Despite contract talent (CT) comprising between 5-25% of an organization’s workforce, few approach CT search and selection with the same rigor as permanent talent. As CT fills increasingly important roles and functions, it is imperative that employers hold CT up to standards comparable to that of their permanent employees.
Aerotek, a leader in the recruiting and staffing industry, and the Human Capital Institute (HCI) examined how pre- and post-hire assessments, rigor in candidate selection, and quality of post-hire evaluations differ between permanent staff and contract talent.
The research identified several differentiating aspects of “great” talent quality organizations: standard operating procedures that go beyond a basic checklist of pre-assessment activities, allocating the time and resources to fully define positions including the skills, experience and education required, and considering the culture of the department, and the fit of the potential employee.
A majority of employers demonstrate more rigor in selecting and measuring quality of permanent talent than CT. A much smaller minority have equally stringent selection, and these organizations realize the benefit of establishing pre- and post-hire procedures.