How Can a Recruiter Get Started In Contract Staffing?

We previously published the advantages of adding contract staffing your firm’s business model. That begs the question: “How does a direct hire recruiter get started in contract staffing?”

The process is much easier than many recruiters think. In fact, it can be done in three simple steps:

#1—Notify current clients.

Chances are good that your clients are already utilizing contractors. The percentage of companies using contractors continues to increase. That’s because more companies are implementing blended workforce models that incorporate both direct hires and contractors. However, since they think you don’t offer contract staffing solutions, they are likely getting their contractors from another recruiting agency.

These companies know and trust you enough to give you their direct hire job orders. So wouldn’t they be happy to give you their contract staffing business, as well? In fact, many would prefer to use a “sole-source provider” that allows them one point of contact for ALL of their contract staffing needs.

#2—Ask current candidates if they would work on contract.

You might be surprised to learn that a lot of candidates actually prefer contract work because of the advantages that it provides. First, there’s more flexibility associated with a contract position, making it easier to balance work and personal life. Plus, because most contract positions are hourly, they are paid for every hour worked and even more if they work overtime.

#3—Outsource the employment of the contractors to a back office provider.

You can choose to employ your contractors and take on all of the employment tasks. However, doing so is very time consuming. This takes you away from the revenue-generating recruiting tasks that help your agency grow. You also take on the employment liability.

With the growing number of employment regulations on the federal, state, and even local level, that is becoming more risky. You’re better off leaving the administrative burden and liability to a recruitment back office. A back office has the experience and resources to handle these tasks efficiently and correctly.

Get started . . . with the Quick-Start guide!

As you can see, getting started in contract staffing is as easy as 1-2-3. And the return on your modest investment of time and energy can be substantial.

So take a moment to consider how adding contract staffing services to your business model could benefit you, both in the short term and in the long run.

How do you get started in contract staffing? By downloading our Quick-Start Guide to Contract Staffing!

(Editor’s note: This article is intended for informational purposes only and should NOT in any way be construed as legal advice.)