4 Types of Employees You Should Consider Hiring

When you need to find someone to fulfill a new role or take over an existing one, it can be tempting to resort to standard hires. That is individuals with years of full-time experience who have no gaps in their resume. While these hires certainly are essential, not looking outside this narrow definition of a good hire can do your business a disservice.

There are many different types of employees whose credentials or background may differ from a standard hire, but who bring a host of other advantages to the table. If you’re curious about who we mean, read on to discover 4 types of employees you should consider hiring. Broadening your search will create a more diverse workplace and also bring about new ideas, experiences, and insights to your team.

 

1. Parents Returning to Work

Returning to work after child-rearing can be incredibly challenging. Not only do stay at home moms and dads often face discrimination when applying for jobs, but they may also continue to experience it during the interview stages or after being hired. It’s an unfortunate reality that can only be changed by open-minded employers and accommodating working arrangements.

So, what are the advantages of hiring a parent who wishes to return to work? The Huffington Post’s article “10 Reasons You Should Hire a Stay-at-Home Mom highlights a multitude of reasons why stay at home parents make great employees, from their time management skills to their second-to-none planning skills. Some parents may wish to return to work part-time while continuing their parenting duties, while others will want to return to work full-time. Offering flexibility and the opportunity for different types of work arrangements will ensure you don’t miss out on a great hire who just so happens to be a parent.

2. Temp to Hires

In case you haven’t come across this term, it may change the game for your hiring practices. As Wonolo explains, temp to hire roles is “often between three to six months, with the possibility of an extension or a permanent hire at the end of the temporary period.” Sounds pretty straightforward, right?

Temp to hire roles provide employers with flexibility and also the opportunity to vet a potential employee before bringing them on full time. Despite the many benefits these hires offer, some employers are reluctant to bring them on board. Perhaps they think the paperwork will be too complex, or the situation a bit too ambiguous. In fact, with a clear contract and proper communication of expectations, these worries can be put to rest.  

3. Interns

Whether or not interns are worth hiring is a topic of debate. Of course, some interns may be more trouble than they’re worth. However, there are many interns who have made great contributions to the company they intern at and have even gone on to work their way up the company ladder.

Interns often bring fresh perspectives, enthusiasm, and innovative thinking to the workplace. Sadly, some companies do not give them the opportunity to offer these qualities as they have them doing menial tasks like fetching coffee. If you do choose to hire an intern, make the most of the arrangement by making sure they have a mentor to take them under their wing. You never know, your intern might be the next big thing in your industry, so give them the chance to thrive and you’ll be rewarded for your efforts.

4. Former Self Employed Workers

One of the employee types some employers shy away from are former self-employed workers. As these workers have may not have worked in a typical work setting for a while, they may have a small to a substantial gap in their office-based work history. But why should that be seen as a detriment?

As Forbes points out, individuals with experience working for themselves shouldn’t be dismissed as they can offer businesses a lot of unique qualities. For example, they may show drive and determination, as well as a willingness to “get in the trenches.” Of course, every candidate is different, so it’s important to allow them to present their case to you for consideration.

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