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    It is well documented that there’s a skills gap across the UK tech industry, with the rapid pace in technology advancements, competition in the job market for talent and gaps in STEM education, amongst others contributing to widening gap.

    With the gap being ever present, businesses have and are taking action to ensure they have the right talent in place. In the marketplace, we are seeing businesses investing in internal training and building a culture of continuous learning, investing in increased salaries and incentives as well as head hunting the skills they need to succeed. 

    The industry can and should be looking at future-proofing by improving early digital literacy, education and careers as well as addressing gender gap and providing access to the right training.

     

    But what about the here and now? 

     

    Flexible IT staffing could be the option for you. It’s not a new one, however it has been changing. There’s in excess of 4 million self-employed workers in the UK, granted, not all in IT however it’s a popular one! Did you also know, over 25% of the workforce would consider contracting or freelancing. That’s 1 in 4 people in the UK workforce!

     

    So, is it for you? 

     

    Problem Statement no.1 (Speed of Hiring):  We need to fill a critical role ASAP however we have previously found this tough.

    Contractor Option:  With the cyclical nature of work and projects naturally expiring, skilled Contractors are actively seeking short-term engagements every 3, 6, 9 months. This allows companies to tap into a readily available talent pool and quickly address project needs. The onboarding process for contractors is often simpler than for permanent staff too, minimising delays and getting them productive faster.  They can hit the ground running and contribute to your project sooner.

     

    Problem Statement no.2 (Commitment): Hiring a permanent employee is a significant commitment, and there’s always the chance it might not work out.

    Contractor Option: Contractors allow companies to “try before they buy.” You can assess their skills and fit for the role before potentially offering them a permanent position. This reduces risk for your business. Bear in mind though, not all Contractors are likely to consider a permanent role.

     

    Problem Statement no.3 (Specialised Skills):  We require niche skills for a business critical project that aren’t overly available in the market.

    Contractor Option:  Contractors often niche down with their skillset, which means that niche skills can often be more readily available than those in the permanent market. 

     

    Problem Statement no.4 (Flexibility): Our business needs can often change unexpectedly, and we’re like the flexibility to adapt our workforce accordingly. 

    Contractor Option:  Contractors offer greater adaptability compared to permanent staff. You can adjust your workforce up or down based on changing project requirements, giving your business more flexibility.

     

    Problem Statement no.5 (Cost Efficiency & Certainty): We are looking to be as efficient with our project budget as possible and would like to have certainty on what these costs will look like.

    Contractor Option: Contractors are typically hired for a defined period and specific deliverables, which can result in certainty in project costs. As a project cost, this can often be allocated to project budgets and thus not affecting personnel costs.  There are also additional cost-saving benefits to consider when utilising contractors. These include reduced employee costs, such as pension contributions, healthcare etc.

     

    Does any of this resonate with you? If so, get in touch to discuss whether Contractors could be the right option for you. 

     

     

    Written by Jordan Marland

    If something in this has sparked a conversation in you, get in touch!

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