Hiring in construction is never one-size-fits-all. Every project, site, and timeline is different — and choosing the right type of hire can make or break your delivery. Whether you’re building a long-term team or powering through a busy period, deciding between permanent and temporary staff is a critical part of your workforce strategy.
So how do you know which route is right for your business?
At 2020 Recruitment, we’ve supported construction companies across the UK with both temporary and permanent hiring. Here’s our take on the pros, cons and how to make the decision for your next project.
Permanent Hires: Investing in Long-Term Growth
Permanent staff are a key part of any construction business especially when building a core team of skilled professionals who will help grow and represent your brand over time.
When Permanent Hiring Makes Sense:
- You’re filling a critical, ongoing role (e.g., site manager, estimator, quantity surveyor).
- You’re looking to retain expertise and reduce turnover.
- You want to invest in someone long-term who will grow with the company.
- You need consistency, especially on multi-year or multi-phase projects.
Pros:
- Stronger loyalty and cultural alignment.
- Better knowledge retention.
- Lower turnover costs in the long run.
Things to Consider:
- Longer onboarding and notice periods.
- Higher up-front costs (salaries, benefits, recruitment).
- Less flexibility if project workloads shift.
Temporary Hires: Flexible Support for Project Peaks
Temporary staff are ideal when you need speed, flexibility or skills for a defined period. They give you the ability to respond quickly to project demands without long-term commitments.
When Temporary Hiring Makes Sense:
- You’re dealing with tight project deadlines or sudden workforce gaps.
- You’re taking on a short-term contract or project-based workload.
- You need seasonal or phased labour (e.g., groundworkers, trades, labourers).
- You want to trial a candidate before offering a permanent position.
Pros:
- Fast turnaround and workforce scalability.
- Ideal for budget or time limited roles.
- No long-term overheads or obligations.
Things to Consider:
- Shorter learning curve. You may need hands-on supervision.
- Risk of inconsistency if not properly vetted.
- High turnover if candidate engagement is low.
Temp-to-Perm?
Temporary to permanent is a smart hybrid approach especially when you’re unsure about long-term fit. It allows you to bring someone in on a short-term contract and convert them to permanent after a trial period (typically 12 weeks).
At 2020 Recruitment, we offer no handover fees after 12 weeks, making this a low risk way to build a reliable team over time.
Making the Right Choice: Key Questions to Ask
Before choosing permanent or temporary, ask yourself:
- What’s the duration and scope of the project?
- What’s your budget and how flexible can it be?
- Is this role strategic or operational?
- Do you need speed, stability or both?
- What’s the risk of making the wrong hire?
How 2020 Recruitment Can Help
At 2020 Recruitment, we don’t just send CVs, we help you make strategic hiring decisions based on project size, business risk, timescales and budget.
With Constructionline Gold, Gangmaster licence, ISO standards, and sector knowledge, we deliver talent you can trust.
Call us on 01592 805600
Email: info@2020-recruitment.com
Let’s talk about your upcoming projects and the best hiring model to deliver them on time, on budget and without the stress.
