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Hi everyone,

We currently have a few freelancers transitioning into internal positions. In the past, my colleagues handled this by terminating the external profile and creating a new internal profile for reporting and clarity purposes. However, we are now questioning if this is the most efficient approach.

How do others handle this process? Do you simply convert the external profile to an internal one, or do you follow a different method? We would greatly appreciate hearing about best practices for managing such transitions.

Looking forward to your insights!

Best regards,

Joy

People Operations Specialist

 

Hello Joy, 

Thanks for your post, because this is also a question we have at Enko ! 

For now, we just changed their status in Personio from External to Internal. 
By doing so, here are my key takeaway : 
 

  • Very easy, only one click !! 
  • Very easy reporting after the changes are done. 
  • We struggled with the hiring date. Indeed, from a contract perspective, we wanted to reflect that they started recently with us, and also because in our company internal processes, your start date to benefit from long-term careers and seniority take the contract Start Date. Nonetheless we wanted to keep track of this “false” hiring date (first time we required their freelance services)
  • The Probation period : Legally speaking, we could enforce a probation period. But for this use case, we considered that our freelancers were a good fit for the company alreday if we ended up offering them a contract. 
  • Historical data : It’s quiet hard within Personio to visually and easily see these changes. We need to go into the Historical section, which can be quite messy with all the changes done throughout the year. 
  • Position change : If they change position, same as Historical Data.

I wonder if Personio have best practices to share about this use case ? 

I hope it helps ! 

Nathan

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