Temporary vs. Permanent Employees: Which Option Should You Choose?

Temporary or permanent employees: which staffing option is right for your business? In Quebec, the answer depends largely on how long you need support, how stable your operations are and your capacity to onboard someone new. Covering an absence, handling an increase in orders and creating a strategic position do not necessarily call for the same approach.

Temporary staffing, permanent hiring and temp-to-perm arrangements each meet different needs. Here is a comparison to help you choose an option that fits your operations while accounting for costs, supervision and continuity.

At a Glance

Choose a temporary employee for a short-term or variable need, and a permanent hire for an ongoing position with clearly defined responsibilities. A temp-to-perm arrangement works well when a staffing need could become steady and you want to assess the fit on the job, under clear terms agreed upon by all parties.

Temporary Staffing: Flexibility for a Specific Need

Temporary staffing supports your teams for a set period or as your workload changes. It can be a good option for covering an absence, handling a seasonal peak or completing a one-time assignment. For example, a manufacturer may need additional welders to fulfil an order, while a retailer may need help keeping the store organized during a busy period.

In a temporary staffing arrangement, the agency generally handles certain administrative responsibilities, depending on the agreement. However, your business still plays an essential role in onboarding, providing operational instructions, supervising work and preventing workplace hazards. Responsibilities should be clearly assigned before the placement begins.

This option is less suitable when a role requires extensive internal training and the need is ongoing. In that case, a succession of temporary placements can mean repeated onboarding efforts.

• Best suited for: covering absences, extra workload, short-term projects or fluctuating demand.
• Main benefit: adjusting staffing levels to operational needs.
• Key consideration: plan for supervision and verify the required skills, even for a short assignment.

Permanent Hiring: Investing in Continuity

Permanent hiring is suited to an ongoing need that is part of your business’s regular operations. It supports knowledge retention, skills development and team stability. It is particularly relevant when an employee needs to become familiar with your methods, equipment or important working relationships.

However, it requires a reasonably clear understanding of the role and your ability to sustain it over time. Beyond wages, consider recruitment, onboarding, training, employee benefits and management time. A quick hire alone will not resolve retention challenges.

A staffing agency can support your search and candidate selection. The goal is to find someone whose skills, expectations and availability genuinely match the position.

• Best suited for: essential positions, stable workloads or succession needs.
• Main benefit: building lasting expertise within the team.
• Key consideration: set realistic expectations and provide a structured onboarding process.

Temp-to-Perm Staffing: A Transition That Needs Clear Terms

A temp-to-perm arrangement begins with a temporary assignment, with the possibility of a direct hire later on. This approach can be useful when business activity is stabilizing or when you want to confirm the fit between a person and their work environment.

For the business, it is an opportunity to assess skills in the actual work setting. For the worker, it is also a way to get to know the schedule, team, tasks and working conditions before considering a long-term commitment. The process must remain transparent: the possibility of a permanent hire is not a guarantee.

Before starting, clarify the expected duration, evaluation criteria, check-ins and transition terms, including any applicable fees. This arrangement does not replace either party’s legal or contractual obligations.

• Best suited for: a need that may become permanent or a fit that needs to be confirmed.
• Main benefit: preparing for a gradual transition to direct hiring.
• Key consideration: avoid prolonging an uncertain situation without clear communication.

How Do You Compare Staffing Options for Your Business?

Do not simply compare a temporary staffing hourly rate with an hourly wage. The services included and responsibilities covered may differ. Instead, assess the overall cost, management time, training requirements and impact of leaving a position vacant.

Ask yourself the following questions to guide your decision. If your answers point to an ongoing need, permanent hiring is worth considering. If they indicate significant variability, temporary staffing may be more appropriate.

• Does the need have an end date, or is it likely to continue?
• Is the workload stable, seasonal or unpredictable?
• How long does it take to work independently in the role?
• Who will handle onboarding, training and supervision?
• Which skills are required from day one?
• If a transition is being considered, what conditions must be met to confirm it?

Choose the Right Staffing Option with L'Agence AW

The right choice is not always a single staffing model for the entire business. You can maintain a permanent team and add temporary staff during peak periods.

L'Agence AW supports your temporary staffing and recruitment needs, including roles for welders, welder-assemblers, specialized general labourers, store organization clerks and logistics personnel. Contact our team to clarify your needs, compare available options and plan an onboarding process suited to your workplace.