Thread: Temp or Hire

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    Do the cost analysis. For what you will be paying the temp agency you may be able to afford a full time secretary. If the need for a secretary is that great go with the temp agency as a quick fix and use that as measurement for the need for the position. If the temp agency provides you with a quality temp then you should consider offering the full time position to the temp. If the temp agency allows for such action... This way you are getting experience and a trail run with the secretary as well. Good Luck!


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    Hire a temp to see how he/she's working ethics are. If you like that person, hire them full-time. If not, hire another temp.


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    Try to hire a temp first to test the waters. If you really need one so bad then you'd have to risk on it anyway. It's okay to go for a temp secretary when you're just starting so you could also adjust to the pay that you have budgeted for it.


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    As others have mentioned, go with hiring a temp first. This will allow you to build trust and develop a relationship with that individual. If you like them, you can hire them to be full time. If not, it is alot easier to dismiss a temp than a full time employee. Also from a cost perspective, you will be able to decide if it is financially beneficial to actually have a secretary working for you. You can also decide whether you can justify keeping that person full time.


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    I agree with those members who felt that hiring a temp for the secretary position is the way to go. However, I believe it should only be for the short-term if you are looking at cost. One good advantage of hiring a temp is that you can evaluate the performance of the individual with a "no-strings-attached" mentality. That is, it you feel that it's not working out, you call the temp agency and let them do the "dirty work". If your temp is doing a great job and you feel that he/she is a good fit for your company, then you have the potential to hire the individual long term.


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