Prepare Your Contract Candidates for a Date, Not a Marriage
By Debbie Fledderjohann, Top Echelon Contracting President
Most contract assignments are project-oriented, so when a company decides to hire a contractor, they want to do it FAST. Unlike the selection process for direct hires, which can stretch on for weeks or even months, hiring managers often decide on contract workers in a matter of hours.
So what does that mean for you when you are selecting and preparing a candidate for an interview? It means that you need to zone in on skills and abilities rather than how someone will fit into the company’s culture. The candidate’s qualifications simply need to match the job order.
In fact, most contract-placement interviews are held over the phone, and the client company doesn’t even meet the worker until the project begins. For that reason, it is even more important that you coach your candidate to keep responses specific and as concise as possible during these interviews. Your candidate needs to stay on topic and should keep in mind that the main thing the interviewer wants to know is whether the worker has the skills and abilities to get the work done.
But that doesn’t mean that the candidate can’t ask a few questions, too. It is perfectly acceptable, and even beneficial to ask the following types of questions:
- What are the most important responsibilities of the job?
- What is the most important thing I can do to help your company during my assignment?
- Is it a team environment or an individual contributor role?
- To whom will I report?
Bottom line? A contract-placement is more like a date, while a direct-placement is more like a marriage, so be sure to prepare your candidate accordingly!