Benefits of contracting for employers

1. Reduced long-term labour cost

Contractors are a temporary solution and do not require an annual salary. Neither will employers need to spend time and money on learning and development for them, as they are fully equipped specialists with the niche skill required of your fixed-term project.

2. Shorter hiring process

The process for hiring contract employees is typically much quicker than onboarding permanent staff. This is because contractors are hired for delivery of a specific task based on their expertise and do not need inductions and training to fit with the organisations long term goals and culture.

3. Instant impact

Contractors join a business for only a fixed period in order to make an instant impact thanks to their niche skills and expertise. Employers should be courteous but also know that they won’t have to spend weeks familiarising them with the work environment, introducing them to every member of staff and training them with a whole multitude of systems. They are hired with the focus of delivering a specific project.

4. Fresh perspectives

Sometimes it just takes one outsider to completely change – for the better – the way a business operates. The more skilled and experienced contractors you hire, the more unique perspectives you are going to get in order to help your business to flourish.

5. Highly skilled, niche experience

Contractors and temps usually have a very specific skillset and are accustomed to performing on very niche projects. Having a highly specialised individual on your team can really help to drive your business forward.

6. Flexibility

Perhaps the most widely acknowledged benefit is that contractors are flexible. Temps allow you to respond to market needs and demands as and when they happen. They are often used to working in different locations, for different personalities, for varied periods of time.

7. Contract to permanent hire option

If you are unsure about hiring a permanent resource for a specific role in your business or unsure of a candidate you have interviewed, you can hire initially on a contract basis. This enables you to evaluate if there is a permanent requirement for this resource and the value of this individuals capabilities. Many organisations exercise this as a common risk averse option for hiring before onboarding on a permanent basis, when the individual will then be included on their own payroll.