Permanent Placement and Contract recruiting both serve important functions. But beware of the firm that tells you they can do both.
Is it just me, or have you been sensing a little pessimism creeping into the “talent wars” conversation lately? For some hiring managers, the goal seems to be shifting away from building organizational bench strength, toward something that might appear more achievable: just fill the empty seat, asap.
It's a tempting pivot, particularly within the engineering, accounting and finance, and IT fields, where hiring battles run especially hot right now. I get the argument. If you give up on your hiring goal and engage a “contract recruiter” instead, you stand a good chance of having a temporary professional in that seat within a few weeks or even days.
But is switching to a contract approach a good idea? Sometimes. Before going there, though, consider the differences between a permanent recruiting firm and a contract one. Then ask yourself the 3 key questions I outline below.