For some jobseekers, the idea of working “contract” or on temporary assignments may not be an appealing proposition. You may be concerned about the longevity of contract roles, or that including contract assignments on your resume will be a red flag to potential employers. These reasons can prevent job seekers from taking advantage of the benefits that contract and contract-to-hire roles can provide. More often than not, they are a great foot in the door.
Contract work is a growing global economy. It offers businesses a chance to be nimble and increase resources when needed. It also provides the opportunity to bring in experts, that perhaps otherwise a smaller business can’t typically afford. Research suggests that as high as 40% of the workforce will be contracts by the end of 2020.
Here are some of the myths and perceptions of this type of fractional working which are often proven wrong.
Contract work is a dead-end.
Candidates are often surprised by how many temporary assignments become full-time roles. The reason for this is that companies view contract or contract-to-hire positions as great onboarding opportunities. They may be piloting a role in order to justify it as a full-time position. It also helps to reduce organizational risk. These short-term opportunities allow both parties to ensure the right fit. Candidates who bring value to the organization as a contractor are in a much stronger position to be hired when a permanent role arises.
Contract roles are “resume ruiners.”
In fact, the opposite is true. Taking on temporary assignments during the search for a permanent role is a great way to build your resume and experience.
This principle also holds true for experienced professionals who are seeking to make a career change. Contract work can afford professionals the opportunity to build their portfolio of work, making them more attractive to their new target industries. In turn, this allows them the ability to be more selective when choosing to pursue a long-term opportunity based on professional fit.
Contract assignments are not recognized as “real jobs.”
Now, more than ever, contract roles are becoming part of many companies’ overall talent mix. Organizations are aligning with the changing values of a new workforce, and they recognize that short-term, non-permanent assignments can be attractive options for a Millennial workforce that values flexibility. As a result, companies are looking at temporary assignments as a way to manage this turnover.
Contract employees are not eligible for benefits.
While benefit structures can vary from company to company, working through a recruitment agency does have advantages. FGP, for example, provides contract employees with benefits based on the length of their contract term. Hiring companies may also offer technical support, such as laptops and access to software, and may even factor in travel and temporary housing costs into their compensation agreement.
Keep an open mind. You never know what’s around the corner, and contract work can often lead to more work or even different opportunities within an organization. If you have the right attitude and a flexible skillset the world is your oyster.
