5 Reasons Employers Say No to Hiring Contractors for Perm Positions

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Finding people technical career opportunities in the insurance and financial services industry, the norm is to have tenure, certifications and strong technical experience. Regardless of whether you get the job or are considered over/under-qualified, when you go for an interview you try to make a good first impression. There are certain situations where the interviewer forms a particular opinion of the candidate without gaining adequate details about said individual or has a strict bias for non contractors. Contractors might not be the ideal candidates for a full-time job position; however every candidate deserves an equal opportunity to prove their skills and some truly do want a full time position. Here are some ways to see if they could be right for your organization!

Five of the common negative perceptions concerning contractors interviewing for full time positions and some questions you can ask to see if they are right for you if you want to consider hiring them:

1. Depart upon completion of project and no looking back

Since contractors are bound by an agreement; they stay only till their work is completed. Once their job is done, they cannot stick around as they need to search for a new job or project. RHSince, they are no longer being paid for the services they offer, they have no reason to stick around and ignore their own work/business. The chances of a contractor working as a full time employee increase when this job becomes a major source of his/her income. Employers feel that when the “next best thing” comes around, a career contractor will leave the job and not truly be committed.
Questions you can ask:

How long do you support your work when your projects finishes?
What is happening now that caused you to want to make the change from contractor to full time?
What do you feel are the advantages of a full time opportunity at our company?
What would you say if you were offered another contract position?

2. Partial contribution to an entire system life cycle

Contractors work with other organizations when bound by an agreement, to complete certain tasks. They commence and quit working according to the dates or duration specified in the contract. Their work period might not start at the beginning of a project or end with it, as their services are required only to accomplish a certain task. Thus, in the execution of a compete project the role of a contractor remains limited.
Questions you can ask:

How many full life cycle projects (start to finish) have you been actively part of?
How long was the entire project?

3. Limited control over their actions

Unlike full time employees, contractors do not allow their superiors complete control over their actions. Even though they follow orders, they do not follow instructions blindly and choose to operate on their own terms. Some contractors are not used to being a part of a structured organization or under scrutiny of a supervisor; therefore they might not follow all instructions exactly, nevertheless, contactors ensure timely completion of tasks assigned to them.

Questions you can ask:

How would you describe your relationship with client team members?
Who did you report to and how was your role different from other similar client employees?
What did you not like about being a contractor?

4. Feel unconnected

Depending on the type of contractor, they work with the company only for a fixed period of time. Upon completion of the project they are working on, they do not rely on the organization to find another job or project for them. On the other hand, full time employees need not search for new work as they are assigned to a new project immediately. As a result, even when working with full time employees, contractors are unable to establish a strong bond or feel connected.

Questions you can ask:

What do you think you will gain being a full time employee?
Have you ever left a contract before the end and why?
Do you keep in touch with past co-workers?

5. Self promotion

Even if an independent contractor tries to follow and fit in with the rules of an organization he/she is currently working with, it is not necessary for them to do so. Contractors are not permanent employees and are well aware of this fact. Since, they go back to handling their business once their legal agreement with an organization is over; their own business remains their primary focus. They start contributing to the organization if and when they are given a long-term position.

Questions you can ask:

As an independent contractor, if you go full time, how will it effect your business as it stands now?
Why do you feel that you will be able to give 100% to our company given your history of independence?
These are just some helpful guidelines, so you don’t miss out on that possible superstar that could be gaining the experience that will fit your organization.

Robin Owens-Wright is the founder of Executive Levels, providing senior marketing and related technical professionals with career opportunities across industries.