Permanent recruitment
Permanent recruitment is generally used when an employer wants to hire a person into its ongoing workforce. The employer's own employment process determines the role, compensation, onboarding and ongoing management.
It can be appropriate for long-term positions where the business expects the role to continue.
- Long-term workforce requirement
- Direct employer hiring process
- Ongoing role ownership
- Suitable for recurring business functions
Contract or workforce staffing
Contract staffing can be used when the business has a defined project, seasonal demand, temporary workload or other requirement that does not fit a conventional permanent hiring cycle.
The legal and commercial structure should be clearly documented, including who employs the worker, who manages payroll and which party handles statutory responsibilities.
- Project or time-bound requirements
- Seasonal or variable workforce demand
- Defined service and commercial scope
- Clear responsibilities between parties
How to choose
Start by defining the expected duration, role criticality, workforce volume, operating location and desired management model. Then compare the administrative and legal responsibilities under the proposed arrangement.
Employers should obtain appropriate professional advice for labour-law or contract-structure questions.
- Expected duration
- Number of workers
- Role and supervision model
- Payroll and statutory responsibilities
- Commercial and service terms
GRFS recruitment support
GRFS focuses on recruitment and workforce support based on employer requirements. The applicable hiring model, service scope and responsibilities should be agreed in writing before deployment.
Frequently asked questions
Is contract staffing always cheaper than permanent hiring?
Not necessarily. Total cost depends on wages, service fees, statutory responsibilities, duration and the specific workforce arrangement.
Who is responsible for statutory compliance in contract staffing?
Responsibility depends on the legal and contractual structure. It should be explicitly documented and verified for the specific arrangement.
Can an employer move from contract to permanent hiring?
That depends on the contract, employer policy and applicable legal and commercial terms.