Temp-to-
Perm.
Reduce hiring risk. Know before you commit.
Start a worker on a casual basis through DSC. If they perform and fit your team, convert them to permanent employment when you're ready. You get the time to assess properly — without the cost and risk of getting a permanent hire wrong.
Three steps to a permanent hire you can be confident in.
Trial period on a casual basis
The worker is placed through DSC on a casual arrangement. All payroll, super, WH&S and employer obligations are covered by DSC throughout the trial — you have no employment liability during this period.
You assess on your own site
Work alongside them in your real environment. Evaluate their performance, reliability, attitude, and fit with your team — with full visibility and no obligation to convert if it's not working out.
Convert when you're confident
When you're satisfied — convert to permanent employment on your terms. DSC manages the transition and the conversion fee has already been agreed upfront, so there are no surprises.
Because getting a permanent hire wrong is expensive.
You can't afford to get it wrong
A bad permanent hire costs months of salary, productivity loss, and the disruption of managing them out. Temp-to-perm removes that risk entirely.
CVs don't tell you culture fit
A person can interview perfectly and still not belong on your site or in your team. There is no substitute for watching someone work in your environment.
The role is filled while you assess
Unlike a long recruitment process, the worker is contributing from day one — producing value while you make the decision at your own pace.
No obligation to convert
If they don't work out, the arrangement ends. We find another candidate. You've lost nothing but trial time — no redundancy, no HR process.
No hidden fees. Everything agreed upfront.
DSC is transparent about how temp-to-perm works commercially. The casual labour hire rate applies during the trial period. The conversion fee — if you choose to hire permanently — is discussed and agreed before the arrangement starts.
There are no surprises. If the trial doesn't work out, you owe nothing beyond the casual hours worked. If it does — you gain a permanent employee you already know can do the job.
Try them on site before you hire them.
Work with a candidate as a labour-hire placement, then convert to permanent if they're the right fit. Transparent conversion fees agreed upfront — no surprises, no pressure to commit.
- Trial period before any permanent decision
- Conversion fees agreed in writing upfront
- Hire only the workers you want to keep