(This is the third in a series of blogs that debunks the perceived fears associated with contracting. It includes a quote from a direct-hire recruiter who has successfully added contract staffing to their business model.) Second Fear—Your direct-hire business will suffer as a result of contracting.
The interesting aspect of this fear is that not only isn’t it true, but exactly the opposite is true. As difficult as it may be to believe, adding contracting to your business model can actually enhance your direct-hire efforts. Why is that? Because hiring managers are looking for solutions to their staffing challenges, and not all of those challenges are direct hire in nature. If they have a need for a contractor, and you’re able to meet that need, they will be more likely to come back to you for their direct-hire job orders, as well.
On the flip side of that, if you turn down contract job orders from your clients, and they use somebody else, well, you’ve just let another recruiter muscle in on your turf. Which scenario would you rather have?
“You’re out there in the market recruiting, anyway. It’s a simple transition, and it will actually complement your full-time recruiting efforts, rather than take away from them.”
John Hope of Tri-Force
