ATR International has been a trusted staffing supplier for over 30 years. Working with people is at the heart of our business and the importance of maintaining strong relationships with our contractors has been central to our success as a company. Which is why it is so important to have a strong and efficient contractor care program for checking in with your contract employees on a regular basis. With recruiters usually busy sourcing and screening new candidates, it can be overwhelming for them to also keep in contact with every contractor they have working with them. Our contractor care program was implemented in an effort to give contractors a way to provide steady feedback on how they think we are doing, bring up complaints, and work with me to solve everyday issues that they may have with their job or contract.Read More
“They were the perfect candidate…had the exact skills…the hiring manager loved them…the compensation offered just wasn’t enough…they accepted a better offer.”
We hear this conversation daily inside our office, sometimes it seems like hourly, and it’s becoming more frequent. Of course we could shut the door, but it’s better to listen and learn. These conversations are a sure sign that the talent wars are heating up. People actively looking are able to be more selective and demand higher pay, and the passive candidates are even harder to connect with and harder to lure away.Read More
Perhaps you have recently caught World Cup fever or maybe you’ve been a longtime fan, or perhaps you’ve remained immune to the charm and excitement of “the beautiful game.” No matter what, it is likely that you’ve heard at least something about Uruguay’s star player, Luis Suarez, biting Italian player, Giorgio Chiellini. (For more details, click here.) It’s shocking to watch, and further shocking since it is the third time he has done this in his career. Much has and will be written about this and with good reason. There is an opportunity to learn and not just for those directly involved.
It’s one of our worst nightmares: an IT contractor walks out on an assignment in the middle of the day. My heart sank when I read the story of a UI/UX Designer placed at Apple who did just that. Contract Worker Walks Out on His Dream Job at Apple – Literally. Thanks to Staffing Talk for covering Jordan Price’s self-published piece. The story in short is that Price, placed on a temporary assignment at Apple through a subcontract, thought he had landed his dream job. Instead, he reports numerous problems including a bumpy onboarding process, too many meetings that he felt were disruptive to productivity, long hours, and, most concerning, a boss who was insulting, bordering on harassing. As to why he didn’t talk to someone and just quit, he says, “I didn’t feel there was anyone to turn to. It was unclear who exactly I even worked for or who I should share my grievances with.”
Retaining employees is always a hot topic but never more so than when talent is scarce. Even if you find a great new hire to replace someone who leaves, there is always time and expense related to training and getting them up to speed. Whether it’s a contractor who leaves before a project’s completion or a permanent employee who jumps to a rival company, retaining your critical IT personnel is important. It’s no wonder that managers are always thinking about how to keep their good employees happy and loyal. I’ve written about this before, and almost felt that perhaps it was too soon to mention it again, but it’s been since last spring that I reminded our readers of some of the things they can do to address the issue of retention.
“The more things change, the more they remain the same.”
TechServe Alliance released its IT Employment Index figures for March 2012 this week, showing that IT employment has reached an all-time high and that the demand for IT talent, which has been growing steadily for some time, remains strong. Recently, the SIA reported on a Teksystems’ survey that reported 37% of IT Leaders expect to increase temporary hiring. An annual Harris Interactive/CareerBuilder survey found 54% of employers indicated plans to hire college graduates this year with 25% of them saying they have Information Technology jobs to fill. Finally, there seems to be a new skill or IT job each week that is experiencing talent shortages and this article from WANTED Analytics about cyber security concerns and computer security specialists is a good example.
ATR recently released its latest eGuide, 6 Things You Can Do to Improve IT Contractor Retention, and in it we discussed tenure policies or term limits and how they affect retention of IT contract employees. This week I want to focus on term limits in more detail, especially the idea that they are not necessary and not protecting you the way you think they are. A radical idea? Read on and see what you think.
IC misclassification is a major concern for businesses. The use of independent contractors has risen over the past several years and government scrutiny of IC classification has become more aggressive at both the state and federal level. Staying on the right side of classification regulations and guidelines takes constant vigilance and the assistance of HR, legal and staffing professionals, working together, is invaluable. The issues can be complex and the guidelines are sometimes murky, open to interpretation and differ from state to state. The risk for accidental misclassification is high and the penalties are growing ever more costly. Companies must use a variety of strategies and tools to ensure that their use of ICs is a benefit, not a costly risk to the company.
One of our clients most frequently asked questions is, “how can I make sure my IT contractor stays until the end?” Whether it’s a manager on a multiyear, multimillion dollar software development project or a Java developer filling in for maternity leave, losing an employee before you are ready is a problem; a problem that costs your business time and money.