In This Issue
• How one CFO survived 4 CEOs in a few short years
• Best places to work 2013-Employees' Choice Award
• Can your employer ask you for your Social Media login?
This quarter the STRe Solutions team discusses the pros and cons of 'temp-to-perm' hires.
STReWay Winter 2013 Newsletter
2013 has started in the right direction given recent increases in the stock market and housing! On the hiring and employment front there is good news. A couple of newsworthy items:
• LinkSV (www.linksv.com) reported that there were 50 VC fundings in the first 22 days of January as compared to 24 in the same timeframe in 2012.
Recent Articles/Blogs of Interest
Since many of our readers are CFOs, or aspiring CFOs, this article about surviving 4 CEOs in a few short years is interesting:
Best Places to Work 2013-Employees' Choice Award
Can your employers ask you for your Social Media Login?
Candidates and Hiring Managers: Maximize Your Experience with Recruiters
Our highest priority at STRe Solutions is building long-term relationships with both jobseekers and hiring managers. The Recruiter Relations section of our newsletter offers ongoing tips to help you maximize your experience with a recruiter, regardless of whether you're seeking top talent to seamlessly join your team or searching for your next ideal position.
Should I consider a position that is "Temp-to-Perm"?
As a candidate you want to understand why the position is being filled on a 'temp-to-perm' basis. It could be because the last person in the job did not do well so the company wants to "try before they buy." Or, it might be because there is no Headcount budget for this position. This is certainly a risky move, as they may not get the headcount and you have no way of predicting this or influencing it.This question is all about risk vs. reward. If you are gainfully employed and just passively looking for a new opportunity that would enhance your career, this is a very risky move. On the other hand, if you are in transition, this might be a risk you want to take. And.. if you have been consulting for some time and would like a perm opportunity, this is the way to go.
We often get requests from our clients to hire on a temp-to-perm basis and sometimes it is for the reasons listed above, and sometimes it is because they need the resource immediately so they hire a temp (who might be considered for the perm position) and continue to search for the perfect candidate. From the hiring manager's perspective, this seems like the best of both worlds. It also allows you to fill your resource need more quickly than if you look for a perm candidate. Most temp-to-perm candidates are available to start pretty quickly if they are between projects or on an assignment where they can give a week's notice.
As a hiring manager if you limit your pool of candidates to only temp-to-perm, you are narrowing down the candidate pool considerably. So.. you need to understand that if you are truly looking for a long term hire, you may be missing the best candidates, who are currently working in a perm position.
FEI Silicon Valley
Sue Salvesen, STRe's CEO, is a Second Vice President of FEI Silicon Valley (www.feisv.org), an organization of senior level finance leaders. FEI has monthly dinner meetings at Palo Alto Hills Country Club where you can build relationships with your peers; attend professional development breakfasts and advance your knowledge and earn CPE credits; and enjoy social events including Sharks hockey and the annual golf scholarship tournament.
STRe Fun - Biggest technology flops of 2012
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