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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
Probably ask both idk
If it's amazon then pick a god and pray
thanks for using Leebra!
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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.
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