The use of contractors instead of full time employees is an employment option that is growing in popularity.
More and more, a significant percentage of the ‘work’ that gets done in organisations has a short-term or ‘project’ focus to it.
A growing number of job seekers are happy to commence employment on a fixed term basis (contract), and then if both sides are mutually happy, move to full-time employment status.
If you’re an employer that hasn’t explored this option before, here are just some of the potential benefits:
With the myriad of privacy and employment laws dictating what can and can’t be discussed at interview, what can you do as an employer when there’s more you want to know more about your preferred candidate before you make them a job offer?
Some employers I’ve dealt with insist on only hiring people with direct experience in their industry. Their reasoning is usually that they can “hit the ground running”. In other words, they want and expect them to become productive in the shortest period of time. This will reduce the time and cost that would otherwise have to go into training.
I’m often asked – what’s the most important thing about writing an effective job advert?
One of the sad but undeniable truths about effective job adverts is that a competitive salary package will have to be announced in some way. You possibly don’t need to spell out the dollar amount but at the very least your advert will have to cover the subject.
As you wade through the numerous resume’s that flow from your advertised job vacancy, there comes that point when you latch onto an applicant that’s ticking most of the boxes for you – right qualifications, skills and a work history that tells you they can definitely “do the job”
Here’s a magazine we’ve long respected for their contribution to the development and support of SME’s in Australia.
Their article today entitled “How important is cultural fit when recruiting” is one of the first we’ve seen that explains the topic in a format that’s easily understood.