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The Benefits Of Contract Work

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The jobhunting period can at times feel quite negative, and many people will be put off contract work as they know they have a date where they will be out of employment after the role expires. Also, jumping between different industries in quick succession can prove a challenge for the Wallflowers in this blogs audience. However, Contract work does have benefits that should not be overlooked both to the short and long-term trajectory of your career. Here are a number of reasons why you should accept contract as well as some added benefits you may not have considered.

 

Make Connections

The nature of contract work dictates that unless you’re offered a permanent position, you will be moving between places of work every 6 - 12 months. The benefit of this, is that you are likely to become acquainted with many business leaders, executives, CEOs, and industry experts along the way. This will prove invaluable as building your contact list of reputable business leaders will provide new connections, long lasting business relationships and an impressive list of references for your next employer to contact. In a world where a person’s experience in the field can be the deciding factor in being chosen for interview, having connections to add to your credibility will only ever benefit your application

 

Find your job passion

It is not uncommon for young professionals to work a variety of roles before settling into a more permanent fulfilling role. This method can provide a multitude of valuable experience, references, and insights into the nature of the industry. Contract work is a good way to dip your toe into the pool of the industry and find out if you are best aligned with the culture and work involved in the industry.

 

Salary

Contracted roles will get you better pay. They offer a higher basic salary in lieu of a benefits package. You can make your experience really work to your advantage. Employers are typically willing to pay you generously, providing you meet their requirements, if you solve their problem or need quickly. Employers tend to really value experience, since they want to bring onboard someone who can jump right in and hit the ground running.

 

Faster Employment

Now this of course does not cover all contract work, and you shouldn’t apply for a contract position assuming you’re going to be accepted by 9:30 and start work at 10:00. However, the creation of a contract role may have resulted in a sudden urgency and vacation that needs to be filled, so the onboarding of contracts does move faster than permanent roles.

 

More Freedom

As you are not bound by the standard contracts of the business, you have more negotiating room when discussing hours, pay and location. You may have been brought into the contract role to assist with a sudden influx of work, therefore If you can assure your employer you will complete the work, you can choose working hours that fit for you, which can provide more time out of work for looking at more roles, building your professional profile and networking.

 

In Conclusion

There are many business professionals who have built there who career around contract work and it’s not too hard to see why. Contract work offers more flexibility, better pay, more variation, and greater chance of networking and building a profile within the industry. Understanding the process and careful planning can ensure you are never out of work for lengthy periods of time, and with the flexibility contract work offers, you can use any free time to plan ahead once your contract expires. If you are keen to build your professional CV, build strong industry connections, gain experience and entertain a higher pay, contract work is definitely worth your time

Posted by Joe Lord on 13 September 2022

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The Benefits Of Contract Work

The Benefits Of Contract Work

The jobhunting period can at times feel quite negative, and many people will be put off contract work as they know they have a date where they will be out of employment after the role expires. Also, jumping between different industries in quick succession can prove a challenge for the Wallflowers in this blogs audience. However, Contract work does have benefits that should not be overlooked both to the short and long-term trajectory of your career. Here are a number of reasons why you should accept contract as well as some added benefits you may not have considered.   Make Connections The nature of contract work dictates that unless you’re offered a permanent position, you will be moving between places of work every 6 - 12 months. The benefit of this, is that you are likely to become acquainted with many business leaders, executives, CEOs, and industry experts along the way. This will prove invaluable as building your contact list of reputable business leaders will provide new connections, long lasting business relationships and an impressive list of references for your next employer to contact. In a world where a person’s experience in the field can be the deciding factor in being chosen for interview, having connections to add to your credibility will only ever benefit your application   Find your job passion It is not uncommon for young professionals to work a variety of roles before settling into a more permanent fulfilling role. This method can provide a multitude of valuable experience, references, and insights into the nature of the industry. Contract work is a good way to dip your toe into the pool of the industry and find out if you are best aligned with the culture and work involved in the industry.   Salary Contracted roles will get you better pay. They offer a higher basic salary in lieu of a benefits package. You can make your experience really work to your advantage. Employers are typically willing to pay you generously, providing you meet their requirements, if you solve their problem or need quickly. Employers tend to really value experience, since they want to bring onboard someone who can jump right in and hit the ground running.   Faster Employment Now this of course does not cover all contract work, and you shouldn’t apply for a contract position assuming you’re going to be accepted by 9:30 and start work at 10:00. However, the creation of a contract role may have resulted in a sudden urgency and vacation that needs to be filled, so the onboarding of contracts does move faster than permanent roles.   More Freedom As you are not bound by the standard contracts of the business, you have more negotiating room when discussing hours, pay and location. You may have been brought into the contract role to assist with a sudden influx of work, therefore If you can assure your employer you will complete the work, you can choose working hours that fit for you, which can provide more time out of work for looking at more roles, building your professional profile and networking.   In Conclusion There are many business professionals who have built there who career around contract work and it’s not too hard to see why. Contract work offers more flexibility, better pay, more variation, and greater chance of networking and building a profile within the industry. Understanding the process and careful planning can ensure you are never out of work for lengthy periods of time, and with the flexibility contract work offers, you can use any free time to plan ahead once your contract expires. If you are keen to build your professional CV, build strong industry connections, gain experience and entertain a higher pay, contract work is definitely worth your time

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The Dos and Don’ts of Hiring Contract Workers

The Dos and Don’ts of Hiring Contract Workers

Taking on temporary staff can increase efficiency and productivity while offering workers flexibility. Here are some tips for finding the right candidates.  Published in the Business Post 18th October 2020   The trend towards increased temporary and contract hiring has been magnified with the onset of Covid-19. Traditionally hired for cost-saving measures, temporary and contract staff are now hired more for their skills and expertise, for the efficiency and productivity they can bring and for the flexibility they give organisations. At Sigmar Recrutiment, we surveyed 1,000 companies in Ireland recently and 91 per cent said they were more likely to hire temps or contractors now than they were before Covid-19. This may be reflective of the need for flexibility in an abruptly volatile and uncertain market. The good news for employers, however, is that the pool of talent available for temp and contract work is probably the biggest it has been in a decade.Attitudes to this type of work have also changed post-Covid-19. In addition to our company survey, we surveyed 3,500 candidates and found that 82 per cent would be willing to consider temporary work if they were offered some flexibility, such as remote working. So, what is the best way to find and recruit these candidates? Here are some dos and don’ts to get you started.   Dos: 1: Have a strategy for temps While recruiting temp or contract labour is sometimes brought on by unforeseen circumstances, successful hirers of temporary staff generally have a plan. Plans for 2021 are being formulated at most companies right now, so consider your plan for engaging flexible talent as part of your overall strategy. Who will own it, for example, HR, managers or procurement? Will you hire directly or through an agency? What is your projected spend – is it seasonal or year-round?   2: Have an EVP for flexible workers Employer brand and company culture are central to any talent acquisition strategy, but organisations predominantly focus on permanent hires. Multiple studies show the link between employee engagement and business performance. How costly is it to your brand if a temp worker is disengaged, feels undervalued, yet is customer facing for your company? Make sure you consider your employee value proposition (EVP) for temp workers. Get it right and it will yield a loyal and sustainable pipeline of flexible talent.   3: Be honest If there is potential for the job to turn permanent, shout this from the rooftops. In our recent survey, the possibility of a permanent post was the number one reason for candidates to consider a temp or contract role. On the other hand, if no permanent opportunity exists, be honest with this and manage expectations from the outset. Remember, many temporary and contract workers won’t consider a permanent job either, so honesty is always the best policy.     4: Consider a specialist partner At least consider the benefits a good agency partner can bring. Specialist agencies will already have pre-screened and pre-qualified candidates available immediately, saving you crucial time and effort. The agency takes on the costs of advertising across multiple channels, again saving you money and time. They look after employment contracts, help keep you compliant, and run payroll, saving you further on admin overheads. Good agencies can also validate salary levels and advise on availability of talent in the market.   Don’ts: 1: Wait Apart from unexpected emergency cover, don’t wait until the last minute to look for temp or contract staff. Like all recruitment, forward planning will allow you to access better talent in higher numbers either directly or through a partner.   2: Ignore compliance Understand legislation as it applies to temps and contractors. Don’t assume that because they are temps, they have few or no rights. A good agency partner will help here.   3: Forget to measure No matter what size your flexible workforce is, don’t forget to audit it. How is spend on flexible workers controlled, for example, by HR, procurement or hiring managers? Keep an eye on tenures also.   4: Undervalue This is crucial. Remember, today’s temp may be tomorrow’s permanent member of staff. A good experience for a temp will encourage them to return, but also provides a rich pool from which permanent hires may come. While some view contractors as expensive, bear in mind the specialist expertise they can bring with them, and remember they can also transfer their knowledge to your internal staff, improving the overall level of expertise within your organisation.  

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“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

The latest data from Sigmar Recruitment’s Employer Sentiment Report suggests that most companies plan on hiring more contingent labour in order to deal with the extended market turbulence. Having surveyed 1000 Irish based companies, 91% of respondents said they are more likely to hire temps or contractors than before COVID-19.    Commenting on the results, Barry Rudden, Director, Sigmar Recruitment says; “This may signify a fundamental shift in how workforces will be constituted moving forward as employers are wary of future market shocks. Whilst demand has rebounded since March, companies just don’t know how the market will react to a possible second wave of infections, topped with Brexit fears, so there are still challenges ahead for organisations and as a result they are hesitant to commit to permanent hires.”    One third of all companies surveyed said it was likely or highly likely that they would increase the % of temp/contract staff they already engage. “This is the norm in early stages of an extended recovery. Seeing this trend emerge at polar ends of the labour market is indicative of a new K-Shaped labour market.” says Rudden. He adds; “When viewed, in parallel with the explosion of the gig economy in the last decade, we now see increasing demand for temporary or contract workers in most white-collar industries, not just the traditional area of office/administration roles.” Companies surveyed expected requirements for temp/contract talent to be highest across IT, engineering & life sciences, accountancy, and HR along with office/administration.     Hiring on a temporary or contract basis gives organisations an opportunity to ‘try before you buy’ i.e. hiring initially on a temporary basis before converting to permanent. “Given companies’ uncertainty at present, this model is potentially a perfect solution that enables businesses to ramp up and meet demand while the future looks uncertain. At the same time, it enables jobseekers to find work quickly. In our corresponding survey of 3500 candidates, the majority said they were more likely to consider temp or contract work than before the COVID-19 pandemic struck,” says Rudden.     Flexible labour in demand at polar ends of the economy; powering growth in recovering sectors and offering interim cover for harder hit sectors   91% of employers plan to expand contingent worker numbers as increasing uncertainty looms    82% of candidates would consider temp or contract positions if given more flexibility, like remote working    Further, 82% of candidates said they would be more likely to consider temp or contract work if they were offered flexibility, such as remote working.    This is significant change in attitude considering 60% of respondents had not worked in a temporary or contract capacity in the past two years. Rudden adds, “It likely not only reflects the impact of the current crisis in terms of people having lost employment but perhaps a wider acceptance that flexibility may be required as we move forward.”     Whilst market uncertainty prevails, what is certain is that we are in the midst of an extended period of transformation in the workplace with blended workforces i.e. a mix of permanent and temp/contract staff perhaps becoming the norm. “Prior to COVID-19 there were already several examples of major multinationals with a significant proportion of staff engaged as agency temps or contractors. We predict an increase in such models being used by other businesses going forward,” says Rudden.     For a copy of the report, contact Barry Rudden on +35314744612 or email brudden@sigmar.ie