Permanent vs. Contract Employment

Are you Considering Contract Employment?

International and local trends confirm that contracting external resources is growing exponentially. An increasing number of companies are making a fundamental shift towards a flexible, assignment orientated workforce.

Do you ever get tired of the same old hassles at your job? Does the thought of chasing your team leader down the career path to retirement make you want to sob uncontrollably? It doesn't have to be that way, you know. Perhaps leaving your job to become a career contractor is just what the doctor ordered.

What is contract work?

Contract work can be defined as simply an agreement to perform a task for a certain rate of pay. The contractor is usually either acting independently or is working through an agency.

 

Is there a need?

Why would a company want to hire a contractor? Well, for one thing, many endeavors involve project work requiring a task with a definite end point.

 

Contract advantages

With a little imagination, the advantages to being a contract employee over a traditional permanent employee become clear. I will list a few to get you in the right frame of mind:

 

Flexibility: You can be your own boss without the bankroll usually required to start up a business. In most cases, you pick and choose your jobs. You set your own schedule. If you want time off between contracts, just take it. And in most cases, you set your own pay rate as well.

 

More cash: Contractors generally make a significantly higher wage than permanent employees performing the same tasks.

 

Variety: Many contractors enjoy the variety of locales and people they encounter as they go from job to job. If your skills are marketable, you can find work just about anywhere you are willing to travel.

 

Networking: Think of the people you will meet and contacts you will make that will enhance your professional experience.

 

Individuals that require freedom and flexibility in their work environment are ideally suited for working on contractual basis. The contract system provides ambitious individuals opportunities to explore new employment prospects and experiences. Contractors never feel constrained by any particular role or organization for a long period of time.

 

As you can see, contract work is not for everyone. It is a lifestyle change as much as a career change.

 

If, after giving it some thought, contracting sounds interesting to you then contact CA Environmental for your next career move.

Contract Employment – (Client point of View)
 
Contractors cost companies much less than permanent employees. Companies are happier hiring contractors because they don't need to pay benefits, unemployment insurance, or holiday and vacation pay, as it is a recruiting firm that compensates a contractor.
 
Contractors provide companies that are going through a slowdown more hiring options, which involves far less expenditures. Large-scale employment of contractors is becoming a global trend.
 
In times of economic recession, some firms prefer outsourcing their employment overseas. This move can lead to permanent workers being left without any prospects for immediate work opportunities. It is at times like this that contract positions are most beneficial.
 
Contractors provide a great deal of flexibility to the organization and can be used at the convenience of the company. This is especially helpful in situations where the project is altered in some way. If, for example, the company changes direction and the project gets killed, or assigned a lower priority, there is no employee to fire (or unemployment paperwork to process.)

If the project is revived, one phone call brings in a new contractor. There is no lengthy (and costly) recruiting process. This flexibility can save the company a lot of money in personnel costs in the long run.

The bottom line is that when deciding between outside help and internal staff increases, always keep in mind the hidden costs associated with the hiring of employees.
 
The benefits of a contractor
  • An immediate solution to a short term problem
  • No increase in company headcount
  • Nominal induction required
  • The opportunity to assess the suitability of a candidate for a permanent position.
The assignees are typically experienced, objective, results orientated and have an adaptable and flexible attitude. They will have the skills required to perform the specific task.



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