What’s the difference? Temps or Consultant?
It’s all a matter of semantics.
An intern is someone who works in a temporary capacity with an emphasis in on-the-job training for a career, rather than just employment. Interns can be paid, unpaid, or receive a stipend. Interns can gain school credit and a network of contacts.
Temporary employees are bought in for a specific period of time on a defined project. This can mean a day, a week, six months, or even a year.
Contract employees are also brought in for specific periods of time; however the term generally denotes a higher level of skill and pay than a temporary employee. Think technical support versus administrative assistant in terms of position.
A consultant is similar, in that the position is specific in duration; however, the term generally implies a high level of skill and pay.
The employment market contains many options. Depending on your intention, all are viable alternatives to a full-time employee.
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Corra understands that with flexible scheduling and ever changing needs for different businesses it is necessary to hire temps as well as permanent employees. Whatever the case, and whomever you hire, it is important to conduct a pre-employment screening program on every person who comes to work for you.
You can established different background checking programs for temps and permanent employees. More than a few companies conduct more simple background checks on their temporary or contractual workers than they do on those who are in permanent positions.
Whatever the case, it is important to run the Social Security Trace and some form of criminal check, be it a nationwide criminal database search or county criminal search. These searches are cost effective and can help reduce liability and assorted problems in the work place.
Check them out before you hire.
