If you’re in a permanent position with a company right now or unemployed, you might want to consider making the move to a contract to hire opportunity. There are drawbacks and benefits to the situation, but if it is planned well and there is open communication and expectations on both the part of the organization and the contractor, contract to hire scenarios can be beneficial to both parties.
Why Companies Hire Contractors
Employers want to make sure that their work doesn’t fall behind, that their clients are kept happy, and that their revenues continue to grow. To do that, they may hire contractors who can fill in the gap while they look for a more permanent employee.
Companies also want to work with contractors because it gives them the opportunity see if the fit between contractor and company is right. It also makes the onboarding process of hiring a contractor if the situation works out easier.
Finally, companies don’t typically have to pay for the salary and benefits that they would to a full-time, regular employee. They are thus able to ensure that the money is there for projects by not having to pay the amount a regular employee would cost.
Reasons to Work as a Contractor
Here are some points to consider as you decide whether to become a contractor:
- As a contractor, you have flexibility. If you don’t like working for a particular company, you can quit when the contract ends, even if a full-time job offer is made.
- You are able to learn about the organization first-hand to see if you would like working with the people there and if you would mesh well with its culture.
- Your professional network grows considerably in contract environments because you are working with a variety of organizations. One of these contacts may lead to a new job that you really want.
- If you want to work for a company, you are essentially getting a trial run as a contractor. You have the opportunity to impress management and co-workers every day.
- When you demonstrate your value to a company, you have the ability to negotiate for the salary and benefits you want if you are offered a regular position.
- You can fill in gaps in your resume if you work in a contract to hire position. If you’ve been looking for a job for a while, such a position can increase your confidence and teach you new skills. You can list your new accomplishments and experiences on your resume, and that can potentially help you get a new job that you want.
- Some staffing firms offer benefits, so if you are able to work with one that keeps you busy, you might be able to get benefits like you would at a regular job. If you work on a contract and/or benefits are not in the picture, you might be able to get a higher hourly rate than you would as a regular employee since purchasing insurance on your own can be expensive.
In any contract to hire scenario, set out your expectations for the contract. Ask about things like payment for overtime, travel, and access to the system. See if the company is stable and whether the job and culture of the organization match your skills and professional goals. When communication about the contract dates, salary, and other details is clear, an opportunity to work contract to hire is likely a good one.
Plan your future wisely by knowing what the hottest jobs are in 2017. Knowing what the current, most popular job are, along with understanding current overall economic and industry trends, can help you map out your future career.
Glassdoor recently ranked 50 of the hottest jobs out there, and Forbes reported on Glassdoor’s findings. According to Forbes, the technology sector held 14 of the top 50 jobs in Glassdoor’s ranking system. So you can expect that many of the jobs employers need to fill will be in this area.
The first job on Glassdoor’s list? Data scientist. The median base salary is $110,000 per year. In this role, you would organize, analyze, and interpret data. In the past, you would likely need a Ph.D. if you were a data scientist, but now, with a bachelor’s, some knowledge of how to code, and with some business sense, you can find a data scientist position. Glassdoor expected about 4,180 openings to be available for this job in 2017.
DevOps Engineer and Data Engineer
Second on Glassdoor’s list was DevOps engineers. DevOps engineers are people who combine software writing skills with development and operations expertise. There are projected to be about 2,725 openings for this position in 2017 with a median base salary of $110,000. Data engineers ranked third, and they make back-end systems for the processes in which data is recorded and categorized. They earn a median salary of $106,000, and there were about 2,600 jobs expected to be open.
Some Other Positions Glassdoor Ranked
Here is a random list of some of the other positions Glassdoor ranked, both inside and outside the technology sector, so you can get an idea of the range of options available to you.
- HR Manager – median base salary: $85,000, 4,339 job openings
- Marketing Manager – median base salary: $90,000, 3,875 job openings
- Occupational Therapist – median base salary: $72,000, 14,897 job openings
- Electrical Engineer – median base salary: $78,000, 3,643 job openings
- Nurse Practitioner – median base salary: $100,000, 15,634 job openings
- Supply Chain Manager – median base salary: $100,000, 1,270 job openings
- Finance Manager – median base salary: $116,000, 3,142 job openings
- Executive Assistant – median base salary: $56,000, 3,946 job openings
- Hardware Engineer – median base salary: $108,000, 954 job openings
- Professor – median base salary: $70,000, 1,955 job openings
- Physician – median base salary: $200,000, 2,610 job openings
- Civil Engineer – median base salary: $65,200, 2004 job openings
- Information Security Engineer – median base salary: $100,000, 1,247 job openings
Business Insider used another measure of the hottest jobs to apply for in 2017: the U.S. Department of Labor’s Bureau of Labor Statistics. CareerCast, a job site, used information from the BLS to rank jobs on environment, stress, outlook, and income.
- Speech Pathologists came in number 10 with an annual median salary of $73,410, with a growth outlook of 21% through 2024.
- Occupational therapists came in at number 9 with an annual median salary of $80,150 and a growth projection of 27% through 2024.
- Software Engineers ranked eighth with an annual median salary of $100,690 and a growth rate of 17% through 2024.
- Mathematicians ranked seventh with an annual median salary of $111,100 and a 21% growth outlook through 2024.
- Professors came in sixth with an annual median salary of $72,470 and a 13% growth rate.
- Data Scientists were fifth with an annual median salary of $111,267 per year on average and a 16% growth rate through 2024.
- Information Security Analysts were fourth with an annual median salary of $90,120 and a growth rate of $18 through 2024.
- Operations Research Analysts ranked third at $78,630 for an annual median salary and a 30% growth outlook through 2024.
- Medical Services Managers were second at a median salary of $94,500 per year and a growth rate of 17 percent through 2024.
And, finally, if you want the best job, according to CareerCast and Business Insider, become a statistician. You’ll earn a median salary of about $80,110. This job has a growth rate of 34 percent through 2024, so there’ll be plenty of jobs available.
How do we compare the 2016 forecast to where we sit now in June of 2017?? We would love to hear your comments so please chime in. A few tidbits from the forecast include:
Temp/Contract-63 percent of employers plan to transition some temporary or contract workers into permanent roles in 2017, up from 58 percent last year. WE HAVE definitely seen this trend first hand as many of our clients in Q1&Q2 made to the move to transition our temps.
Full Time-Employers in IT were the most likely to say they were adding new employees at 56 percent, a notable 12 percentage point gain over the prior year. NO question about it, we have seen more full time IT jobs across all industries come live in the first two quarters years over year.
Read More: Undercover Recruiter
The forecasts for the recruitment industry in 2017 look highly promising and incredibly competitive. With the level of competition so fierce, it is natural for the best in the field to try to find ways to innovate their methods. To stay relevant and competitive, a recruiter always needs to stay up to date on the latest emerging trends in recruitment practices. Some items on this list aren’t entirely new; a few of these trends emerged in 2016 and will persist going into 2017.
The rising popularity of these recruitment trends should come as no surprise to recruiters. Failure to spot these trends and adapt your own recruitment process accordingly can spell failure for your team. It is also important to note that it is impossible to accurately predict how the recruitment atmosphere will turn out next year. A recruiter should be vigilant and adaptable should changes in trends arise. However, even if predicting every facet of 2017 cannot be done, it’s fairly easy to make intelligent guesses as to how things will play out.
These are the recruitment trends that we think will play prominent roles in 2017:
#1. Companies Will Make Use of Talent Analytics
It’s a numbers game, it has always been, and it will always be. To disregard hard facts and data in determining your company’s recruitment processes is a terrible idea. While some recruiters have had tastes of success in making recruitment decisions based on their instincts and intuition, long-term success is dependent on being able to analyze data and statistics. The companies who take recruitment analytics seriously will most likely hire dedicated specialists to assess talent metrics on a more in-depth scale. It is a basic principle in the analysis of talent metrics to determine a potential candidate’s ability to return whatever the company may invest in him. In simpler terms, data can help determine whether a candidate has the competencies and skills required of their position.
#2. Employers Will Prioritize Creating a Great Candidate Experience
The playing field is getting more and more equalized when it comes to recruitment. HR departments no longer have the leverage they once had because candidates have more options and flexibility these days. Talent is becoming a sparse commodity while recruitment efforts are becoming overly saturated and it should be in the interest of all companies to adapt accordingly. The first step is simple: make applying for your company easier and more accessible. Companies cannot afford to enforce a wait-and-see approach when it comes to hiring quality talent. A hiring process should be drafted with candidate experience in mind. A bad experience in the recruitment process could potentially turn candidate off to the prospect of working for your company.
Given that, learn from the people focused companies who offer great recruitment experiences to their potential candidates. These successful companies will go over every single recruitment detail covering job postings, job descriptions, interviews, tests, and more to ensure the best possible experience for the candidate.
#3. HR Will Be Looking to Expand Their Sourcing Scope
In the age of social media and new-age technology, it is now easier than ever to reach out to all sorts of people from all corners of the globe. Hiring quality talent is difficult enough as it is, but getting quality talent that perfectly suits the needs of your company is where the real challenge lies. That is why more and more HR specialists are expanding their traditional talent pools and targeting more people that they couldn’t reach before.
On the other side of the spectrum, another emerging trend is having HR departments tapping into their own company’s resources for quality talent. An underutilized way of filling key company positions is sourcing talent from other departments within a company. For example, you may never know that your IT specialist is looking to shift into a career in Marketing unless you ask. Tap that resource and make the most out of it. Developing internal talent proves to be more efficient and cost-effective as opposed to hiring from the outside.
#4. Technology Will Boost Efficiency and Precision in the Hiring Process
Recruitment software’s are quietly emerging as a prominent trend in the world of hiring. While a substantial bulk of crafting a good recruitment process still heavily relies on human intellect, technology can help make the process much easier on the part of the recruiter. Technology affects various parts of the hiring process spanning communications, research, data analysis, and so much more. While technology has already served as a major game-changer in the recruitment industry, we have yet to see the limits of its potential.
#5. Companies Will Focus on Marketing the Employee Experience
This will probably be one of the most common recruitment trends to look out for next year. More than anything else, candidates (particularly the younger ones) will be looking to prioritize their career development over anything else when considering their options. That is why companies will prioritize on branding their employee experience in such a way that will entice prospective talent to want to work for them. It’s a fairly easy concept to grasp, market your companies to make sure that you attract the best possible talent. Build your branding on details like employee benefits, career developments, and other enticing details.
Read More at HireRabbit
Good news for those looking for a paying gig this summer: Companies plan to hire more than they have the past decade – with higher pay. According to a new CareerBuilder survey, 41 percent of employers plan to hire seasonal workers for the summer, a significant jump from 29 percent last year. More than 3 in 4 employers hiring for the summer (79 percent) will pay their summer hires or interns $10 or more per hour on average — up from 74 percent in 2016. One in 5 employers (19 percent) plan to pay $20 or more per hour.
See more: Career Builder