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:
New data is available which tells us that where you advertise your job vacancy is more important than ever in determining whether you will receive enough applications. So what’s changed and what do you need to know?
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?
Recently, there’s been a rapid growth of “service providers” on the Internet that offer interview coaching to candidates in a bid to improve their chances of securing employment.
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”