Full-time, part-time, freelance—recruiting options can seem overwhelming with so many choices available. It’s enough to make your head spin!
Before you dive in, let’s take a moment to simplify the options.
In this blog, we’ll break down the different types of employment with a touch of humor to keep things light.
Whether you’re seeking candidates who thrive in the stability of a 9-to-5, the flexibility of freelancing, or a mix of both, we’ve got the insights you need to find the perfect fit for your roles.
Ready to explore your options? Let’s get started!
Top 10 types of employment you should know about
1. Full-time employment
Full-time is the old standard-bearer, wherein employees typically work 35 to 40 hours a week.
It provides valuable stability—complete with a steady paycheck, health insurance, paid vacations, and, if they’re lucky, even a retirement plan.
But much like the dog in that meme, when all hell breaks loose, employees surprisingly take it all in stride.
Full-time employees can offer recruiters consistency and long-term commitment. They form the backbone of organizations, and knowing their needs with respect to work-life balance and career growth is very important for employee retention.
Competitive benefits and a clear path to advancement could make a real difference in attracting the best talents and retaining them.
2. Part-time employment
If you’re seeking candidates who need to balance work with other priorities, part-time roles might be the perfect fit.
Suitable for students, parents, or anybody who manages multiple gigs—typically fewer than 30 hours a week.
Flexibility is the mainstay of part-time employment: mornings could be spent at work, giving them the afternoons off, or vice versa. They lose full-time perks like health insurance or paid time off but often gain freedom in exchange.
There’s also a certain appeal to clocking out just as the day starts to heat up, knowing one has finished their work.
The recruiting target should be those candidates who need a reduced schedule but wish to contribute substantially.
The key to securing quality part-time workers is clearly communicating the role’s expectations and the availability of limited benefits.
3. Temporary employment
Temporary employment is like sticking one’s toe in the water, not diving.
It gets you through a short period when you need some quick cash or to get a feel for some new field you’re interested in.
Temporary employees are perfect for short-term needs or project-based work. Recruiters should emphasize the opportunity for varied experiences and networking.
Highlight the potential for future opportunities or full-time conversion, which can be a strong incentive for attracting skilled temps.
One of the perks of temporary work is its versatility: you aren’t held down for the long haul, and it offers a great way to get experience, build your network, and keep options open.
What’s more, at the close of the assignment, they are free to take the next adventure.
4. Freelance
Freelancing is the ultimate work-life balance—or work-life blur.
Freelancers are their own bosses. They pick and choose projects, set their own rates, and work from anywhere in the world.
This setup is best suited for independent people who can self-motivate through the ups and downs of an unpredictable workload.
In the recruitment space, it’s essential to understand the freelancer’s mindset, value their self-reliance, and ensure clear communication, particularly in detailed project briefs.
Freelancers are also ideal for highly specialized or short-term projects.
By recognizing their need for independence and providing well-structured assignments, recruiters can effectively collaborate with freelancers and achieve desired outcomes.
You might also like – 5 powerful strategies to hire freelancers
5. Gig work
Gig work means radical flexibility—or chaos, depending on how you look at it.
Whether it’s driving for a rideshare service, delivering food, or taking on freelance projects, gig work allows one to pick up jobs as they come. One breaks free of the traditional 9-to-5 structure.
This means that, for the recruiters, it’s more important to target those who will give fast results and do well under minimal supervision. Such roles are perfect for those who love to dip in and out of work and often handle several things at a time.
Clearly state the gig’s scope and timeline to make it attractive to the right kind of talent; this will ensure that expectations are set from the start.
This clarity helps in matching the right candidates with roles where they can excel.
Don’t miss out: Gig economy recruitment: A 360-degree guide hiring talented gig workers
6. Probationary employment
Probationary employment is like a test drive, but it’s the candidate who is supposed to take the test. Most new hires are placed on probation—typically for 3 to 6 months—while the employer assesses whether they’re the right fit for the role and the company.
From a recruitment perspective, probations offer the chance to test the waters before committing to a permanent hire.
It is that one period where the candidates have to prove their worth so that a permanent spot is ensured. This can be pretty stressful, as every move feels closely monitored.
As a recruiter, you should focus on reassuring candidates about the opportunity this period provides them to integrate into the company.
They should be made aware of the assessment criteria and timelines so they know what is required of them and can, hence, give their best performances.
If successful, they secure a permanent position; if not, they return to the job market.
7. Contract employment
Contract employment is like a mission; you are hired to do something or run one project that is limited in time.
It’s all about doing the job, collecting the paycheck, and moving on to the next challenge without the long-term commitments and the usual office drama.
For recruiters, contract positions are ideal when you need specialized skills for a set period.
The pay is likely to be particularly tempting for entrants with niche expertise, but as soon as the contracted time expires, they’re back in the job market.
So you want the perfect candidates who will work best with clear goals, timelines on discrete deliverables, and the thrill of hitting one challenge after another. You want to look for experts within these fields who will hit the ground running.
Set clear terms and well-defined project goals from the beginning to keep the project focused and satisfy all parties.
8. Seasonal employment
The best seasonal jobs are for those who love the hustle but only for part of the year.
Think about retail workers during the holidays, lifeguards during the summer, or ski instructors during the winter. These roles are great for making extra cash when demand is high, but once the season ends, so does the job.
From a recruiting standpoint, seasonal jobs are ideal for peaks in demand.
Look for people who are flexible and able to ramp up quickly. Students with adjustable schedules and anyone who likes to move quickly would be perfect for this type of work.
Be clear that this is only temporary, but do not fail to indicate the potential for repeat hiring or longer-term opportunities.
The right expectation will attract people who are ready for the seasonal rush and may return for any future opportunity.
9. Leased employment
Leased employment is a bit of a unique setup.
You will be officially employed by one company — usually a staffing firm — but you work daily at another company. It is almost as if you are “leased” out: the staffing agency pays your salary, and you work on-site with the client company.
This can be a win-win situation, where the client gets the specific skills without long-term commitments, and the employee gets the flexibility to work in an environment outside his or her office.
Leased employees are a great solution for a recruiter when urgent staff is required.
For success, it’s important to ensure these workers are well integrated into the team and have clarity about roles. This calls for close coordination with the recruitment agency to ensure good onboarding and set expectations.
This setup will appeal to those craving variety in a work environment or wishing to gain an inroad into a new company.
10. Contingent employment
Contingent employment is all about being ready when needed.
Companies bring on contingent workers for specific projects or to meet temporary demands. While they’re part of the team, they stay only as long as they are needed for their expertise.
From a recruitment perspective, contingent workers are ideal for short-term projects or as-needed support.
Focusing on candidates who thrive in unpredictable environments and can quickly adapt to changing needs is crucial.
Clear communication about the role’s temporary nature is essential to attract the right talent. Highlighting any potential future opportunities can also help secure the best fit for the position.
5 future trends in employment type
With the changing work scenario come changes in employment types. Let’s explore what the future may hold.
1. Expanding remote work
A report by Owl Labs in 2022 stated that 16% of companies globally are fully remote, while 62% of people between 22 and 65 work from home at least occasionally.
Remote work is here to stay. The pandemic has shown that many jobs can be performed from home, and people love its versatility.
The better technology gets, the more companies will offer remote options. The future will likely see fewer people tied to a physical office, whether fully remote or hybrid.
Read more: Building a Reliable Tech Stack for Remote Hiring Needs: How Can You Go About It?
2. Accelerating gig economy
The gig economy has exploded, and it’s only getting started. More and more people are choosing freedom and adaptability from gig work.
From Uber to Upwork to Fiverr, these platforms barely represent the surface. As more industries adopt this model, gig work could easily be a leading form of employment, particularly for those who crave control over their time.
3. Prioritizing work-life balance
The future of employment is likely to swing toward work-life balance.
Gallup’s 2022 research shows that 89% of employees with wellness programs in place report higher levels of engagement and job satisfaction.
Businesses have finally begun to understand that happy workers are also productive.
Jobs are more likely to come with adjustable hours, telecommuting, and four-day workweeks. Focusing on being able to enjoy life while getting the job done.
4. Increasing contract and freelance opportunities
Contract and freelance work are rising as more companies look for specialized skills on a project-by-project basis. This allows businesses to be agile in scaling their workforce up or down according to demand.
Workers have more choices when choosing projects that match their skills and interests.
You may find more people identifying as “career freelancers” rather than traditional employees.
5. Emphasizing ethical and sustainable employment
With increased global awareness of social and environmental issues, the demand for ethical and sustainable employment will likely grow.
Businesses will be pressured to provide fair wages, develop diverse workplaces that are inclusive, and work sustainably. These rank among the top deciding factors in workers’ choice of workplace, especially for the young generation.
These trends paint an exciting picture of the future of work—one that is more diverse and centered on well-being.
As a recruiter, staying ahead of these shifts will position you to attract top talent in this ever-evolving job market, whether you’re filling entry-level positions or sourcing experienced professionals looking for a career change.
Frequently asked questions
1. How can I ensure that part-time employees feel valued?
Offer opportunities for growth, such as professional development or pathways to full-time roles, to make part-time employees feel valued.
Recognition goes a long way—publicly acknowledge their success just like you do for the full-time workers. If possible, provide benefits or perks, like flexible hours, to show appreciation.
2. How can a candidate’s fit be assessed during probation?
In probation, it is necessary to focus on their ability to adapt to the company’s workflow and culture.
Are they meeting the job expectations and showing the skills they were hired for?
Regular feedback sessions during this period are essential. Clearly define specific measurable performance goals at the beginning and review them periodically with the candidate.
This will assist you in evaluating their fit and making them very clear about their standing so that if they are the right match, they can easily transition to permanent employment.
3. What’s the key to retaining temporary or contract workers?
The key effective short-term retention practices for temporary or contract workers are all about delivering positive and enriching work experiences.
Be open about the contract period and any possibilities of extension or further prospects of work.
Competitive remuneration is necessary, but so is making them welcome as part of the team. Keep the lines of communication open—keep them regularly updated on project status and request their views.
A good experience not only enhances their current performance but also makes them more likely to consider future roles with your company.
