me come back and read this again, eh?

My experience in this was limited.

My employer used another company's employees as contract employees. They were leased to us for one or two years and usually used as leads in our IT department. They helped develope new IT programs.

Once the time alloted in the contract was up they were gone.

I know of only one contractor who came back as a new employee and that was only because he had helped develop a certain program which still needed work.

Any open IT position were first posted internally. If required, the company posted open jobs externally on their website. Former contract employees were free to apply. But they never competed against existing employees.

[Knee Deep in Water Chloe]

Dec 1, 2021 14:46:17 GMT -5 laterbloomer said:

I want to pick your brain about standard practice. A company did a large hiring of one year contract positions. During these contracts some permanent positions became available, as well as some contract extensions. The jobs were posted and of course all the contract positions applied, as well as a number of permanent staff in lower positions. The successful candidates are chosen, leaving about half without extensions but a number of months left on their contracts. They are telling the unsuccessful candidates that it was a very hard decision and they really wanted to keep everyone but don't have the funds at this time. They do expect other opportunities to arise and hopefully they can get one of those.

So my question is, how much is sunshine up the butt? In this situation would you tell unsuccessful cadidates that are still employed there they have no chance of ever getting another contract or hired permanently?

This happens all the time for public school teachers. However, I'm not sure it translates to the "real" world. Yes, a lot of time it is just sunshine. However, the non-returners would have opportunities to apply in schools in the same district or neighboring districts. 

[Knee Deep in Water Chloe]

Dec 1, 2021 21:58:55 GMT -5 Tennesseer said:

Dec 1, 2021 21:48:24 GMT -5 Knee Deep in Water Chloe said:

Tagging Tennesseer

You made me come back and read this again, eh?

My experience in this was limited.

My employer used another company's employees as contract employees. They were leased to us for one or two years and usually used as leads in our IT department. They helped develope new IT programs.

Once the time alloted in the contract was up they were gone.

I know of only one contractor who came back as a new employee and that was only because he had helped develop a certain program which still needed work.

Any open IT position were first posted internally. If required, the company posted open jobs externally on their website. Former contract employees were free to apply. But they never competed against existing employees.

I'm here to serve. 

You're my go-to for HR stuff, Tenn!

[Tennesseer]

Dec 1, 2021 22:00:21 GMT -5 Knee Deep in Water Chloe said:

Dec 1, 2021 21:58:55 GMT -5 Tennesseer said:

You made me come back and read this again, eh?

My experience in this was limited.

My employer used another company's employees as contract employees. They were leased to us for one or two years and usually used as leads in our IT department. They helped develope new IT programs.

Once the time alloted in the contract was up they were gone.

I know of only one contractor who came back as a new employee and that was only because he had helped develop a certain program which still needed work.

Any open IT position were first posted internally. If required, the company posted open jobs externally on their website. Former contract employees were free to apply. But they never competed against existing employees.

I'm here to serve. 

You're my go-to for HR stuff, Tenn!