What is Contract Hiring?

An organization is nothing but the employees it works with. Therefore, it is critical that a company hire the best, not just via full time employment opportunities but also via contract hiring. In a nutshell, contract hiring refers to employing a skilled individual for a specific assignment. When the job is done, they may chose to keep working together or part ways, according to a mutual consent.

So, how do companies get in touch with these contractors? Undoubtedly, an important medium would be that of the contract hiring companies present in India. It is critical to choose the correct staffing contract hiring company for your requirements.

Here are 10 steps to find that perfect contract hiring company for your organizational needs.

10 Steps to Find the Perfect Contract Hiring Company

One cannot argue that there is intense competition among companies for having the right set of employees on board. In order to face the competition well, companies must follow these 10 steps to have better chances to get the perfect contract hiring company to work with.

1. Choose an industry-specific staffing company – The first step toward finding the perfect contract hiring company is to look for experts in your area of operations. Today, any company needs to focus on saving time and expenses and thus choosing a recruiter who understands the business needs and market conditions is important.

2. Specialized Networking – Networking stands crucially important in order to get to know about rising contract hiring services companies in the market. It could be friends and family, previous companies or even relevant professional associates. LinkedIn is the next big thing in the present times. An active means of networking on LinkedIn gives an additional edge to companies to find the perfect contract hiring company.

3. The Right Set of Experimentation and Commitment – When it comes to acquiring contract services, staffing agencies in India play a huge role in bridging the divide between companies and contractors. A short term relationship provides leverage to companies to move on to the next one, in case of non-productive relationship if at all.
4. Reading References – Apart from just relying on the right expectation setting, one must constantly strive to procure references of chosen staffing companies. Reading references from the past and current clients of these staffing companies is an absolutely important step.

5. Choosing between quality and quantity – Another critical step taken in by companies to choose the perfect contract hiring company is to choose between the one which delivers quality or quantity. This simply refers to companies deciding whether a project requires specialisation or a good volume of contractors.

6. Placing the right candidate – Often candidates staffing companies just concentrate on filling in contract hiring position in companies, right at the start. For some job roles, the focus lays on hiring a specialized skill-set for a specific assignment. Thus, companies must keep screening for this metric as well.

7. Proper Back-up Plan – Contractors work hard toward achieving specific contracts. Nevertheless, sometimes the candidate might be an organizational misfit. In such a case, contract hiring companies must have an appropriate back up in place to replace the candidate.

8. Overall Budget for Staffing Companies – Companies allocate specific budget for specific projects. Overall, the ideal staffing company must fall in within their budget range, whether it accounts for hourly or as a percentage of new hire.

9. Measuring recruitment returns – Companies are keen to study the returns of investment (ROI) on each of their recruitment costs for each of the contractors hired. Thus, they look out for the recruitment metrics and study in place by these staffing agencies.

10. The final step – Business Rating – The last step requires the companies to close the deal at the agreed upon T&Cs. This is followed by the last check on overall business reviews ratings these staffing agencies have.

As highlighted earlier, a company is as good as its employees are. Having said that, considerable amount of effort must be exercised in hiring the perfect contract hiring company in India. The overall objective of acquiring highly trained contractors can only be fulfilled through the rightful association with a extremely competent staffing agency, today.

It’s 2018. The mark of 20^th century calls out for budding entrepreneurs to take the leap of faith, and leave their comfortable 9 to 5 jobs, and move toward the world of start-ups to follow their passions! It’s unquestionable that start-ups require entrepreneurs to be impactful, creative and aggressive; given the need to stand out from competitors and connect with the target audience.

However, as a superhero once said, ‘With great power, comes great responsibility’; every start-up founder must make their own set of to-dos and to-not-dos. These can be found in various books and blogs; but the real essence comes from the sweat and blood of an entrepreneur, known as experience! Let’s have a quick look at the things to take care of while donning the hat of a ‘startup-preur’.​

1. Funding –A company’s CEO’s most important issue is the need to raise the right amount of funding. A start-up needs to be dynamic; and it needs to be aggressively creative with the problem it is attempting to solve. This calls for the founders to convince angel investors and venture capitalists to invest in their start-ups. Even after a start-up has risen funding; the CEO must most effectively put these monies to grow the start-up. Founders make the mistake of burning the money in an aggressive fashion for discounts, advertising, and overall pull-marketing strategies; rather than utilising it for a balanced approach of push and pull.
2. Manpower – One of the key resources any start-up could possess would be the right set of people to work for it. Start-ups require a dynamic and creative set of minds that refuse to take a no for an answer. The consumers define companies, and employees always re-define a company. Having said that, founders of start-ups must always take key interest in having the right set of manpower onboard to take the start-ups to great heights. There must be an established and knowledgeable team in the Human Resource department, whose core job is to identify the right person and hire them for the right job.

3. People management – A CEO of a start-up must absolutely be a people’s person. He or she must make the right choices when it comes to keeping their people happy, for a company’s employees are the ones that lead the company on a success driven path. Employees always look up to their bosses, and hence the CEO/CTO of a start-up must walk and talk in the role of just another employee passionate to perform and inspire folks. Tasks like recruitment drives, performance appraisal and employee development initiatives must be taken into consideration, and these must become the KPIs for co-founders’ performance in start-ups.

4. Brand value – Brand value or recognition in the market as a trustworthy brand is yet another major aspect that a start-up needs to worry about. As a founder or co-founder of a start-up, a constant effort must be in the direction of brand awareness and acceptance. In today’s time, a company’s online and offline presence influences the way the brand is accepted by the target audience to a great extent. Using the right tools of digital marketing along with lucrative discounts and offers, a company can establish a strong market presence for the intended target audience. Nevertheless, there lies the need of a specialised digital marketing effort by the start-up to establish a strong presence in the market. 

5. Employee Development – An important question a CEO must ask himself when it comes to employees’ performance is – What pushes a person to keep working for the same company? A constant assurance for monthly money to come to their banks called salary? Yes. The lucrative invitation known as incentives? Yes. Nevertheless, more than anything, the assurance of a constant growth in the same work place, both personally and professionally is the biggest drivers for an employee to stick to a work place. CEOs and start-up founders must make constant efforts to initiate and maintain employee development programs. This not only insures for an employee’s long term association with the company and progressive development; but also leads to overall growth of the start-up.

6. Infrastructure – An important question people ask today is – what do you need to start off a business? A couple of computer systems, funding, people, online presence; these all are just constituents of what we know as an office set up,or infrastructure. The right set up of facilities make overall business operations smoother and thereby all the more productive. With the advent of co-working spaces, the problem of expensive office space has gotten reduced to a huge extent; and this is pushing more and more employees to become their own bosses.