5 Misconceptions Candidates Have About Contracting

Candidates’ perceptions of contract staffing have changed dramatically in the past several years. In fact, we are increasingly seeing candidates choose contracting as a lifestyle. Believing that they avoid it like the plague is one of the misconceptions about working on a contract assignment.

Still, those not as familiar with contract staffing and its advantages for contractors still believe some common myths.

Five candidate misconceptions about contracting:

1. “I won’t make as much as I do in my full-time job.”

In actuality, many workers make MORE working on a contract basis. How? Well, for starters, they are paid for every hour worked . . . plus overtime in most cases. The IRS and Department of Labor (DOL) guidelines even require time-and-a-half for overtime for job classifications.

2. “I won’t get benefits.”

Many contractors who are W-2 employees of a full-service back office are offered a full menu of benefits. Recruiters can set themselves apart from their competitors by utilizing a recruitment back office service that offers contractor benefits (health, dental, vision and life insurance, 401k, etc.).

3. “Only people who can’t find a regular job work on a contract basis.”

One of the biggest myths about contracting is that contractors are not the “cream of the crop” or that they only take contract jobs as a last resort when they can’t find traditional employment. But again, more candidates are purposely choosing contract assignments over direct employment. Contract staffing offers several benefits: flexibility, the ability to obtain new skills, travel opportunities, and variety, just to name a few.

4. “Contract assignments are all clerical or blue-collar.”

People who subscribe to this myth are confusing “contractors” with “temps.” Temps do tend to be clerical and blue-collar workers performing very short assignments (1 to 90 days) at a lower pay rate. Contract positions are typically white-collar in the technical, professional, and Healthcare arenas and include people at every level, up to and including the C-Suite. They are longer-term, usually lasting three to 36 months or even longer.

5. “There is less security in contract work.”

There is no such thing as a permanent job. The difference between contract and direct positions is that with contracting, the workers know the work will eventually end (unless they are contract-to-direct), and they usually know approximately when. Direct positions can end anytime without warning. Many workers would rather know ahead of time that a job is for a limited time than be blindsided by a layoff.

If you have candidates who are still buying into these misconceptions, you can help dispel them. Once they realize their fears are unfounded and they see the advantages of contract staffing, they may join the ranks of those who choose contract staffing as a lifestyle.

If you’re ready to add contract staffing services to your business model and make contract placements, then get started today with our FREE Quick-Start Guide to Contract Staffing!