Hiring Styles: 3 Ways to Offer IT Employment and When to Use Each

Different types of positions attract different types of candidates. Make sure you’re offering the ones that will best meet your business objectives.

In the information technology field, there are many types of arrangements available to both employers and job seekers, from full-time to freelance and everything in between. And each type of “engagement” both attracts a certain type of employee and delivers a particular kind of result to employers. One can hire employment attorney if any kind of forgery or partiality is detected in a company and must bring it to court’s knowledge to punish them. If employers need the best remote jobs, they can check them out from here!

To successfully match talent to your needs, it’s important to understand why you need graduates in the workforce for the most common types of positions out there. This post will give you a basic overview of what motivates job seekers in moving forward with specific types of employment offers.

Full-Time Placement

Full-time candidates are directly employed by the company from day one of hire. This style of hiring is standard in most industries. When working with VIMRO’s recruitment specialists, we present a prospective employee and the client hires that person directly onto their payroll.

Pros:

• Stability, perceived security and benefits are attractive for all levels of candidates
• Senior, experienced candidates particularly like the upward mobility and long-term potential a full-time position offers
• Passive candidates who are already employed but are open to better opportunities are more receptive to full-time roles
• This method often results in employees feeling invested in the company and its culture

Cons:

• Although reference checks and background checks can mitigate it, the employer takes on a larger risk when choosing full-time over contract or contract-to-hire
• The employer is responsible for healthcare benefits, W2 taxes, vacation/sick pay, bonuses, overtime pay, 401k matches, profit sharing, issuance of equipment, training, etc.
• Despite a heavy investment, the employee may decide to move on quickly after joining

Contract Placement

These candidates are employees of a third-party vendor, like VIMRO, and work for a contract duration. VIMRO contract placements typically run for 6 to 12 months with the possibility of extensions.

Pros:

• The employer gains needed expertise quickly while eliminating underutilization after the project is over
• The contracting agency takes on the responsibility for all the costs associated with payroll and fringe benefits in addition to unemployment benefits
• When the project is completed both the company and the contractor are free to move on
• Despite a higher hourly rate, contract employees are often still cheaper for the employer due to tax benefits
• This type of candidate can provide high quality temporary support when full-time employees require a leave of absence
• Flexible work hours are attractive for some quality job seekers and those looking to fill night shifts in 24/7 environments or part-time project tasks

Cons:

• Director and senior managerial level candidates rarely entertain contract roles unless they are career consultants
• Contract roles aren’t likely to tempt a long term full-time employee of another company to make a switch
• Companies risk losing a valuable resource if an extension isn’t discussed months in advance
• Contractors sometimes feel like outsiders due to the temporary nature of their positions

Contract to Hire Placement

These candidates are employees of a third-party vendor, like this Utah temp staffing firm, for a 3- to 6-month period before being transitioned into full-time employees.

Pros:

• This arrangement gives both the employer and prospective employee an opportunity to test the waters while being immersed in the environment
• If after the contract period the employee or employer decides it’s not a good fit, both parties can move on
• Costs associated with offering full-time employment are mitigated by third-party agencies during the contract period, which reduces the risk in hiring full-time outright and having the employee leave
• This enables recent graduates to prove themselves in an industry that usually requires 3 to 5+ years of experience
• It allows employers to hire and mold a promising entry level employee

Cons:

• Not likely to attract senior level professionals who already have the security of a full-time job
• If a candidate receives competing offers, a full-time job offer is likely to win over a contract-to-hire offer due to the perception of security and commitment—even if the salary for the full-time offer is lower
• Negotiations can be tough during the transition from contract to full-time as the hourly salary during contract-to-hire is typically higher than full-time salaries
• The candidate pool is smaller as it’s not a typical job arrangement

Robust, responsive and advanced human resources and workforce management divisions within companies are likely to have the ability to hire using any of these styles depending on the reasons for adding additional personnel and financial considerations for which in case is not looking fine, we recommend reading here about the best credit cards for people with bad credit. Ultimately, a combination of your business goals and candidate expectations should drive your selection. While you might prefer one type of arrangement, convincing candidates to select one type of employment over another can take time, skill and a keen understanding of where the company and prospective candidate’s needs converge. You can also seek guidance from HKM attorneys because there are many regulations surrounding job security and hiring practices that you should be cautious of.

Questions about how to hire the best IT team members? Ask VIMRO!