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Who do I ask to become a full-time employee: HR or my manager? (lemmy.wtf)

submitted 2 weeks ago by [email protected] to c/[email protected]

14 comments fedilink hide all child comments

Was hired as a temporary employee (not through an agency) for one year and was told by HR that maybe after 6 months they would consider bringing me on FT. Would it be better to express my interest with HR instead of my manager since they were the ones who originally mentioned it?

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[–] [email protected] 17 points 2 weeks ago* (last edited 2 weeks ago) (1 children)

told by HR that maybe after 6 months they would consider bringing me on FT.

Oh honey.

You should talk to the manager about it, but I suspect they will hem and haw, and say something vaguely about looking into it without providing you with any specifics.

Companies hire temps and dangle the "well maybe we'll hire you some day" out there to string them along.

Sometimes temp to hire works out, but in my experience only if the temp period is short as a probation period or if there is writing that after "x" time as a temp they either let you go or bring you on full time. Preferably both things.

If I were you, I'd start tuning up your resume and sending it out now. If your current job comes through then nothing really lost, and if your job isn't actually interested in making you an employee then you should spend this employed time to look for a job without the stress of no income.

[–] [email protected] 1 points 2 weeks ago (1 children)

My two "real" jobs were temp that turned permanent, I like that approach so much more than interviewing. It's an audition, and gives you enough time to know if you want to work there.

But I've never had to ask, there was always an offer after a couple months whenever they decide it's going to be cheaper to pay the recruiting fee and stop paying the agency. I don't think it's a bad idea, if you do like the place, to talk to your manager, also see if there are internal job listings. If they say no openings start looking for another job from the comfort of this one, but don't assume malice. Though that "maybe, after 6 months" does sound squishy as heck.

[–] [email protected] 2 points 2 weeks ago* (last edited 2 weeks ago)

Not fond of repeating myself, but:

Sometimes temp to hire works out, but in my experience only if the temp period is short as a probation period or if there is writing that after “x” time as a temp they either let you go or bring you on full time. Preferably both things.

[–] [email protected] 8 points 2 weeks ago (1 children)

You've got your answer but I want to add: You manager, or their superior, is who informs HR that you are now FT. HR doesn't move people around in any way except sometimes to terminate an employee, and even then they don't initiate that call, management does.

[–] [email protected] 6 points 2 weeks ago (1 children)

This, but with an asterisk. HR may also be able to tell the manager that they're not approved to take on another full-time employee, even if the manager insists. All are beholden to the almighty budget.

[–] [email protected] 1 points 2 weeks ago

You're right, that's why I had backed up and put "or their superior".

But I'd disagree with HR managing the budget and making calls like that. At least I've never worked anywhere where HR has that kinda juice, all management, and HR ain't management.

[–] [email protected] 4 points 2 weeks ago* (last edited 2 weeks ago)

Go to your manager first. You need all the allies you can get. Especially if your manager is a good person who wants to support you, they need some time to prepare mentally to push against HR.
Plus typically line managers don't set the budget, so making a team member permanent will be in their own interest, unlike HR who might be instructed to keep the cost down.

[–] [email protected] 7 points 2 weeks ago

If you didn't get that promise from HR in writing, it didn't happen.

In some countries there are labour laws that determine that you have to become permanent if you have worked in the same role for a period.

HR is the company's department that manages its human assets, you.

Your manager is the person who determines if you're useful and will instruct HR accordingly.

The only time you'd go to HR directly is if your manager is dysfunctional or if they were advertising a new position you want to apply for.

[–] [email protected] 20 points 2 weeks ago (1 children)

Whatever you do, make sure your manager is in the loop and first to know anything. Many higher-ups don't like it when their subordinates bypass them.

[–] [email protected] 8 points 2 weeks ago

seconded, you saying anything to HR directly won't do anything but annoy your manager. (You're opinion is worthless to them anyway). Your manager is the one you want to talk to, they'll make a case that you're needed.

[–] [email protected] 55 points 2 weeks ago (1 children)

Manager. Ideally, you want your manager ready to fight HR to keep you before reminding HR of what they told you. Also, managers generally don't like their people going to HR about things without already knowing the situation ahead of time. They don't want to get a call from HR and be surprised, even if its something innocuous.

[–] [email protected] 17 points 2 weeks ago

Also, managers generally don't like their people going to HR about things without already knowing the situation ahead of time.

Yep. This part. Even if you convince HR, your manager will be able to come over the top and say no. And if they feel like you are an HR risk, that’s exactly what will happen.

[–] [email protected] -2 points 2 weeks ago

You can do both. Won’t hurt anything

[–] [email protected] -1 points 2 weeks ago

Probably ask both idk

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