Actually, I think "hire them on a temporary basis" is more egomaniacal than obsessing over job interview questions. For someone to work for you as a temp, they have to leave their current full time job and put their benefits in jeopardy. When you hire someone, you should be ready to commit.
In my experience, when someone is hired on to a new company, they are on a trial basis for a certain number of days anyway. This may seem less risky than being explicitly labelled as a temporary-to-hire worker, but they could still find themselves and their benefits in jeopardy if within that trial period either decides this is not as good a fit as the recruitment process suggested it would be.
I think that underneath the intuitive reaction we have to "temporary worker" vs. "permanent worker on a trial basis", they're actually very alike from an individual risk perspective. Either way, in 30/60/90 days, you could find yourself unemployed and still in the same bind. There may be benefits consequences the direction of a temporary worker, especially if you are temped through an agency. On the other hand, that agency might find you another role if the one you are in doesn't work out.
There may be a different discussion about whether or not having this trial period is right, or ethical, or good business, or whatever, regardless of what whatever label gets put on it. My stance on this is that a good process will inevitably make very bad decisions from time to time, and it's not always the best idea to force those bad decisions to be irreversible.
Maybe my experience with the occasional mistakes of what I've seen as otherwise good processes in my past has made me a little less hard-lined about this.
In my experience, when someone is hired on to a new company, they are on a trial basis for a certain number of days anyway. This may seem less risky than being explicitly labelled as a temporary-to-hire worker, but they could still find themselves and their benefits in jeopardy if within that trial period either decides this is not as good a fit as the recruitment process suggested it would be.
I think that underneath the intuitive reaction we have to "temporary worker" vs. "permanent worker on a trial basis", they're actually very alike from an individual risk perspective. Either way, in 30/60/90 days, you could find yourself unemployed and still in the same bind. There may be benefits consequences the direction of a temporary worker, especially if you are temped through an agency. On the other hand, that agency might find you another role if the one you are in doesn't work out.
There may be a different discussion about whether or not having this trial period is right, or ethical, or good business, or whatever, regardless of what whatever label gets put on it. My stance on this is that a good process will inevitably make very bad decisions from time to time, and it's not always the best idea to force those bad decisions to be irreversible.
Maybe my experience with the occasional mistakes of what I've seen as otherwise good processes in my past has made me a little less hard-lined about this.
EDIT: get my quoting italicized correctly.