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Changing workplaces – what a contractor can offer

Tightening of budgets requires employers to be more strategic about resourcing. Rather than make a commitment to a full time employee, contractors allow your business to have access to scalable resources that can move between departments as required.

Contracting requirements vary. From an extra pair of hands for a heavy workload, to highly complex long-term campaigns and projects, it is imperative the role is clearly defined in order to manage expectations for both parties involved.

Contractors, by nature, are ambitious, highly skilled individuals with broad industry experience that can be easily transferable across sectors. With this versatility comes opportunity.

Consider your business needs beyond the immediate job requirement. Aside from fulfilling an immediate resource need, contractors can bring fresh thinking to the table. One step removed from office politics, they can also provide an objective perspective on business issues.

A key ingredient

Taking a collaborative approach with a contractor will reap the benefits. The secret behind this is seeing a contractor as a key ingredient to business success, rather than an ad-hoc resource.

The roles that allow contractors to integrate within a team will attract the best talent. Candidates view contracting as a way to diversify and gain experience, and any opportunity to gain new skills and network across sectors will be highly sought after.

Often a contractor is not seen as the authority on a particular project. Regular management meetings avoid accountability issues and also provide the contractor with the support they require to complete the task at hand.

Identifying contracting opportunities

The nature of contracting roles often means a resource is required fast, and you may not have the time to invest in searching for the right candidate, or nurture the relationship during the employment period.

Specialist recruiters often act as facilitators to time-poor clients who are looking for an expert to manage the candidate from the beginning to the end of a contract. This includes providing ongoing feedback between both parties. This feedback can then be used to re-evaluate job scope and deliverables.

Consider if you have the right processes in place to make the role work best for you. Taking a two pronged approach to identifying and supporting the right candidate can be hugely beneficial.

 

Article republished from thePoint #20 by Carrera Partners – Members and Sponsors of IABC Victoria

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