by Debbie Fledderjohann
There has been a lot of buzz around contract staffing as the number of contract workers continues to break records. However, the talk usually surrounds why companies are gravitating toward contracting. The fact is of the matter is that candidates are also helping to drive this trend.
The days when contract work was taken only as a last resort when a direct hire job could not be secured are over. Contract work is also no longer limited to “temps” in clerical and blue collar roles. Contract staffing spans all industries in positions up to and including the C-suite.
So why are more contractors now considering contract staffing as a viable career option? Below is a list of the six most common reasons:
1. Flexibility—Contractors often have more leeway in determining when and where they work, which is important to those seeking a better work-life balance.
2. Job satisfaction—Contractors are often more satisfied with their work because it is challenging and is often tied to a critical project or deadline. This makes it easier for them to see the impact of their work.
3. Financial security—Workers are starting to realize there is no such thing as a “permanent” job anymore. Contractors are more comfortable depending on their own skills to secure contract assignments that often give a tentative end date rather than relying on a single employer that could lay them off at any time.
4. Opportunity to travel—With contract opportunities spanning across the United States, many candidates use contract assignment as a way to explore new places and cultures while working.
5. Variety—Contract staffing is perfect for workers who quickly get bored of the routine of a traditional job. They can enjoy a variety of projects, work environments, and experiences.
6. Enhanced resume—With that variety comes the opportunity to pick up new skills that may be attractive to future employers.
With this in mind, you don’t need to go out and find a new pool of candidates to fill contract job orders. Your best contract candidates are likely some of your existing direct hire candidates. Simply ask them if they would consider working on contract. You may be surprised at just how many of your existing candidates are interested in contract staffing.
(Editor’s note: This article is intended for informational purposes only and should NOT in any way be construed as legal advice.)
About the Author – Debbie Fledderjohann of Top Echelon Contracting
Recognized as the industry expert for technical, professional and healthcare contract staffing since transitioning to this growing industry in 1993. The primary focus is to help recruiters make contract placements. Top Echelon Contracting takes responsibility for all the back-office tasks associated with being the legal employer of record. Experience includes all areas of human resources, financial management, accounting, payroll, state and federal laws, legal contract reviews, benefit administration, and sales and marketing for the placement of professional contractors in 49 states. Eleven years experience as a primary vendor with the Federal Government for professional healthcare contract placements. Speaker and Trainer for industry conferences such as NAPS, CSP, and Top Echelon Network. In addition to writing for various magazines, newsletters, The Contracting Corner, and a Contracting Blog.