In my first article I challenged your thinking on turning down job offers when you are unemployed. Last week in my second article I showed you the math on why taking a pay cut can be a great idea in the long run.
This week I hope to scare some sense provide insight into your “permanent” employment status.
I work as a recruiter for my career. I talk to hundreds of people each year and meet somewhere around 300 of them in person. That’s a lot of people and a lot of conversations about employment, benefits, and pay.
In my business, we do a lot of contracting. Sometimes it is just a short term project a client needs completed – you work for three months, finish the project, and then you are done. In other instances, the contract is more of a “try before you buy” situation for the employer. That is, they get to test you out for six months and before making you a permanent job offer.
Almost Everyone Wants to Be Permanent
Ah, the permanent (also known as perm) offer. The coveted piece of job real estate that everyone seeks. It’s comfortable. It’s secure. It’s just better.
Or is it?
One of the first questions many of the potential candidates I talk to on a daily basis ask is, “Is it a permanent job?”
If I don’t say anything other than “YES!” the job candidates usually don’t walk to talk to me anymore, even if the position has a great potential of going permanent (like a contract-to-hire).
That thinking is beyond flawed and I’m here to convince you why. (If I can’t do that I hope to at least make you pause and think about it. Fair?)
Dissecting the Perks of Being Permanent
If you ask someone to explain why they so badly want to be permanent you will likely get one of the two following answers.
1. Benefits – Everyone needs benefits in some way. Medical benefits being at the top of the list, followed by everything else like retirement, disability, and life insurance.
I will concede for the most part on this one. Medical benefits are likely to be very expensive if you purchased them on your own. However, many companies are switching to high deductible health saving plans in order to save the company money. You end up paying the same or higher premiums and have to front a large yearly deductible before the real insurance kicks in.
In terms of retirement, your 401k may be costing you more money than you realize. Many company 401k plans have hidden expenses added to them that dampen your returns. If you had invested that money into a Roth IRA instead of a 401k, those costs would be transparent (and likely much lower).
2. Stability – This is nearly on par with benefits. The stability of being permanent. What does being permanent even mean? Many people seem to think once you are hired it means you’ve been given the golden ticket. Time to work hard, earn a decent salary, and work an 8 to 5 schedule. Retirement is just around the corner!
Stability and the guarantee of a paycheck are driving forces for many people I talk with.
No One is Truly Permanent
Here’s the catch: no job is truly permanent. How many so-called “permanently employed” family members or friends have you seen be laid off in the last twelve months?
When you hear about factories closing and rising unemployment do you wonder if they were contract laborers or permanent employees? I would argue a large chunk of them were permanent employees.
You see that’s the kicker: no one is truly permanent. From CEOs that get axed down to the newest guy in the accounting group who never had a chance to make a difference. We can all be replaced or simply let go, and our work put on the backs of those left behind.
I’m not saying contracting is the best thing on the planet. Each type of employment has its perks. But I hope this article challenges your assumptions about permanent employment. Generally speaking, if you are good at your job and the economy and your firm are in decent shape, you should be a low risk for getting laid off.
The problem is when either you or your firm are performing at a mediocre level and the economy goes in the tank. Suddenly decisions are made to cut 10, 15, or 20 percent of the workforce. The best get to stay and the rest… well, you know the rest of the story.