Contract Employees: Fellas (And Gals) Who Can Get The Job Done

If you’re having difficulty filling a position, why not give some thought to an alternative? No, giving up isn’t the answer. But a contract employee might be. Contract employees encompass a wide group of workers. From offsite freelancers and e-lancers to onsite full- and part-timers, if you can envision a work arrangement or any combination thereof, these days it probably exists.

A contract employee may be an individual with whom you have negotiated a work relationship directly, or he/she may work through an agency. However they arrive at your door, there are good reasons to include these people as members of your team. Contract employees are likely to be task-oriented. Because they do not have the benefit of paid sick days or paid holidays, their focus tends to be on getting paid for the work they do for you.

The very nature of the work relationship also affords a flexibility, which may prove advantageous to your organization. If you require a particular level of expertise for a project, for example, but are uncertain about your staffing needs once the project is completed, a contract employee may be the smart hire.

Contracting for jobs for a specific time period has become so commonplace that candidates searching job sites often have the ability to choose between “permanent” or “contract” positions. One regional job site, Tri-State Jobs, has taken this selection process even further. In addition to the “Permanent or Contract” choice at Tri-State’s “Job Search” page, there are seven different “Contract” timeframe options.

Full Spectrum Contractors

While at one time contract employees seemed to either be entry-level temporary workers or high-paid management consultants, there are now contract positions and pay scales for a range of positions that fall between these two ends of the spectrum. In some fields, the demand for employees has become so great that it has created an unprecedented opportunity for contract workers. Such is the case with IT professionals.

Realrates.com ? Compensating Consultants

At RealRates.com you’ll find salary information that can provide assistance with regard to compensating computer consultants. The information is updated on a weekly basis and includes position titles, locations and hourly rates. Select “Real Rate Survey” to view the current listing, or select “Download” for a 52-week comprehensive report, for which there is a nominal fee.

The site also features a category called “Computer Consulting News & Notes” where you’ll find some interesting discussion topics that may prove helpful in working with contract employees. Although many of these are written from the worker’s perspective, others discuss employer issues. “How to Create an Effective Proposal as Seen from the Management View” is among the current topics. In addition, RealRates has a “Message Board” where management issues are discussed. The site also includes a job board, which lists only computer contract positions.

Contract Jobhunter ? Contract Employment Weekly?s Online Site

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ContractJobHunter, a site devoted to technical professionals, is the online version of Contract Employment Weekly. All jobs that appear in the print magazine also appear online. Here you can post jobs online and search for candidates using the site’s job board, and there are other resources as well. An “Upcoming Events” section provides information about events around the country, where “Contract Chat,” offers the opportunity to explore discussion groups.

Strictly Contract

While most job sites advertise both permanent and contract positions, some sites, such as RealRates and ContractJobHunter, focus strictly on contract jobs. Like RealRates and ContractJobHunter, many also concentrate on specific industries or skills. However, there are also sites which, while devoted exclusively to freelance work, feature a variety of positions.

Guru.com, includes “Creative/Media,” “Finance and Legal,” “IT,” and “Management and Strategy” among its “Find a Gig” job categories. Listing both onsite and offsite positions, with job titles from “Copywriter” to “Network Specialist,” the site has served over 280,000 gurus and over 33,000 hiring companies since its launch just over a year ago.

FreeAgent.com also includes a wide range of job categories. Calling itself the “#1 marketplace for freelancers, consultants, and independent contractors,” “Health Care/Medical,” “Legal,” “Sales,” and “Travel/Hospitality” are among the site’s job classifications. And, with position titles like “Regional Vice President” and “Sports Publicist,” the listings at FreeAgent are indicative of the possibilities when it comes to a freelance arrangement.

There are many places, both online and off, where you can connect with contract employees. By determining your project needs and defining the skills required in order to meet your objective, you can find a candidate with whom you can contract for results. <*SPONSORMESSAGE*>

Paula Santonocito is an e-recruitment strategist and columnist for AIRS, the global leader in Internet recruitment training, tools, news and information. AIRS News:www.airsdirectory.com/news/newsletters/ AIRS Training:www.airsdirectory.com/products/training/ AIRS SearchStation:www.airsdirectory.com/products/tools/searchstation/

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2 Comments on “Contract Employees: Fellas (And Gals) Who Can Get The Job Done

  1. I think your article was great, but it is not that easy to be a contract recruiter. I live in a large city in the south and I could fill all the jobs I see available with some great applicants just like that, but companies do not seem open in Charlotte, NC to hire contract recruiters. Companies do not get it, I work harder and longer hours as a contract recruiter because i do not have to attend a lot of no none sense meetings, listen to office brawls and put my self in the way of those who are trying to run up the corporate ladder and think that i may be a threat to them. i am just there to do the best job that i can do and concentrate on finding qualified workers, not chair warmers that will be around for no more than a hot second. And I am only speaking as a Contract Recruiter and as a Contract Generalist. Companies waste so much money on people that never pan out and i think companies should hire them on a contract basis and see how they work out and see if they are up to the challenge.

    I have found that it is very hard to get contract positions in Charlotte, NC. You look at all the other large cities and that is the going thing, but you cannot even get someone to listen to you here and they always tell you that I really want someone full-time. Well you are wasting the companies money because half of the people that you hire are late for work by 15 minutes at least 2 times a week and are running out the door at 4:55 and have just had a 1 hour and 10 minute lunch so let’s add up to see if that equals an eight hour day. i see so many people put in about 5 good hours and that is after they have talked to everyone in the building before starting the work day and making there way back from the break room. then after they have finally got started, it is close to 9:30am and before you can even attempt to get down to some serious work, it is lunch time and then it takes a person a good belch to start back about 2:00 and well I think most of those people have to pick up someone or beat that 5:00 mad rush to the elevator. I see it happening every day. I love being a contractor and I am frustrated that it is regarded as the not to in thing to do here, but i have worked out of my home for a company that contracted me and they were located in another city and i felt that i was paid for 30-40 hours a week, but i really work for them about 50 hours a week( I would even be on the computer at night from my home pulling resumes for the start of the next day, or cold calling that referral that was left on my voice mail at 4:30pm) because I accomplished so many things without all the office politics and traveled to that company about twice a month to present my goals and objectives and how they were being met and get feedback. I spoke at least 2-3 times a week with my manager, and I hired some great people for them that our relationship lasted for 4 years. But when they downsize, it is really hard for other companies to see that what you did for another company, you could do for them and save so much money. If you do not like me, you can end the relationship than if i were permanent and i would be a thorn in your side until you figured out how to eliminate me.

    Thanks for letting me vent and let you know that i hope companies in this area would WAKE UP>

    Cindy

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