The UK facilities management (FM) sector is a massive industry – worth over £102 billion and supporting around 1.2 million jobs. Yet despite its size, FM employers face unprecedented staffing challenges. Skills shortages and hard-to-fill vacancies are plaguing the industry, making it increasingly difficult to find qualified FM professionals.

MostonRECRUIT draws on 14 years of FM recruitment experience to help organisations navigate these challenges. In this evidence-based guide, we’ll compare temporary vs permanent FM staffing and when to use each approach for optimal performance. We’ll examine five core FM recruitment models, the latest 2025 UK staffing trends, and a decision framework to choose the right solution. Let’s dive in – backed by statistics and real-world insights – to make informed FM hiring decisions.

The Five Core FM Recruitment Models

Facilities management encompasses diverse hiring models. While permanent and temporary staff are the most common, organisations also leverage contract, interim, and temp-to-perm arrangements. Each model has distinct characteristics and ideal use cases:

Permanent FM Staff

Permanent employees are hired directly on an open-ended contract and become an integral part of the company. They offer stability and deep organisational knowledge. Best use cases: core operational roles, technical specialists critical to ongoing maintenance, and leadership positions that benefit from continuity.

Although the upfront costs (salaries, benefits, NI contributions, pensions, training) are higher for permanent hires, the long-term value is often superior for ongoing needs. These staff become embedded in the company culture and help preserve institutional knowledge over time. Cultural integration is a major benefit – permanents are fully invested in the team and brand, which can boost morale and service quality. High retention among permanent FM staff also means less disruption and better preservation of expertise on site.

Permanent front-of-house FM staff (such as receptionists) provide consistency and align closely with company culture. They become the familiar, reliable faces of an organisation’s facilities services, enhancing client and employee experience.

Temporary FM Staff

Temporary FM staff are hired for short-term needs and offer maximum flexibility. They may be sourced through agencies and are typically paid hourly or daily for the duration of their assignment. Ideal scenarios: covering seasonal peaks (e.g. holiday cover for maintenance crews), filling in for staff absences (sickness or maternity leave), or handling sudden demand surges (like emergency repairs or events).

Temps enable quick deployment – MostonRECRUIT, for example, can often present qualified temp FM candidates within 24–48 hours for standard roles. This rapid response keeps operations running smoothly. Cost-wise, while hourly rates for temps are higher, companies save on benefits and only pay for actual hours worked, aiding cost control. For short projects or trial periods, temporary staffing avoids long-term commitments. MostonRECRUIT’s facilities management temp recruitment process includes rigorous vetting and compliance checks, ensuring even short-term FM hires meet the same standards as permanent staff.

Contract FM Staff

Contract staffing refers to fixed-term engagements – typically for a set project or timeframe. These FM professionals are brought on for a defined period (often 6, 9 or 12 months) to fulfill specific objectives.

This model is common for project-based requirements: for instance, mobilising a new facility, implementing a one-time compliance program, or clearing a maintenance backlog. Contract FM staff provide specialised technical expertise without a long-term commitment. Organisations get experienced talent (often with niche skills) to execute the project, and the contract naturally ends upon completion.

Typical contract durations in FM range from a few months up to two years, depending on project scope. The advantage is you gain highly skilled specialists (e.g. a HVAC engineer to oversee a retrofit) just for the period you need them. It’s a cost-effective way to deliver projects, since you’re not permanently adding to headcount. Many FM firms use fixed-term contracts to remain agile – scaling teams up or down in sync with project pipelines.

Contract FM teams are often assembled for specific projects – for example, engineers and planners brought together to execute a facilities upgrade. They work on fixed timelines and objectives, delivering technical expertise without long-term staffing obligations.

Interim FM Professionals

Interim FMs are senior-level professionals brought in on a temporary basis to provide leadership or strategic direction. They typically serve as stop-gaps in leadership roles – for example, acting as an interim Facilities Director or Head of Estates during a transition. Common use cases include turnaround projects, organisational restructures, merger integrations, or crisis management in FM (e.g. addressing major compliance failures).

MostonRECRUIT for example supports organisations with senior interim FM professionals through a dedicated leadership network built over 14 years in the industry. We maintain an active bench of experienced FM Directors, Heads of Estates, Transformation Leads, and Compliance Specialists who can be deployed quickly, often within 3–7 days for urgent assignments. Every interim is pre-vetted for strategic capability, sector-specific experience, and organisational fit, ensuring they can step into high-pressure situations and deliver immediate impact.

These professionals bring a wealth of experience and hit the ground running. Engagement terms are usually defined by a contract length (often 3–9 months) or specific goals to achieve. Day rates for interim FM managers reflect their expertise – often a few hundred pounds per day (e.g. £300–£600/day depending on the role level). Despite the higher daily cost, organisations value interims for the immediate impact and strategic leadership they provide in a time-limited capacity. When the need is high-level and urgent, an interim FM is the ideal solution over waiting months to onboard a permanent executive.

Temp-to-Perm FM Recruitment

Temp-to-perm is a hybrid approach that offers a “trial before hire.” In this model, an FM professional starts in a temporary capacity but with the expectation that if things go well, they will transition into a permanent role.

This strategy significantly mitigates hiring risk. The employer can evaluate the candidate on the job over a period (typically 12–16 weeks) to ensure they are a great fit for the team and role. During this trial, the individual remains an agency temp or fixed-term contractor. If performance meets expectations, the company then converts them to permanent status. The conversion process involves the candidate and employer agreeing to the switch, negotiating any placement fees with the recruitment agency, and issuing a permanent contract (with salary, benefits, etc. kicking in).

Temp-to-perm arrangements are common for roles where it’s hard to assess fit through interviews alone, or when an urgent need requires getting someone in quickly with the option to keep them long-term. It essentially extends the probationary evaluation period. When handled transparently (MostonRECRUIT facilitates clear terms upfront), this approach benefits everyone – the employer secures a vetted hire with confidence, and the candidate gains a permanent job after proving themselves.

2025 Trends Shaping FM Staffing Strategies

Staying on top of current workforce trends is crucial when deciding between temporary and permanent recruitment. In 2025, several factors are driving how FM teams are structured in the UK:

Workforce Flexibility on the Rise

Flexibility in staffing continues to grow post-pandemic. The UK’s contingent workforce (temps, contractors, freelancers) is expanding – the number of temporary workers rose 9.8% year-on-year to 1.60 million in early 2025, now comprising about 5.4% of the overall workforce.

Employers are increasingly relying on temp and contract staff to remain agile amid economic uncertainty. At the same time, hybrid working has become standard practice in many sectors, including FM. According to recent data, 91% of UK organisations offer some form of flexible working, yet around 3% of employees (roughly 1.1 million people) quit their job in the past year due to lack of flexibility.

This highlights a generational shift in expectations – staff across all age groups now prioritise work-life balance and control over schedules. In fact, one 2025 survey found from CV Library, hybrid work is the most desired setup across all ages and genders of candidates. Facilities management has adapted accordingly: many FM roles (especially in management and support functions) now incorporate hybrid arrangements, and some organisations even manage multiple sites remotely through digital platforms. The emphasis on flexibility means FM recruitment strategies must consider not only what type of contract to offer (perm vs temp) but also the flexibility within those roles to attract and retain talent.

Specialist Skills in High Demand

Modern FM is increasingly technical and compliance-driven, leading to acute demand for certain skill sets. There are critical shortages in areas like HVAC engineering, electrical maintenance, and building management systems (BMS) expertise. For example, Reuters industry figures in late 2024 showed a shortfall of about 59,000 plumbers and HVAC workers in the UK, and a need for 33,000 more electricians to meet rising demand.

This skills gap means competition is fierce for qualified technicians – many employers turn to specialist contractors or interim hires when these roles can’t be filled permanently fast enough. Compliance and regulatory expertise is another priority: with stringent building safety, health & safety, and sustainability regulations, FM teams need professionals versed in these areas. Roles like fire safety managers, energy managers, and environmental compliance officers are in demand but hard to find.

Similarly, the push for sustainability in the built environment is shaping FM recruitment. Organisations are seeking candidates with energy management and sustainability credentials (e.g. carbon reduction, ESG reporting experience) to help meet green targets. The rise of smart building technology also means that FM staff who can work with IoT sensors, data analytics, and automated building systems are highly valued. In short, specialised skills carry a premium in 2025. Employers often must use targeted strategies – such as engaging contract specialists or offering higher salaries for permanent hires – to secure talent in these niche areas.

Core-Flex Hybrid Staffing Models

To balance cost and agility, many FM departments are adopting hybrid staffing models – maintaining a permanent core of employees and supplementing with temporary/contract staff as needed. This “core-flex” approach provides stability at the center (for business-as-usual operations and knowledge retention) while allowing flexibility to scale up or down.

For instance, a facilities management provider might keep a backbone of permanent technicians, supervisors, and managers who carry the ongoing workload, and then layer in temps or contractors during peak seasons, large projects, or new contract mobilisations. This blended model can optimise costs: permanent staff handle predictable work, ensuring quality and cultural consistency, whereas the flexible segment absorbs volatility without long-term payroll impact. It’s not unusual in 2025 for an FM service company to have, say, 70–80% permanent staff and 20–30% temporary/contract staff at any given time – though the ratio varies by business.

The key is balancing permanent versus temporary to achieve both reliability and responsiveness. When done right, a mixed model reduces overtime and burnout on core staff by using temps in busy periods, and it helps organisations stay lean if the market slows (since temp contracts can expire naturally). Case studies have shown that FM firms using core-flex models often report better cost optimisation and the ability to bid on larger contracts knowing they can quickly staff up with contractors if awarded the work. This trend underscores that it’s not an either/or between permanent and temporary – the future of FM staffing lies in the strategic combination of both.

Technology-Driven Recruitment and Management

Technology is playing a bigger role in FM recruitment and workforce management. Digital platforms now enable faster matching of candidates to FM jobs – for example, online portals and databases can instantly connect an employer needing a temporary facilities coordinator with pre-vetted available candidates.

AI-driven recruitment tools are helping screen CVs and even conduct initial assessments, speeding up what used to be a lengthy hiring process. For temporary placements, dedicated apps allow FM supervisors to request, schedule, and manage temp staff on-demand, sometimes within hours. On the job, tech is also enabling remote facilities management: IoT sensors and cloud-based Building Management Systems mean some monitoring and control tasks can be done off-site.

This has opened doors for remote FM roles or at least hybrid roles where a manager can oversee multiple buildings digitally and only be on-site as needed. Additionally, compliance and skills verification are enhanced by tech – MostonRECRUIT, for instance, leverages digital credential checking to ensure staff meet all requirements (right to work, certifications, H&S training) before deployment.

The result is greater confidence in using flexible staff, because technology helps maintain standards and track performance no matter the contract type. As these tools continue to advance, we expect an even smoother integration of temp and perm workers into cohesive FM teams. The bottom line: embracing technology in recruitment and workforce management is allowing FM organisations to be more nimble, ensuring that whether a role is filled permanently or temporarily, the person is qualified, compliant, and onboarded quickly to add value from day one.

How to Choose the Right FM Recruitment Approach

With multiple staffing options available, how should you decide between hiring permanent employees or using temporary solutions for a given FM role? A balanced evaluation of several key factors will guide the decision:

Factor 1: Role Nature and Duration

Consider the fundamental nature of the role and how long the need is expected to last. Is the work ongoing and central to operations, or short-term and project-based? Permanent hires are indicated for business-as-usual functions and continuous responsibilities.

For example, if you need a Facilities Manager to oversee compliance and vendor contracts year-round, that’s a permanent need. Roles tied to core operations (maintenance team leaders, helpdesk coordinators, security supervisors) usually merit permanent staffing because they require continuity and long-term ownership of processes.

In contrast, temporary or contract staff are ideal for finite assignments – a project to upgrade all HVAC systems over 6 months, an extra cleaning team for a 3-month deep clean program, or maternity cover for the office services manager. As a rule of thumb, if a role or task has a clear end date or is cyclical in nature, a temporary engagement makes sense. If it’s an indefinite need that will persist beyond 12 months with steady workload, leaning toward a permanent hire is wise.

Some organisations use a decision matrix: for needs under ~6 months, temps are usually favored; 6–12 months could go either way (temp or fixed-term contract), and beyond a year, permanent yields more stability. Defining the role’s scope and timeline up front is the first step in choosing the right staffing model.

Factor 2: Budget and Financial Planning

Budget considerations are pivotal. Permanent employees come with significant fixed costs – not just salary but also pension contributions, paid leave, training, and other benefits. Temporary staff, on the other hand, have variable costs – typically a higher hourly rate (which also includes agency fees and a premium for flexibility) but you pay only for the hours or days needed, with no long-term obligations. For short-term needs, temporary staff can be very cost-effective since you avoid the recruiting costs and overhead of a permanent hire.

However, if a position is effectively full-time ongoing, the cumulative cost of a temp (with agency markups over many months) will outstrip a permanent salary. It’s important to do a break-even analysis: for example, a role needed for 3 months will almost always be cheaper to fill with a temp contractor, whereas a role needed for 3+ years is almost certainly cheaper as a direct hire. One often-overlooked aspect is the “total cost of ownership” of an employee.

When factoring in recruitment expenses, onboarding, equipment, management oversight, etc., temporary hires can sometimes equal or even lower the total cost compared to permanent hires for short-term needs. This is because permanents incur ongoing costs even during slower periods, whereas temps do not.

That said, permanent staff tend to deliver better long-term value – lower turnover costs, accumulated knowledge, and the ability to develop internally. Financially, organisations must weigh short-term efficiency vs. long-term investment. A general guideline: use temps to manage budget constraints or short bursts of work without long commitments, and invest in permanent staff when the role is critical to success and the cost can be amortised over years of service.

Factor 3: Skills and Expertise Requirements

The level of specialisation needed can influence the recruitment approach. Is the role highly specialised or more generalist? If you require niche technical skills or certifications (for example, a lift engineer with specific accreditation, or a sustainability consultant experienced in BREEAM assessments), you might struggle to find available talent quickly on a permanent basis.

In such cases, hiring a contract specialist or interim can plug the gap – you get the expertise for exactly as long as needed. Interim FM professionals are also beneficial if you need very senior expertise for a short period – say a veteran with 20+ years experience to advise on a major transformation – which might not be affordable or necessary permanently.

Conversely, if the skills can be developed internally or are broad (like a facilities coordinator handling vendors and work orders), a permanent hire who can be trained and grow with the organisation might be preferable. Also consider the experience level: less experienced candidates might be better as permanents so you can train and shape them; highly experienced experts might prefer contract/interim work and can be easier to attract on that basis.

Another element is training investment – if the role requires significant upfront training (like learning company-specific systems or procedures), a permanent hire ensures that investment is retained. With temps, you’d have to retrain new people if the first temp leaves. Thus, when critical technical qualifications or deep expertise are a priority and are needed immediately, a temporary or contract solution may be the quickest way to secure those skills. If the skillset is part of your ongoing operations, consider building it in-house permanently.

Factor 4: Cultural Fit and Team Integration

Facilities management is a team endeavor – how a person fits with your organisational culture and existing team is key to success. Permanent staff naturally have more time and incentive to integrate with the company’s culture, values, and workflows.

They participate in team-building, understand the company’s mission, and build relationships with clients and stakeholders over time. If cultural cohesion and long-term team stability are important for the role (for example, a Facilities Supervisor who will interface daily with client representatives, or a receptionist who is the “face” of the company), a permanent hire will likely achieve a better outcome.

On the other hand, temporary staff can still be onboarded effectively, but the process and expectations differ. When bringing in a temp, you need to ensure a swift onboarding focusing on key tasks and site rules, since they won’t have months to learn by osmosis. They might not fully absorb the company culture in a short stint, and frequent turnover of temps could impact team morale if not managed (full-time staff may tire of repeatedly training new temps).

Team dynamics are a consideration: an FM team with a strong core culture can welcome a rotating cast of contractors easily; but a less cohesive team might struggle with too many outsiders coming and going. Also consider service consistency – customers/building occupants may notice if faces change frequently. Retention impact: High turnover (which is inherent with temp roles) can affect service quality and institutional memory.

Therefore, roles that are central to your culture or require tight team synergy are best filled permanently. Use temporary staff in roles where integration is straightforward and the person can operate somewhat independently or with minimal cultural acclimatization (for instance, a temp maintenance technician who primarily works on scheduled tasks can slot in more easily than a facilities manager who attends leadership meetings).

Factor 5: Market Conditions and Talent Availability

Lastly, let the current job market conditions inform your strategy. In a tight labor market with low unemployment and scarce FM talent, finding a suitable permanent candidate could difficult without a facilities management recruitment agency such as MostonRECRUIT.

You might opt for a temp or interim to fill the gap while searching for the right long-term hire. Conversely, during times of higher unemployment or when you have a strong pipeline of candidates, leaning on permanent recruitment is feasible. Talent availability in different segments matters: for example, if qualified HVAC engineers are like gold dust in your region, you might secure a good one by offering a permanent position with attractive benefits (to lure them from competitors).

If that fails, hiring a contractor via an agency such as MostonRECRUIT could be Plan B to ensure you don’t lack the skill. Competitive salary landscapes also play a role – certain in-demand roles (say, CAFM system specialists or energy managers) might only be affordable on a project basis for smaller companies.

Additionally, consider hiring timelines and notice periods. Permanent hires often have to serve notice (one to three months), which could leave a leadership gap – an interim can bridge that period. Temporary staff can often start almost immediately (within days), which is advantageous if speed is crucial. Regional factors are notable too: some areas of the UK have severe FM talent shortages, meaning permanent recruitment there is challenging – local employers may rely more on agencies to bring in contractors from elsewhere.

Also, be mindful of economic cycles: if a recession looms or budgets are uncertain, you may favor temporary hires that give you flexibility to adjust staffing without redundancy costs. In stable growth periods, investing in permanents to build your team makes more sense. Ultimately, staying attuned to the job market and economic climate will help you pivot your FM recruitment strategy proactively – sometimes the decision is made for you by external conditions, and the best approach is to remain flexible and open to both temp and perm solutions as the landscape evolves.

Expert FM Recruitment Solutions from MostonRECRUIT

When navigating these staffing decisions, having a knowledgeable recruitment partner can make all the difference. MostonRECRUIT offers a comprehensive solution for both permanent and interim FM recruitment, backed by deep industry expertise:

14-Year Track Record: We are an established FM recruitment specialist with over a decade of experience in the UK facilities management sector and trusted by majority of the tier 1 FM providers within the UK. Since our founding, we’ve supported FM hires at all levels – from maintenance technicians to facilities directors – building a reputation for quality and trust. Our longevity means we’ve weathered varying market cycles and have a proven track record of successful placements. (MostonRECRUIT is proud to be a dedicated facilities management recruitment agency trusted by leading companies across the UK.)

Tailored Staffing Solutions: We don’t believe in one-size-fits-all. Our team takes time to assess your specific needs – whether you require a core permanent hire to strengthen your team or a squad of temp workers for a seasonal project. We then design a bespoke recruitment strategy for you. This could mean advising on a mixed approach (e.g. 2 permanent hires plus 3 temp contractors), or creating a phased hiring plan that aligns with your budget and timeline. The goal is a scalable solution that can flex with your business. We have dedicated divisions for permanent and temporary recruitment that can also collaborate to support temp-to-perm transitions seamlessly. Need to ramp up staff for a new contract mobilisation? Or perhaps reduce reliance on contractors by hiring full-time staff? We’ll craft the right approach for your objectives.

Quality Assurance Process: Whether filling a permanent role or a temp assignment, MostonRECRUIT maintains rigorous quality standards. All candidates go through extensive vetting – including skill verification, reference checks, and compliance screening (right-to-work, certifications like CSCS or NEBOSH if applicable). Our FM recruitment specialists interview candidates to gauge not just technical ability but also cultural fit and customer service mindset, which are crucial in FM roles. For temporary placements, we ensure candidates have up-to-date training (for example, H&S inductions) so they can hit the ground running. We stand by our placements with a service guarantee – for permanents, that means replacement policies if things don’t work out, and for temps, regular check-ins and performance monitoring. This commitment to quality gives our clients peace of mind that every hire – long-term or short-term – will meet their expectations and uphold their standards.

Industry Expertise: FM isn’t just one of many sectors for us – it’s a core focus. Our recruiters possess deep facilities management knowledge, often coming from FM backgrounds themselves. We stay current on FM industry trends, salary benchmarks, and regulatory changes that impact hiring. This insider insight allows us to advise clients intelligently (for example, we can tell you if a certain skill is in short supply and suggest interim solutions, or share market salary data to help you secure a top candidate).

We also have extensive networks in the FM field – thousands of contacts and an active talent pool of facilities managers, engineers, coordinators, and interim specialists. When you partner with MostonRECRUIT, you gain access to this network, dramatically widening your reach to find the right person. Our expertise has made us a trusted recruitment partner to FM service providers and in-house FM teams alike. We understand the fast-paced, service-driven nature of facilities management and deliver candidates who thrive in that environment.

Whether you need a permanent FM professional to strengthen your core team or temporary FM staff to handle peak demand, MostonRECRUIT is ready to help. We pride ourselves on delivering tailored, high-quality staffing solutions that keep your facilities running smoothly. Don’t let staffing gaps hinder your operational performance – reach out to our specialist team to discuss your FM recruitment requirements and find the right mix of talent. Contact MostonRECRUIT today and let us support your facilities management success.

Frequently Asked Questions About FM Recruitment

Q: What’s more cost-effective: temporary or permanent FM staff?
A: It depends on the duration and nature of the role. Temporary staff offer lower short-term commitment and flexibility – you only pay for the hours you need and can scale down when the work is done. This often makes them more cost-effective for assignments under about 6 months, especially if you want to avoid the expense of hiring and onboarding a full-time employee for a brief project. However, temps do have higher hourly rates (and may include agency fees), so over a long continuous period they become costly. Permanent staff involve higher upfront costs (recruitment, training, benefits), but if the role is ongoing, they usually provide better long-term value. After about 12 months or more, a permanent employee often delivers a higher ROI through increased productivity, familiarity with the site, and not having to repeatedly train new people. You also avoid the premium hourly rates that come with long-term temps. In short: for a short, finite job, a temp is usually cheaper; for a long-term role, a permanent hire pays off. Remember that the true cost isn’t just wages – factors like turnover, knowledge retention, and consistency mean a permanent team member can save money over time that a rotating temp workforce might lose.

Q: How quickly can MostonRECRUIT place temporary FM staff?
A: Our established candidate network enables us to move very fast. For standard FM roles (say a maintenance technician, receptionist, or facilities coordinator), we can typically present qualified, pre-vetted candidates within 24–48 hours. In many cases, a temp can be interviewing and even starting work in just a couple of days from your initial request. For more specialist technical positions (for example, a contract HVAC engineer with specific certifications or a senior interim Facilities Manager), we aim to supply candidates within about 5–7 days. This slightly longer timeline allows us to thoroughly verify niche skills and ensure compliance (for instance, checking that an interim manager has up-to-date security clearances or that an engineer’s qualifications meet regulatory standards). We understand that when you ask for temp staff, you often need them immediately, so our process is geared for speed: we maintain a ready bench of FM professionals and use digital tools to rapidly match availability to your job. Of course, exact timing can vary by location and role complexity, but generally MostonRECRUIT is known for rapid deployment of temp FM staff, often outpacing the industry norm.

Q: When should I use interim FM professionals instead of permanent managers?
A: Interim FM professionals are best for specific scenarios where you need senior expertise on a temporary basis. Consider using an interim (i.e. a seasoned facilities leader on a short contract) in situations such as: covering a leadership vacancy (for example, your Facilities Director resigns and you need someone to hold the reins for 3 months while you recruit a replacement), leading a transformation or change project (like implementing a new CAFM system or reengineering your maintenance processes – an interim with that experience can drive it to completion), managing a crisis or turnaround (if there’s a major compliance issue or a failing service contract, an interim FM can come in to fix it with an objective eye), or any high-level, time-limited initiative. Essentially, if the need is strategic, urgent, and not permanent, interim is ideal. Interim managers bring a wealth of knowledge and can start adding value from day one, without the long hiring process. They’re also useful if you want an outside perspective to challenge the status quo. On the other hand, if the responsibilities are ongoing and you want someone to be part of your long-term leadership team, then you should invest in a permanent manager. Think of interims as troubleshooters and bridge-gap leaders – they excel when you have a defined period or goal in mind and need expert leadership just for that period.

Q: What’s involved in converting temp-to-perm FM staff?
A: Converting a temporary FM staff member to permanent (often called “temp-to-perm”) is a straightforward process that usually occurs after a trial period of around 12–16 weeks. Here’s how it typically works: First, you’ll discuss with the candidate that you’d like to offer them a permanent position – generally both parties need to agree to the conversion. Next, since the individual likely came through a recruitment agency as a temp, there may be a fee negotiation or a pre-agreed conversion fee to settle with the agency (this is often outlined in the contract from the start). Once that’s handled, you will issue a permanent employment contract to the candidate. They transition from being paid via the agency to being on your payroll. It’s important to also enroll them in any company benefits (holiday entitlement, pension scheme, etc.) that permanent staff receive. The notice period and other terms might change from what they had as a temp. MostonRECRUIT facilitates this process to make it smooth – we handle the paperwork and timing so there’s no gap in the person’s employment. Essentially, the worker goes from time-sheeting as a temp to becoming a regular employee with a salary. From an operational standpoint, you should onboard them just as you would any new permanent hire (even though they’ve been on site for weeks, it’s good to formally welcome them as a full team member). Temp-to-perm is beneficial because by the time of conversion, the person is a proven fit and can hit the ground running permanently. We maintain transparent fee structures for temp-to-perm so you know the costs upfront and there are no surprises when you decide to hire our temp outright.

Q: Do temporary FM staff need the same qualifications as permanent staff?
A: Yes – at least they should. A reputable recruitment agency like MostonRECRUIT will hold temporary candidates to identical vetting standards as permanent ones. In facilities management, safety and competence are paramount regardless of a person’s contract type. That means a temporary maintenance electrician, for example, must have the same 18th Edition electrical qualification that a permanent electrician would need. We ensure all temp FM staff undergo full qualification checks and provide proof of certifications or training required for the job (be it an IPAF license for working at heights or an SIA license for a security role). We also do reference checks and work history verification on temps just like we do for permanents. Compliance screening (right-to-work documents, DBS checks if applicable for the site, etc.) is completed for everyone we place. The goal is that a temporary FM worker can step in and perform to the same standard as a permanent employee in that role. From the client’s perspective, you should expect no drop in service quality – a temp caretaker or HVAC technician should be just as qualified to do the work safely and correctly. We also advise our clients to include temps in any site-specific training or briefings that permanents get, so they are equally informed about local procedures. In short, having a shorter tenure doesn’t mean lesser qualifications. By holding all FM staff to the same professional requirements, we ensure your customers and assets are in capable hands, whether the person scanning badges at the front desk is there for a week or employed for years. Consistent vetting and training are the key to consistent quality.