It’s not unusual for small company owners to debate whether they should hire all full-time employees, all part-time employees, or a mix of the two. Some businesses require more part-time employees to meet changing demands, while others want a steadier and more predictable workforce. Each employment choice has advantages and disadvantages, the final selection is based on your company’s unique needs. But before you arrive at your final decision on whether to hire part-time or full-time employees, there are a few differences you want to consider.
One of the advantages of recruiting part-time staff is the schedule flexibility they enable. Part-time personnel can help you ramp up when business heats up and cut back when things slow down if your schedule demands alter.
When you can’t guarantee stable work schedules, however, it might be difficult to acquire and maintain committed personnel. It’s also difficult to assist individuals in becoming fully adept at their jobs if they just work part-time.
Hiring full-time staff, on the other hand, makes it easier to maintain a constant schedule, and your employees are likely to be more productive. Full-time employees may be more loyal to your company as a result of this.
You always run the danger of overstaffing your company, which means you’ll have to deal with additional attendance and performance difficulties.
Part-time workers are usually paid by the hour and must log in and out at the start and conclusion of their shifts. Employees who work full-time may be paid hourly or receive a fixed income.
Full-time hourly employees are classified as “non-exempt,” whereas salaried employees are classified as “exempt.” Salaried employees are excluded from the overtime restrictions of the FSLA, however non-salaried employees will be paid extra if they work more than 40 hours per week.
Job sharing is another possibility if you’re not ready to commit to full-time staff just yet. This method entails recruiting two part-time workers to fill a single role.
These people may collaborate to execute the task, or they may never see each other. This arrangement can help small firms or anybody who is having trouble hiring the proper full-time staff.
Job sharing, according to the US Department of Labor, can boost morale and productivity. However, for this arrangement to operate, both individuals must effectively manage their job obligations.
Onboarding is an important element of hiring new employees, but it doesn’t always look the same for part-time and full-time workers. Make sure not to overload part-time workers with too much information at first.
They have less time to digest the knowledge you’re giving them since they spend so little time on the job. It may be beneficial to participate in “pre-boarding” to assist prepare your part-time staff.
This include having their tasks ready before they start working, sending welcome packages so they know what to anticipate, and completing all documentation prior to their start dates.
It’s also critical to make part-time employees feel as though they’re equally as vital to the firm as full-time employees. Allow all your employees to communicate with and learn about their coworkers.
For mentorship possibilities, try partnering part-time employees with a more experienced coworker. This allows new workers to connect with someone they may ask questions to during their first 90 days on the job.
Whether you hire full-time or part-time workers is determined by your current business demands. To guarantee that your needs are being addressed, you should assess your balance between various staffing alternatives at least once a year.