At FlexAgility, we specialize in legal and compliance recruiting and staffing solutions. One of the most common challenges we encounter is the misalignment between candidates’ salary expectations and the actual market conditions. This issue can be especially prevalent when transitioning from temporary staffing roles to permanent positions.

 

The Staffing Dilemma: Higher Pay, Different Expectations

Why Staffing Roles Pay More
Staffing assignments, particularly in specialized fields like legal and compliance, often come with a premium. These roles are usually short-term and require specific expertise or urgent deliverables, which justifies the higher pay. Companies are willing to offer attractive compensation for flexibility and immediate results.

However, while these roles may come with an inflated paycheck, they often lack the stability, benefits, and career growth that permanent positions provide. Yet, because candidates experience higher pay in these temporary roles, they tend to use them as a benchmark for future positions—even when transitioning to more stable, long-term roles.

The Overcompensation Problem
The higher salaries offered in staffing can create an unrealistic expectation among candidates. When moving from these short-term assignments to full-time, permanent roles, candidates often expect similar or even higher compensation, overlooking the fact that permanent positions typically include additional benefits such as health insurance, retirement plans, and job security.

This overcompensation leads to a disconnect between candidate expectations and what employers are willing to offer for a permanent position, where the compensation structure is often more balanced across various forms of remuneration—not just salary.

The Reality of Permanent Positions

What Full-Time Roles Really Offer
Full-time positions, particularly in-house legal and compliance roles, come with a different value proposition. While the base salary might not always match the high pay rates of temporary roles, these positions offer stability, long-term growth opportunities, and comprehensive benefits packages. This includes bonuses, professional development opportunities, and the security of knowing your role is long-term, as opposed to the project-based nature of staffing.

Unfortunately, many candidates focus solely on the salary number and overlook the full scope of what permanent employment offers. This can lead to a mismatch in the hiring process, with candidates feeling undervalued and employers struggling to find suitable talent within their budget.

Bridging the Expectation Gap

For Candidates: Adjusting to Market Realities
As recruiters, part of our role at FlexAgility is to manage these expectations by having transparent conversations with candidates. We help them understand the distinction between temporary staffing roles and full-time employment, emphasizing the full range of benefits that permanent roles offer beyond just the salary.

For Employers: Highlighting Long-Term Value
For employers, it’s crucial to communicate the full value of the permanent positions they offer, including long-term career prospects, benefits, and work-life balance. While salary is important, candidates need to be reminded that these roles provide a holistic package designed for sustainable growth.

Conclusion: Creating a Balanced Perspective

At FlexAgility, our goal is to help both candidates and employers find the right fit by aligning salary expectations with the realities of the market. By fostering open communication and setting realistic goals, we help ensure that both parties are satisfied with the outcome.

If you’re navigating the transition from staffing roles to permanent employment or you’re an employer looking to hire legal and compliance professionals, FlexAgility is here to guide you through the process, ensuring that expectations align with the long-term value each opportunity provides.