Can Contractors Solve Your Hiring Headaches?

Contractors have always been an important part of our workforce, sitting alongside permanent and fixed term employment. Having started my recruitment career as a contract/temp recruiter, I can attest to seeing how valuable this solution can be for businesses, not forgetting the wonderful opportunity if offers candidates to gain new skills and insights within range of different organisations. In many instances, these can be companies they may not have considered in their search for their dream permanent role, but now will.

‍

Over the years I've talked to both businesses who are conditioned to using contractors and employers exploring using contractors for the first time, alongside those who haven’t had a positive contractor or temp experience. If you are new to engaging contractors or haven't had a positive experience previously, it can present questions around the solution being beneficial, how it can work well, where contractors can be utilised in a business and what the risks are.

‍

Well, they’re fair questions to ask so lets delve into them so you can better understand the different options you can consider and how it be an effective people solution.

‍

Let’s start with considering where contractors can add value:

‍

• New headcount – contractors or temps can help to scope out a growth or new role, providing feedback on the role, how they are being utilised and build a clearer picture on the role in reality. Once you’re ready to hire permanently, you’re not making assumptions on the role and it will help with the success profile for your new hire.

‍

• Seasonal busy periods – scale up your business with contractors to deliver on expectations and provide relief to your existing staff to reduce burnout. This can be as little as 1 contractor or volume projects where contracting teams can be upwards of 10 – 20 + and may include a team leader.

‍

• Talent shortages – low unemployment and tough hiring conditions means contracting can be great alternative to provide interim relief whilst hiring to give you continuity (and the team will be grateful). Contractor/temp to permanent conversions happen regularly with a very healthy retention rate, as there are no surprises on what to expect in the role.

‍

• Projects – large scale projects, investment in technology and implementation has been widespread post covid and contractors have played an integral role in forming part of project teams, testing phases, go live or backfilling roles where internal teams have been seconded.

‍

• Headcount freeze – as recessionary talks heighten and the cautious approach is taken, some businesses may opt to pause on hiring in the short term. However, people depart roles and the market remains active, so contractors can fly under the radar as they don't appear in permanent headcount figures or wage costs reports. They also can provide welcome relief to ensure you don’t lose great team members by being overworked.

‍

• Leave periods – with many businesses increasing leave provisions as a benefit for their teams, contractors can provide cover for maternity leave, annual or sick leave. They can start prior to your employee departing to enable a handover and support a smooth transition.

‍

• Acquisitions & mergers – customers stepping through this process are often apprehensive about hiring additional headcount or they may be amalgamating teams, relocating roles and the list goes on. Contractors can support during this time of change and provide short term resource support until the future shape of the business becomes clear.

‍

Ok, so we’ve tackled where contractors can add value, where could it go wrong?

‍

Contractors are often contracting for a reason and their availability can change. So whilst they may present with availability for the duration you need, this could be subject to change which could impact their commitment. That can be frustrating for businesses and as an agency, we share that pain, as that’s not the situation we want for our customers. Like all roles, there are always risks with getting the fit right, skills aligned and delivering to outcomes. When this doesn’t align, it’s not ideal and training a new contractor may well be what’s needed. A good contract recruiter will be highly engaged to ensure your contractor is settling in well and is coming up to speed alongside meeting expectations to ensure any corrective action is taken.  

‍

How to ensure positive results from utilising contractors and temps?

‍

Onboarding & training are critical to a contractor getting a strong understanding of what’s expected, being productive and working with the team. If you can include a contractor in team meetings and other initiatives, the greater sense of belonging and the psychological contract builds when they truly feel part of the organisation. Where it’s relevant, a 1:1 is important, particularly if they are with you on a longer-term basis. Too often, we can see contractors thrown in the deep end without support, lack of training and feeling isolated. Training can be condensed and doesn’t need to look like it may for a permanent hire, but enough for them to put the training into practice so they are a valuable contributor.  

‍

In summary, there are awesome benefits of engaging a contractor, beyond looking at where they can help your business, and some of the other outcomes can include:

‍

• Reducing burnout and overtime on existing staff
• Contractors outperforming permanent staff
• Contractor to permanent appointment
• Scoping or role definition support
• Access to expertise
• Scale up – projects and busy periods
• Time savings – contractors can start next day or at short notice  
• Broader talent pool access - working visas, remote workers & career contractors
• Flexibility on duration, which can shorten with notice or extend where necessary

‍

Our Cultivate team have industry experience delivering in the contracting arena for over 20 years. Whether it’s one role or many, we can share our experience on how it can work effectively. If you haven’t engaged a contractor prior, we're here to help make it easier to understand the process. Connect with us here to learn more.

‍

Disclaimer: We’ve referred to contractors but this includes temps

‍