Over the last decade as most businesses have focused more keenly on the bottom line they have embraced the concept of contract employees in “supposedly” non-core areas such as engineering trades and project activities.

What is now common practice at the trade level can present the same benefits to many professional recruitment exercises, if managed properly.

The “try before you buy” process used at the professional level should continue to demand the same level of rigorous selection and screening procedures that are used in permanent recruitment.  However, the time lines involved can be significantly compressed because of the immediate availability of the candidates and the risk of failure or disruption to a business is diminished because of the nature of the “arms length’ approach.  

Using this process to you and your employee’s advantage.

• Longer term and enhanced form of assessment centre which more clearly measures those more subjective competencies such   as initiative, energy levels, behaviour under pressure, and people skills etc. 
• It can also save time, effort and, of course, costs normally incurred in the sourcing and selection of a new recruit through expensive advertising
• Allows both parties a less rigid “out” clause if thing don’t go well or the candidate has some uncertainty
• Opportunity to gauge impact and resourcing necessary in a new role
• Allows a line manager to justify or experiment with a new role as a business expense before any headcount increases are appropriated
• The placement fee can be, in effect, amortised over the length of the initial contract and therefore be less of a hit on your P & L 

Take care with the downside........

The incumbent candidate should be well informed on what they should expect of the process and should not have their expectations raised too high to include definite permanent employment.  By the same token, the candidate has basically the same freedom of choice.

• It usually limits your choice to those candidates who are actively seeking their next role and are normally without a current job
• The existence of a new and successful resource can actually hide your original headcount justification because things are now running smoothly
• Insure you use a reputable agency with full insurance cover and appropriate contractual arrangements to cover any potential legal consequences