Contracting is becoming increasingly popular across all disciplines, providing organisations with the support they need at short notice, particularly within the HR market, where positions can be filled within the areas of HRIS Projects, compensation & benefits, recruitment, HR business partner, payroll and talent management. Organisations often require HR contractors to support the business in different projects during peak periods and doing so can provide companies with more flexibility, as they can choose to extend the contract or move contractors onto another project when needed.
Ensuring the right contractor is hired, however, is crucial for companies, whatever the department and to find out what to look out for when searching for the perfect fit, HR Magazine spoke with Carly Adams, Associate Director, Shared Services & IT Contract Division, Robert Walters Hong Kong.
Commitment from the contractor
According to Adams, one of the most important things to consider when sourcing a contractor is commitment to the job. She explained, “Contract positions normally arise due to a number of reasons, such as special projects, interim cover for maternity or medical leave, or simply a lack of headcount. The length of the positions varies, however one thing is common—organisations want to hire someone who can commit to the full contract period. This is particularly critical for project-based openings as it is important to have the same person to work on the project from beginning to end.”
Level of participation
Organisations need to know that the contractors will work to the best of their ability, just the same as they would in a permanent position. Adams advises organisations to spot candidates with a positive attitude and willingness to work. She added, “Although this is not easy to tell during interviews, hiring managers can look out for certain qualities, such as the candidate’s drive, enthusiasm and passion to be part of the business.”
Reasons for contract work
Adams believes that another important factor to consider when hiring is the reason why candidates are open to working on contract positions rather than on more permanent, fixed terms. She noted that some candidates enjoy the flexibility and better work-life balance of working in different contract roles while others choose contracting in order to gain more exposure and advance their CVs by working in different companies and on different projects.
Adams explained, “Taking the HR industry as an example—this year, some organisations have turned permanent positions into contract roles to access a wider pool of candidates, as there is a shortage of talent in positions such as recruitment specialists, HR business partner and HR projects. This has helped to attract candidates who prefer to work on contract roles for the flexibility, such as returnee mums back from maternity leave, or those looking to explore a different area of work”.
Guaranteeing commitment
Adams observed that there are also cases where candidates are open to contract roles whilst they are looking for a permanent position. This is particularly common in the 1st and 4th quarter of the year since there are normally less permanent openings as professionals wait for their bonuses to be paid out. However, she warned, “There is a higher risk that this type of candidates will leave before their contract finishes when they secure a permanent position. Offering good benefits as well completion bonus will likely help to gain more commitment from candidates and incentivise them to complete the contract.
Making the most out of their time
Once the contractors are on board, organisations will want to ensure they can make the most of their time as well as providing them a rewarding and fruitful experience. Adams offered some tips on how companies might achieve this:
- Offer full training and handover that is as clear and detailed as possible
- Make them feel part of the team by treating them the same as a permanent member of staff
- Give them responsibilities and make them accountable for tasks to challenge them
- Provide guidance and feedback throughout the contract, such as the tasks they are doing well, the areas they can improve on, and the challenges they are facing and how they can be rectified
- Incentivise the candidates—offer attractive benefits and completion bonus
She concluded, “By offering contractors attractive benefits that are above statutory, treating them as a permanent member of staff, offering support, guidance and challenging tasks along the way as well as recognition, organisations can attract more quality candidates who would be interested in and committed to working in contract positions.”
According to Robert Walters, 80% of candidates this year have completed the entire contract period that they signed up for because they felt happy and recognised within the business, and organisations also got the manpower they needed. It is a win-win situation for both parties.
Paul Arkwright
Publisher
