6 Effects of Contract to Perm Roles, Applying or Hiring
There seems to be a lack of candidates and hiring managers these days interested in contract-to-perm positions, but why? A contract-to-perm position, also called contract-to-hire, is when employers would like to bring on a full-time employee but don’t want to commit to a permanent hire right up front. In most cases, a contract-to-perm employee will work on a specific project for a few months in hopes that their role will be converted into full-time.
As an employee, before you turn down a potential job opportunity just because it isn't "full time," consider how working a contract-to-perm job benefits you. There are three immediate ways that you can use this role to your advantage: the resume impact, the compensation, and the job itself.
Names like IBM, Microsoft, and Apple don’t look too bad on a resume, now do they? Enterprise companies are constantly looking for contractors to work on their various projects. Not only that, but because the contract phase of the job usually lasts three to six months, you have the option to leave and pursue opportunities to work for several big-name companies – without the stigma. You can beef up your resume with some impressive work experience without the negative "job hopping" connotation. Additionally, the connections that you make during your contract role can prove valuable should you choose to come back, stay, or pursue a permanent role later on.
2. Money Maker
Another reason why recruiters and hiring managers might stress contract-to-perm is because you can actively look for another job while still making money. If for some reason, you don’t like the job, you don’t have to accept an offer at the end of the contract to be converted to a full-time employee. This role essentially can be summed up to “try before you buy.” It’s okay to keep your options open. Contract-to-perm jobs also generally have a higher hourly rate than salary positions when broken down, because you’re paid for every hour you work (including overtime!). It’s the best of both worlds.
3. On the Job
Contract-to-Permpositions have some of the fastest onboarding processes we see from any of our clients. These companies are looking to get the job done as fast as possible because they have a pressing requirement for more hands on deck. The interview process tends to be easier as well – “Can you do the job? Yes? Great!” - because there is less emphasis on culture fit since they're going to see how you mesh in person. In most cases, you also can be more flexible with your hours. If the work is getting done, and you’re committing the appropriate number of hours each week, your employer will be happy. Frequently, you’ll be exposed to additional technologies, building your skillset, while utilizing the tools you’re familiar with and the hiring manager needs. Remember, the bottom line of these positions is to complete a project.
This ‘trial’ period is mutually beneficial for the employee and the employer. That's right, there are benefits for the employer, too. Wondering why a hiring manager would want to hire on a contract instead of permanently? With contract-to-perm positions, employers win in terms of the hiring process, the job itself, and the future.
4. Hiring Process
As we mentioned, the onboarding for contract-to perm-positions is typically quick and relatively painless, especially with recruiting agencies like Workbridge. When looking for contractors, hiring managers are looking to fill an urgent need and thus don’t want to sift through a multitude of resumes. Hiring managers can focus on who will get the job done right now, instead of focusing on the right ‘culture’ fit long term. Also, when hiring for contract-to-perm roles, many managers work with recruiting agencies that provide benefits like healthcare and PTO, while also streamlining the hiring process for the company. Thus, the hiring process will take less time and money.
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5. The Trial Period
Being that contract-to-perm positions are more like ‘trial’ periods, if you find the candidate isn’t a good fit, you are not committed to taking them on full-time. The arrangement lets you weigh their skills versus how they fit in as an employee, without having to commit right away. As recruiters, this trumps any argument about not hiring contract-to-perm. A hiring manager can see firsthand a potential employee’s skillset and capabilities for growth before bringing them on full-time.
6. The Future
There are two scenarios that can happen with a contract-to-perm employee that can affect the future, both for the better. Say the hire is great and gets the project done but for whatever reason, doesn’t take/get offered to be put on full-time. That candidate will always be someone you can add to your network. If ever there was a time in the future when you need a project done, you know that you can call that person to get it done. On the other hand, if you flip the employee into full-time, you already know what you’re getting. The employee has already proven themselves as an asset and is a great cultural fit.
If you haven’t thought about hiring contract-to-perm or accepting that sort of position, give it a shot. It can open a whole new avenue of potential opportunities. Contact a Workbridge Associates in your city to kick start the process.