In the context of the GP about basic Maslow needs and fears about housing and healthcare, contract-to-hire as an alternative to interviewing is not risk free for an employee who needs a steady income and isn't confident they will find another good opportunity quickly if they need to.
Interviewing has risks of course, but with interviewing a person can usually continue their current job and only quit when they have a better offer.
With contract-to-hire they have to quit their current job first, then have high uncertainty about whether they have a new long term job or a short contract leading to nothing..
I'm actually suggesting something where teams work with someone for 20h/week (so part time) for say a couple of weeks and based on that make an offer. No one has to quit their job then. But to big of a behavior change for companies to do this I guess.
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In the context of the GP about basic Maslow needs and fears about housing and healthcare, contract-to-hire as an alternative to interviewing is not risk free for an employee who needs a steady income and isn't confident they will find another good opportunity quickly if they need to.
Interviewing has risks of course, but with interviewing a person can usually continue their current job and only quit when they have a better offer.
With contract-to-hire they have to quit their current job first, then have high uncertainty about whether they have a new long term job or a short contract leading to nothing..
I'm actually suggesting something where teams work with someone for 20h/week (so part time) for say a couple of weeks and based on that make an offer. No one has to quit their job then. But to big of a behavior change for companies to do this I guess.