Contractor UK Limited’s Post

7 Tips for Landing a Job as a Government Contractor

7 Tips for Landing a Job as a Government Contractor

"We don't take contractors" A line all contract recruiters will hear from a client at some point. ❌ They're too expensive. ❌ They don't care about the business, just come and go. ❌ We'll just wait for a permanent candidate. ❌ They just leave whenever they get better money. This is the conversation I end up having and the reality of how much value taking a contractor can really add. ✅ Whilst contractors rates are usually higher than a salary, they don't get paid holiday or sick leave so you only actually ever pay them when they're working. ✅ Most contractors I've dealt with REALLY care about the businesses, they're usually employed for their consultancy, they want to do a good job on a project because those achievements are why they get employed for the next job. ✅ They have shorter notice periods and more often than not you can get an immediately available candidate ready to mobilize. You fill those urgent gaps and aren't left waiting for months. ✅ Whilst sometimes this is the case, as long as contractors are paid a rate that works for them most will want to see a project through to the end. Their reputation is how they get work. Most good contractors I've worked with end up going back to clients they've done a good job for. Whilst contractors aren't needed for every role, it's not worth having the blanket ban on contractors for all roles. If you're looking for a contractor to support your business at the moment or even just want to talk through the logistics of taking a contractor then drop me a message or email: [email protected] #contractconstruction #datacentre #pharma

EOFY is right around the corner, and every year we see an increase in hiring managers reaching out to recruit additional Contractors and Temporary staff to help lighten the workload💰 Unsure if this is the right move for you and your team? Here's a breakdown of the pros, and why contract is the way to go! 💵 FLEXIBILITY You can hire contract and temporary staff specifically for a period of time (e.g. project, covering leave), or to help out with a temporary increase in workload. This allows you to ensure adequate staffing levels without committing to long-term employment contracts. 💵 SPECIALISED EXPERTISE Contract and temporary staff often bring specialised skills and expertise to the table, highlighted by their ability to pick up new skills and systems quickly. If you require a niche skillset for a specific project, task, or area of finance, hiring contract workers can be a great way to tap into that expertise, and can even upskill the team. 💵 TESTING POTENTIAL HIRES Contractors allow you to evaluate potential candidates for permanent roles in the long-term. It can serve as a trial period to assess technical capabilities, interpersonal skills, and cultural fit, and provides you with greater confidence in your decision when it comes to long-term employment. Of course, every team and organisation has unique circumstances, and what may work well in one may not necessarily work in another. It's important to assess your specific needs, project requirements, and resources before deciding whether to recruit contract or temporary staff. If you're keen to explore Contracting options in your team, please feel free to reach out below for a confidential discussion - 📧 [email protected] ☎️ 07 3032 2233 Noah Grace Richard Jacob Brianna Neha Ryan Jordan Samantha #financerecruitment #contractrecruitment #temporaryrecruitment

☠ The trap some contractors are falling in that is making their job search harder in a stale job market... 🤑 Chasing higher rates without doing research. ➡ I know this might be controversial, but the reality is that is a lot of leading organisations in Australia are currently cutting costs, looking at how they can utilise permanent staff better and reduce their spend on contractors. 📈 This isn't necessarily going to be the way forward forever, but it might be some time before we see the market bounce back to the glorious contractor days. 🤔 What does this mean? ✨ More candidates on the market (lay offs, contracts not extending etc.) ✨ Less contract opportunities on the market (hiring freezes, reduced contract spends etc.) ✨ Daily rates on offer are dropping across many areas (clients have more leverage and choice, candidates have more pressure to compete) ✨ Rates are less negotiable (if even negotiable in the first place, some organisations wont review 'over budget' CVs) 💡 My advice would be if you find yourself hitting a wall and suspect your knowledge of rates might be outdated, check in with your fellow recruiter contacts or do your own research to make sure you're being competitive (and realistic). 😊 Hope this helps and always happy to chat to anyone about rates or refer them onto a consultant at Pinpoint Talent who works in the relevant space. #contractors #jobs #marketrates #recruitment #jobseekers #candidates

In an ever-evolving job market, employers are increasingly turning to contract roles to meet their dynamic needs. According to a recent article on ContractorUK, https://lnkd.in/eQ8NTfsh, the demand for contractors is on the rise, with umbrella companies playing a pivotal role in managing the complexities of these engagements. Several factors contribute to the growing preference for contract roles: Flexibility: Businesses need to adapt quickly to changing market conditions, and contract roles offer the flexibility to scale the workforce up or down as required. Specialised Skills: Contract workers often bring specialised skills and expertise that are not always available in the permanent workforce. Cost-Effectiveness: By hiring contractors, companies can save on costs associated with full-time employment, such as benefits and long-term commitments. To navigate this shift effectively, recruiters and employers need reliable partners who understand the nuances of contract employment. That's where we come in. Here's how we can help your business: We have an informed and passionate team with decades of experience. We have compliance and transparency as our foundation. We operate with integrity and honesty. Partner with us today, speak to a Guardian ➡️ https://payguardians.co.uk #PayGuardians #ContractorRolesOnTheRise #UmbrellaCompany

Recently, we have been asked by many candidates whether they should consider contract work or continue being an employee. Both have advantages and drawbacks which we will explore in this post. Ultimately, deciding between being an employee or being a contractor entirely depends on personal preferences, your ability to handle risk, your skillset, and employment pursuits. It's important to carefully weigh the pros and cons of each option before making a decision. Swipe to learn more about the differences between contract and permanent positions ➡️ #construction #generalcontractor #contractor #recruitment #employees

The future of work is here! With an unemployment rate as low as 1.8% in the IT sector, opportunities for skilled contractors are booming. Check out these three reasons why independent contracting is a career path that's worth considering 👇 Head to our blog to learn more about how you can start your journey as an independent contractor ➡️ https://lnkd.in/gHjMgTip #independent #contractor #IT #informationtechnology #fieldnation #fieldservices #blog #tip #guide

With the current market conditions I have seen a number of organisations who have been pushing to hire more Permanent or FTC resources where they would have traditionally hired Contractors in the delivery space. On one hand, I understand organisations trying to take advantage of the volume of candidates in the market to secure quality candidates for less (I want to make it clear, I am saying I understand, not that I agree with that approach). On the other, I have always felt that there are definitive differences between hiring a permanent resource or a day rate contractor. When hiring a permanent in the Project Management, BA or Change space you are typically hiring someone who is more generalist but also someone who is capable but often who has scope to continue to grow in the role and organisation. Whereas when you’re hiring a contractor you are typically hiring a specialist for a specific piece of work, looking for someone who is ticking 95%+ of the requirements who you know can come in and hit the ground running. In the current market, I am finding organisations are putting the same demands and expectations on permanent hires that they would have had for contractors. I am hearing a number of people in the market who are being rejected from roles who ordinarily would have been a shoe in and it seems that organisations are only looking for candidates who are looking to take a sideways step as opposed to progression. And for me FTC's are grey area which can be lead to the expectations of a contract with the salary of permanent which can be a lose lose for candidates. There are exceptions and that is when FTC's pay salary commensurate to that of a day rate. For me, if you are wanting to hire someone who is ticking all of your boxes and can come in, hit the ground running and deliver a specific piece of work quickly that is when you hire a contractor and to put those expectations on a permanent employee isn’t fair (I am not saying that some permanent employees aren’t capable of doing this, as many are). I would love to hear if any other project professionals in my network are finding the same issue? For what it’s worth, my expectation is that this attitude will change once the volume of project requirements increase in the market and we will see that clear distinction between expectations for contractors and permanent applicants return. #ProjectManagement #BusinessAnalysis #ChangManagement #ContractRecruitment #PermanentRecruitment

The absurdities, disparities, and misconceptions in today's job market continue to astound me. This post was more about rates. That resonates. My rate is the same today as it was in 2003 (which, btw, 30% less than my billing rate through an "agency"). But that's not my point. Contract employees/vendors/consultants.... 1. DO work 40+ hours/week, but DO NOT usually bill 40 hours/week. 2. Might not punch a time clock every day, but are "always on." 3. Have their own overhead: domains, SaaS subscriptions for line of business apps/support tools, desktops/laptops/tablets, etc. 4. Take care of their own short/long-term benefits: insurance, "retirement savings" 5. DO NOT have safety nets. No "union" protection, "unemployment" benefits, PTO days 6. DO NOT have soft benefits: corporate paid continuing education, latest training & certifications, car/phone/internet stipends. 7. ARE skilled WAY BEYOND the core competency/skill you've hired on. We bring perspective and context. 8. Thrive on making an impact - we need work with meaning over punching a clock. 9. Thrive on solving problems. 10. Are the most self-starting, self-motivated, and self-disciplined resources a company could have. We depend first upon ourselves. Every. Day. 11. "Working remotely" isn't a trend or a fad - it's a way of life. Working remotely means that if we go away for the weekend, we take our laptop with us. My rule of thumb? If I'm more than 20 minutes from my house, my laptop is with me. Vacations? They are all working vacations on some level - we get up early to work while our family sleeps in. We stay up late. I've taken several "important" conference and sales calls while my family was off doing an activity where my participation wouldn't be missed.  12. We don't do it for the money. In 2017, I got a call from a client who had moved on to a new company. "We have an opening, and you'd be perfect," he said. It was a stable health care behemoth. The pay and benefits were amazing. The company was aces. The position, overall, extremely desirable. I was going through a divorce and it was exactly what I needed. They would approve a hybrid position for me, w/ MWF in office. It would mean a 90 minute commute each way those days. It would mean I wouldn't be available on those days for the last minute needs of my daughter (rehearsals, practices, things with friends). It would mean I would miss the occasional game or school event - something I simply didn't do... I was the dad that was at everything. The job? Basically I'd be setting up SQL import templates and testing them all day, every day. So, ridiculously easy for me, with pay and benefits even more ridiculous. But. My brain would turn to mush. It would be groundhog day. It would be like doing 1/100th of what I was capable of each day. But most importantly, it would interfere with the type of Dad I was and wanted to continue to be. So, no. A company's most valuable assets are it's people. Employees. And contractors.