If you’re a hiring manager looking to hire IT professionals in your team, you’re no stranger to the ever-advancing, ever-evolving nature of the tech world. Apart from actual software or application innovations, the demands of IT jobs don’t necessarily require you to fit the old paradigm of employment process when it comes to hiring professionals. The online marketplace for IT talent is growing bigger and bigger, at the same time connecting people from all over the world. But just as hiring and applying for jobs is becoming more accessible and efficient, the plethora of options can make it tricky and challenging. It’s not just a question of who can deliver or perform what is expected of them, it’s also what kind of employment they are up for – whether it’s freelancing, contracting, part-time, or full-time employment.

So how do you know which one is ideal for you and your company? When hiring IT professionals, it’s usually a question of hiring a contractor or an employee. Here are a few things to consider before making that decision:

Specialization Vs. Development

Professionals that are looking for a long-term employment are often more open to being a jack of all trades as learning to adapt and develop new skills along the way in order to progress and advance in their role. They are ideal for positions that do not have a fixed set of responsibilities, where they have room to evolve with the changes within the company.

Contractors on the other hand, because the nature of their work is short-term, tend to have more defined specialties. They need to deliver what is expected of them upfront and right away, with no time for training and development.

Consider the nature of the position - is it more organic or systematized? Does the role require someone to be fluid with changes down the track, or does it require someone who specializes in a specific area with fixed solutions?

Budget

Does your budget allow you to employ someone for an indefinite period of time? With an employee, you have to consider benefits, bonuses, holidays, apart from the monthly pay. This is not to say that investing in someone for long-term is not a risk worth taking if you really see the potential of the candidate to grow with the company. But knowing if you are capable at this point in time to spend for these things is crucial.

Workload and Time Frame

The amount of responsibilities required and the amount of time it takes to accomplish also have to be factored in when choosing between employees or IT contingent hires. If your projects / goals have a set deadline and have to be achieved as soon as possible, then contractors would be ideal.

Subordinate or Consultant

In most cases, when you hire an employee, they are under your wing to be trained and molded well into the role they are filling in the company. With IT contingent hires, they already have to market themselves right then and there with an armor of their specialization in a specific field, and with no room for skills that are still in the process of developing. When you hire them, they are providing you their service—much like a consultant. Technically, they are not under your supervision. You seek their professional knowledge and experience. Whereas an employee is more likely someone you want to follow in the footsteps and expectations of the company.  Do you need a subordinate that can potentially manage for you down the track? Or do you need a quick fix and consult an expert in one specific area?

The difference between a full-timer and a contractor goes beyond longevity. And at the end of the day, it is your expectations, goals, and the nature of the position, that will help you determine if one is a better fit for you and your company as opposed to the other.

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