How to deal with candidates with many temp contracts on CV- is it discriminating?

[Liz1tummypain]

I've had some messages with HR recently about a vacancy we've advertised and we've had a misunderstanding over the applicants. A candidate who seems ok-ish on paper but has a very diverse career history did not really seem that suitable. She has had about 8 jobs in 7 years. I was not enthusiastic about bringing her in. HR person found that a different candidate, who I did want to see, on reflection did not want to come for interview and the one with lots of jobs in her background has now been offered an interview.

Happy to interview the one with the odd -looking background as there are also now 2 better, stronger looking candidates. Anyway, HR staff tells me the one with the 8 jobs, for a number of them, they were temporary contracts. Also tells me she is on " gardening leave" - so not recently made redundant I suppose. I've been told I mustn't discriminate against someone who has a lot of temporary contracts on their CV- is that fair? I just want someone who is reliable and will stay for at least two or three years.

Please help me how I can discuss this with HR. I don't think it will be an issue long term because I think her experience isn't that strong but I want to know, is it true you should not discriminate against people who take a lot of short fixed term contracts?

It is reasonable to consider a "hoppy" work history as a possible red flag, but since you are interviewing the candidate anyway, it would make sense to ask what the reason is. There may be circumstances that make it less of a concern. I had a series of temp jobs when I first moved to London to get experience in my role and then stayed for 10 years at the permanent role I then moved into. It is a reasonable question to ask at interview though.

Surely multiple temporary jobs is less of an issue than lots of permanent jobs where they've only spent a short time in the role before moving on.

In my twenties I had lots of temporary jobs - multiple fixed term contracts.

There are loads of reasons why a person might have done contracts. Ask questions and trust your gut.
your interests dont quite align with HR. They won’t have to manage the person day to day and they can also be keen on get someone cheap. Dont form unfair judgements but remember you have to get the work out of the person, HR dont. A person who is a faff to manage won’t necessarily be a problem to them as long as thy aren’t actually committing gross misconduct, but it’s a hell of a faff for you

I want to know, is it true you should not discriminate against people who take a lot of short fixed term contracts?

Do you mean, is it legal? Assuming the underlying reason isn't related to a protected characteristic, of course it is.

Or do you mean, is it a bad idea? Of course it is. You're allowing your assumptions and bias to dictate. If she has good experience then you interview and ask about the reason for a lot of fixed-term contracts and why she's looking permanently now; and you make a decision based on the interview, not your preconceptions. Maybe she's struggled to get a permanent role & taken whatever she could. Maybe she's been unable to commit to location and now is ready to. But you will never know if you rule her out based on your bias.

Are you new to recruiting? Surprised that that's not bovious really.

You need to just ask about this at interview - and look at the jobs, for example are several in the field you are in or something adjacent? Has the candidate been trying to get into the field but having to still earn some money to 'heat and eat' between the fixed term contracts in it that they have been able to get, for example?

Remember that short term contracts may be nothing to do with the applicant’s commitment. Due to budget constraints (NHS) we’re only able to offer fixed term contracts.

Not sure what the big deal is. A temp contract is a temp one. A permanent one - a permanent one.

Surely you just need to ask what is making you choose a permanent position now? I am going to assume the current job market and uncertainty about labour with the imminent rise of AI

Temp jobs don't mean you're unreliable or not committed. I had lots of temp jobs many years ago, while I was figuring out what to do and gaining experience. I think I'm a very reliable person!

I wouldn't dismiss them as an applicant automatically.

I come at this from the other side of the fence. I had several years when I had a mix of working for temp agencies and being directly employed by organisations on short-term contracts.

This was because of specific personal reasons completely out of my control which meant that I was unable to commit (NOT because of my own preferences. Think medical issues/family circumstances). I didn't want to mess employers around by making them go through the hassle of employing someone permanent and for me to then leave or take time off. So I took the risk on myself so as not to mess employers around. I did worry it would affect how I was viewed when I was eventually able to commit and I think that it did, unfortunately.

The situation changed and I was able to commit - which is what I'd always wanted to do!

However, I gained an awful lot of varied experience (much of which is useful to me in my current permanent job). I was also completely reliable in my temporary jobs. I eventually got a permanent job somewhere I had previously had a fixed term contract (employers who didn't actually know me were less keen, it seems, to take the chance) - so clearly I had done something right. I now plan to stay here for the next 30 years of my working life, if possible!

Prior to my period of temporary work I had had the same job for many years. In many ways I learnt far more when in lots of different jobs than when in the same job.

However, with this person you don't know - just ask them! Eg "Talk me through your career history" or something like that. I was asked that once and I appreciated the chance to explain.

Thanks to everyone who is answering. Just to add, I don't believe I have a negative view about people who do temp jobs. I also had a few years doing temp jobs. Can fully understand they can be the right thing at a certain stage in your work.life..This candidate's entire work history is jobs of two or three months up to, if I recall correctly, the longest being 9 months. Maybe a year, in the most recent job. ( I've been in and out the office a lot last week so scratchinh my brain to remember).

But yes, I can ask more in interview. The reaction of HR seems quite over the top about it..

@LordEmsworth yes I'm fairly new to recruiting

As others said, I'd recommend asking them at interview.

Also look at whether or not some of the jobs are at the same temp agency - I've known young adults who've had quite a few temps positions because they're with an agency that generally does contracts that are only weeks to a couple months long. I'd put it as a positive if they remained with the same agency for multiple jobs as that shows reliability (it's much easier to jump around agencies) and likely means the agency sought to re-recruit them, which they typically only do if they get good feedback about a person.

Used to do a lot of short terms roles 2012 to really 2024.
I’d say my skills are what has declined in past 24 months due to this ‘weird loyalty’ where you can make an 43 cry over working since 16 years of age.

in the last 2 years I have wanted to die everyday (and so do the majority of my colleagues) who work in public sector. We’re all getting screwed.

It's one of those things that could be something or nothing. Sometimes good people are just unlucky, and haven't been in the right place at the right time. Maybe they've had other issues going on in their life and needed a bit more flexibility. Maybe the haven't found their groove. Maybe they get bored easily. Maybe they don't know how to resolve conflict so just leave. Maybe they're a pain in the arse. Who knows. Try and keep an open mind at interview and see how it goes. If she gets the job then maybe book some extra 1-1s, give really clear feedback and expectations to preempt any problems.