How Will Artificial Intelligence Transform Recruiting Practices?

 

Artificial-Intelligence, Recruiting, Tech-recruiting, tech-news
 
In the ongoing debate of what artificial intelligence will automate and replace next, recruiters have become a hotly debated target.

A hire can make or break the success of a team; which is why companies annually invest hundreds of thousands of dollars into outsourcing its hiring. But what if they could automate those practices and spend the surplus budget on other things?

It’s appealing.

Back in 2000, everyone was excited about Monster.com for a somewhat similar reason. You could post a job and collect ad response from hundreds of candidates, or search through resumes for the perfect addition to your team.

There was nothing like it that could connect you to people so quickly. It was expected to completely revolutionize hiring and make third party recruiters irrelevant.

Well, it’s 2018, and third-party recruiting isn't gone yet — and we’re betting the agency model will survive AI, too.

But, the real question is, why? Why is recruiting so difficult to replicate and automate?

The Human Element

Recruiting is a relationship-based business; recruiters will recommend roles to a candidate that they might not have looked twice at while scrolling through a job board. Seasoned recruiters have inside detail on what makes a role or company unique, and an intimate understanding of how an opportunity will fit what the candidate is looking for in their next role or career move.

A recruiter’s priority is to educate and advise candidates on why your position is good for them personally, which computers inherently can’t do. Conversely, they may submit a candidate for your open tech role who doesn't have 100 percent of the desired skills. Rather, they recognize that the candidate will mix well with your existing team, or possess an aptitude and drive to learn and grow in the right environment.

 

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A good recruiter is not only a matchmaker -- they’re a coach and confidant. They will understand the vision you have for your team and customize their search for your hire accordingly.

They’ll understand the importance of a culture fit, diversifying talent, skill-sets, and voices to make a team they support as strong as possible. They will advocate for the best interest of a candidate and company, which is a feature that AI can’t offer.

Click here and connect with your local tech recruiting team today

Ultimately, recruiters possess one vital factor that artificial intelligence can't compute; why the sum of a candidate's experience is wholly greater than their parts.

The Limitations of Data

AI is only as intelligent as the data it draws from. When a machine makes data-based conclusions, the result will be only as accurate as the inputted data. As this data is still supplied by humans, it's vulnerable to becoming corrupted by subjectivity.

In your hiring process, if you have historically hired a specific type of person for a role, an AI program will suggest similar candidates -- limiting your exposure to new ideas and perspectives. A great recruiter will challenge your perception on who the right candidate would be, offering you instant access to their diverse network of IT professionals.

 

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The key to analyzing data is context, and we’re still some years away from a machine being able to provide just that. We’ve seen this with mapping technology. You hear about people getting lost in the Australian rain forest, or driving off cliffs because they rely solely on an automated map telling them where to go instead of augmenting that data with common sense.

So, if AI can’t yet fully replace recruiting, what can it do?

The AI and Recruiting Partnership

In short, when used in partnership with strong hiring practices, AI can help make recruiters more efficient at their jobs. AI and data can help recruiters make better decisions about what types of accounts or roles to prioritize.

AI can catalyze lead generation and replace basic functions of a recruiter’s role, like sourcing new candidates and setting up interviews. Alleviating their schedule from these manual tasks leaves recruiters free to focus on building stronger relationships with candidates and clients to better service them.

AI can even help replace or supplement certain communication touch-points, when appropriate, through email automation. The important thing to remember is that as efficient as it can make you, AI isn’t a stand-in for real, human interactions.

Why wait for AI?  Get connected to a local tech recruiter today

Recruiting is all about relationships, which is why a live contact is imperative to successfully understand and recruit for an employer’s open roles, just as a candidate still values recruiters for their advice on how to navigate their career.

AI can be incredibly potent key to success for your business. But that, in itself, is the key: AI is a tool — not a solution — to the problem.

 

 

Related: tech hiring, artificial intelligence, tech trends, manager advice, smart recruiting, tech team, business tech, leadership advice

Free Online Job Search Resources for Veterans

Veteran Resources Blog

  Veterans have more to offer than ever, but finding a job is never easy. Are you a veteran looking for a job, or do you know someone who is? Here are some free online resources that can help veterans make connections and find jobs.

  • Military Job Networks (MJN) is an exclusive online networking platform created and enabled only for verified U.S. Military Veterans. With 3,600 online private military occupation groups, verified Veterans access private, virtual spaces for true peer-to-peer networking and knowledge sharing. www.militaryjobnetworks.com
  • Hire Heroes USA has built a national reputation of excellence for helping veterans find jobs, currently at the rate of more than 60 veterans confirmed hired every week. They partner with more than 200 veteran-friendly companies to offer relevant and up-to-date job postings on the Hire Heroes USA Job Board.
  • VetJobs services are available to assist ALL members of “The United States Military Family” advance their careers and find employment. This includes Officer and Enlisted, Active Duty, Transitioning Military, Reservists, Veterans, Retirees, of the Air Force, Army, Coast Guard, Marine Corps, Merchant Marine, National Guard, Navy, NOAA and Public Health Service along with Trailing Spouses, Eligible Former Spouses, Widows, Widowers and Dependents and DOD civilians. www.vetjobs.com
  • USAJOBS.gov is a free web-based job board enabling federal job seekers access to thousands of job opportunities across hundreds of federal agencies and organizations. www.usajobs.gov/Veterans
  • MilitaryHire.com has been developed and is maintained by a team of both military veterans and corporate hiring authorities. They worked hard to create a network where former military personnel can seek careers and utilize their professional skills. www.militaryhire.com
  • Military.com joined forces with Monster Worldwide (NYSE: MWW) to accelerate our growth and change the playing field for career and educational opportunities for service members, veterans and military spouses. Monster's vision is bringing people together to advance their lives, which is a great fit with Military.com's "members first" ethos and goal of connecting the military community to all the benefits of service. www.military.com/veteran-jobs
  • USTechVets.org is a U.S. technology industry career portal created to connect veterans, including transitioning military personnel and their family members, with meaningful jobs in America's technology industry. www.ustechvets.org
  • GI Jobs has a pay calculator that estimates the salary needed in a civilian job to equal your current military pay. Their job board allows you to search by location and military specialty. https://www.gijobs.com/
  • Veteran Employment Center is a division of the US Department of Veteran affairs which translates your military occupational codes into the equivalent in civilian skill which helps you choose your best career path. They also help you build out a resume and publish a profile that connects you to over 1.5 million jobs and thousands of employers seeking vets with your skillsets. http://www.ebenefits.va.gov/ebenefits/jobs
  • Rally Point connects its members to a professional network that allows you to explore career opportunities within the military and private sector. http://www.rallypoint.com/
  • Another free resource is enlisting the help of a recruiter. While not all specialize in placing veterans, many recruitment firms help guide professionals in their careers and place them at jobs, all at no cost to the candidate.

 null

 For a list of further free resources for Veterans in their job search, please see the White House’s page on “Joining Forces” here.

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Upgrade Your Diversity Hiring Process: How to Attract, Hire, and Retain Diverse Talent in Tech

In today's global market, diversity in the workplace has transformed from a desirable attribute to a business necessity. Does your company have the right people to expand their business?

Read more to discover how to find, hire and retain diverse talent at your company.

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Diversity in the workplace has transformed from a desirable attribute to pertinent asset for success. As the global market and workforce evolve, companies with diversity as a pillar are proving fortitude because their unique access to fresh ideas and open-minded communication.

There are endless benefits to hiring a diverse staff, including increased revenue potential, and eclectic company culture and innovation. Despite this, many companies do not fully understand how to find, hire and retain diverse talent in their company. Keep reading to learn how to attract and manage diverse candidates into your talent pipeline.

Finding Diverse Talent

You can find talented, diverse hires in every city – if you know how to source them. LinkedIn's custom filter tool allows you to refine your search to find diverse talent from national and local universities.

To source local, diverse talent, create a filtered list           of schools that are women’s colleges, or specific    diversity and cultural groups in your city.

Joining specific diversity groups on LinkedIn allows you to broaden your reach to a concentrated field of talent, like Black Enterprise Networked, Latino Professionals for America, and Society of Women Engineers.

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Beyond increased outreach, hiring managers can cast a wider net to increase web response by omitting gender-biased language. Statistically, men will apply to a job if they meet 50% of qualifications, whereas women will only apply if they feel 100% qualified.

To help get more inbound applications, limit masculine wording to attract more females to apply to your job postings. Tools like Textio, a website that allows you to identify all words and phrases with gender bias, can help you write more neutral job posts.

Hiring Diverse Talent

To successfully recruit diverse talent, all candidates must feel completely welcome from their first point of communication with the company, and through their last day of employment.

If you successfully communicate and maintain a welcoming and open environment where they can learn, grow and contribute meaningful work, you'll have your pick of top talent.

The first crucial step, is to remove all bias starting with the first interaction -- especially toward race, religion, gender, and sexual orientation.

The second step is to paint a picture of success for prospective hires, emphasizing the mutual benefits of bringing more diverse candidates onto the team. A candidate needs to be able to visualize how they will fit in, and succeed, in their new role.

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Third, to attract diverse talent, showcase diverse senior leadership. Prospective hires need to see that they have an equal – and tangible – opportunities to grow into to leadership positions.

In addition to working with your leadership team to attract a diverse hiring pool, these diverse leaders are also valuable for fostering the sense of community and inclusion -- a vital key to increasing retention.

Read this Next: When to Accept a Counteroffer (or Leave it on the Table)

Retaining Diverse Talent

For all new hires, it’s important to check in with them regularly to help ensure each new additional feels welcome with the company and culture. It’s easy to forget about an employee’s personal comfort in business, leaving many at risk of feeling neglected.

But specifically for your existing diverse tech talent, you can develop diversity-friendly programs that focus on mentorship, training, and ongoing support initiatives that pave a smooth road to job satisfaction.

retaining-talent, hiring-tech, technology-careers, diversity-careers, workbridge, tech-career-advice

Nothing encourages an employee more than realizing the potential for career growth within their company. Seek out talented diverse individuals and focus your attention on growing them to their full potential. More importantly, listen to their opinions and business development ideas.

Demonstrating that you value an employee's opinion fosters an open flow of communication, encouraging them to feel comfortable speaking openly with you.

One method to manage this is by implementing Employee Voice Surveys for constructive feedback. These are anonymous surveys given to the staff that scope out how welcome, safe, and comfortable an employee feels. Some sample questions include:

  • Do you feel like you belong to your team?
  • If something bad happens at work do you feel safe reporting it?
  • Do you feel that someone in the workplace cares about you?

This gives employers a sense of where their employees are at in terms of safety and comfort and allows management to make the changes they need to create an inclusive environment in the office. Furthermore, it promotes your company’s branding and image.

Struggling to find, hire & retain talent? Click here to contact a tech  recruting expert in your city today! 

Final Thoughts

Businesses run by diverse leadership tend to have increased revenue, innovation, and growth because they challenge each other’s various vantage points

Overall, employing diverse individuals adds an element of progressive-thinking to your company branding and image. Retaining diverse talent is conducive to the development and success of your business and work culture. Let your office mirror the environment you want to establish and let management mirror the people you want to attract.

 

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Related: Interviewing, Happy Job-Seekers, workbridge associates, WomeninTech, hiring, career advice

How to Navigate Today's Low Unemployment Rate

When to Accept a Counteroffer (or Leave it on the Table)

Career Advice Salary Guide

A candidate once asked us, "I found my dream role at a new company and went to put in my notice – but my boss insisted that I stay, countering with a generous raise and bigger office. Which offer, the counteroffer or outside offer, would be better for my career?"

Managing counteroffers is a delicate art- which is why most choose to forego them. Counteroffers arise when you’ve received an outside offer, submit your resignation, and your manager sweetens the pot to entice you to stay.

New Opportunities Await! Explore Current Open Tech Roles in Your City 

But before you even begin looking for a new job, it’s imperative to set time with your current boss to candidly discuss why you’re thinking about exploring for new opportunities. While it may be strictly salary-related, often dissatisfaction with management, company culture, lack of room for growth or work-life balance are influential factors.

Counteroffer Etiquette 101

If the main reason you’re considering leaving your company is strictly financial, try to negotiate a higher level of compensation before applying to outside jobs. The best negotiation tactics are rooted in facts, not emotion. Feeling you "deserve more" is less persuasive than pinpointing exactly how many key metrics you exceeded or how much money you have earned the company.

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It's imperative to articulate not only what you want – but why it will improve the quality of your life and work. Rather than asking for a salary bump, show why you are worth more. Resources like an industry salary guide, great recruiters and mentors can help you.

The Easiest Ways to Bump Up Your Entry Level Salary

When hearing your concerns, your boss will likely be aware of these problems and will be sympathetic to your position. If they’re not willing to work with you to solve them, that’s your green light to update your resume and start interviewing.

When You’ve Received an Outside Offer

If you've met with your manager and heard paying you 10% more isn't in the current budget, what they didn’t relay is that the costs that go into searching, interviewing and training your replacement will probably exceed what you are asking for. They’d likely rather put those resources toward a competitive counteroffer than a new employee. With an outside offer to fall back on, your freedom to easily walk away puts you in a more valuable position.

So what might you expect to hear from your current company before they counter back? When you submit a resignation letter, your hiring manager's concerns could include:

  • Losing you during a pivotal project in which you're essential
  • You're a respected leader, whose departure might damage morale
  • They're already short staffed and can't afford to lose another person
  • They'll personally look bad for not retaining their talent

 Find Out the Top Six Qualities IT Hiring Managers Will Always Want

Your hiring manager will fight for you if they like and value you – but anything you do to negate this view will hurt you. When having this conversation, treat it as a peaceful negotiation; don't be afraid to ask for what you deserve but avoid sounding greedy or petty.

Salary advice

Get Everything You Want (and More) in Both Offers

If your current company is trying to keep you, they will likely try to match your outside offer. While a huge boost to your paycheck is tempting, it is important to identify what gaps you are missing in your professional life beyond salary. If you have multiple reservations about staying with your company, accepting a counteroffer usually only solves one of your concerns. If you have reservations about leaving, you should address them in the offer negotiation stage.

Decide what you need before walking into the conversation. If your initial concerns were multi-fold, address them collectively in either an offer or counteroffer negotiation, rather than getting one approved at a time. If you ask for only one thing at a time, the expectation is that you will accept if they agree. If you repeatedly ask for more, the only thing you'll be offered is the door.

Beyond the paycheck, focus on how you can increase your quality of life. Exciting opportunities like travel, remote flexibility, or an expense account are tangible items, but you might require something more idealistic like better management, a clearer company mission or a culture change. When you were interviewing for your outside offer, what attracted you to apply? 

The Risk of Taking the Counter Deal

No matter what the company says when making a counteroffer, the fact is that you are becoming a fidelity risk. By being willing to walk away, it may seem like a lack of loyalty, which can compromise your status as a team player or member of the inner circle if you don't make your reasons for leaving - and any work life gaps - clear.

Additionally, there is a strong possibility that band-aid fixes to accommodate your requests will be short term. You could be in a similar scenario searching for another role in a few short months, if a simple pay raise doesn't address all of your considerations for staying.

Employers know that statistically, counteroffers are frequently the step before someone quits -- they may even start looking for your replacement after giving you the offer. Plus, if they need to lay someone off, you've positioned yourself nearest to the exit. 

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Related: Advice, Happy Job-Seekers

Blockchain Technology Creates New Jobs in Multiple Industries

Workbridge

The increased popularity of blockchain, the technology behind cryptocurrency, has resulted in new jobs in the tech industry. Research from employment search engine Indeed shows that the number of postings referencing blockchain, bitcoin, and cryptocurrency has increased by a staggering 621% since 2015. The site also reports an even higher increase of 1,065% more searches mentioning these terms. (Forbes) As companies continue to embrace this new technology, there is an increase in demand for candidates who have experience working with it or the desire to learn.

blockchain technology jobs

Beyond Bitcoin: The Rise of Blockchain Technology

Though blockchain is most commonly associated with cryptocurrency, there are various uses for the technology. Blockchain’s ability to store all the changes made to its data makes it difficult to hack, which could prove to be an asset for different areas of business. According to Derek Martin, a Cloud Solutions Architect at Microsoft, the four industries that he believes could best employ the use of blockchain technology are finance, retail and manufacturing, healthcare, and government.

Dominic Tancredi, Co-Founder of product agency Dom & Tom, says that his company plans to support the professional growth of team members that are sharing their research and experiments in the field of Blockchain. “I could see us having a dedicated team in 2-3 years as the technology stack grows in adoption and requires specialists,” he says.

Daniel Mason, VP of Business Development at Springcoin agrees, “I expect this explosion in demand to continue to grow throughout 2018 as blockchain continues to shift from its niche positioning to a mainstream technology trend that many startups and larger companies will be pursuing.”

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Increase in Technical Roles Using Blockchain

According to Velas Commerce founder Hannah Rosenberg, blockchain is a candidate’s market. “What I have seen is that there is currently much more demand for blockchain and smart contract developers than there is supply,” she says. “An experienced developer with even a little blockchain exposure can get picked up quite quickly to work on very interesting projects.”

Mason, can also attest to the high demand. “Engineers with relevant blockchain experience are extremely hard to find, as the technology is relatively new but has exploded in popularity over the past year,” he states.

The good news is that expert knowledge of Blockchain is not always a requirement. Companies are looking for candidates who are genuinely interested in the technology and willing to learn it as well as candidates who can contribute right from the start.

Tech Jobs in Blockchain Beyond Cryptocurrency

Looking to get involved in blockchain? You’ll need strong back-end skills, knowledge of the fundamentals of cryptography—the computerized encoding and decoding of information— and a genuine interest in blockchain technology.

According to Gavin Pacini, Senior Consultant in Deloitte's EMEA Blockchain Lab, agility and the ability to adapt are also required when working with a new technology such as blockchain. “It’s not an established platform so it’s a real learning curve. We’ve had cases where we’ve had to dig through the source code of open source projects which normally isn’t required when using existing technologies but with blockchain, we don’t have a choice,” he says.

Due to blockchain’s growth in popularity, a variety of online courses and certifications are now available courtesy of IBMBlockchain Council, and Udemy, to name a few. Many of these courses are offered at little to no cost. Another great way to build your understanding of the technology? Local Meetups! Tech in Motion has a variety of upcoming blockchain events coming down the pipeline.

Click here to see upcoming Tech in Motion events on emerging technologies like this.

Once you have built out your understanding and required skills, be sure to look out for available blockchain jobs. Here are a few examples of available jobs:

  • Blockchain Engineer
  • Blockchain Developer
  • Mining Technician
  • Full-Stack Developer
  • Bitcoin Front-End Developer
  • Blockchain Project Manager
  • Data Scientist

The rising popularity of blockchain has created many new opportunities for professionals, startups, and enterprise companies alike. As this technology proves to be useful for more than cryptocurrency, individuals with experience and a passion for blockchain will continuously be in high demand.

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Related: hiring, Events, Tech In Motion

Is Retaining a Tech Recruitment Agency Right For You?

Work Bridge

With top candidates staying on the market for 10 days or less, locating and hiring qualified talent is becoming increasingly difficult in the tech industry. Recruiters and hiring managers know the best architects, engineers, and developers are on the market for a matter of hours, not days. Gone are the times of making a hiring decision between top candidates over the course of several weeks or months, leaving employers in need of a fresh approach to traditional hiring methods. In today’s candidate-driven market, having a partner who can represent your brand, speak for your culture, and effectively source hard-to-fill positions is priceless.

Enter the value of retained search. Formerly considered only an option for hiring executives, retained search within the technology industry is providing hiring managers the opportunity to focus on their core business objectives while gaining a business partner who delivers quality candidates to the pipeline.

Interested in learning more about a retained partnership? Submit your inquiry here for a deeper look.

A New Take on Tech Hiring

Traditionally, employing a search agency on retainer is utilized to fill high profile, executive-level positions. The tech industry is breaking this mold by expanding it to include all levels of technical roles, from entry level to the C-suite. Companies realize technical engineers, developers, and designers at every level play a significant role in their organization. They’ve seen first-hand the value of swiftly implementing a first-rate candidate and what it can mean for future growth both technically and culturally. Retaining a recruiting firm ensures the same speed and quality you should expect from a contingency-based partnership but takes the level of consultancy one step farther. 

Drew Sussberg, Vice President of Client Services at Motion Recruitment Partners, had this to say about retained search process in the tech industry: 

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"Companies are looking for a business partner who can become an extension of the organization. They want to build a relationship with us because we have a proven history of delivering quality talent regardless of experience level or technical vertical, thanks to our specialized, localized, and team-based approach." 

Advantages of Retaining a Recruiting Firm 

Time Savings

When companies have exhausted their internal recruiting resources, they often see value in outsourcing hiring for open positions. However, working with multiple recruiting firms can be draining. At best, the phone rings off the hook with recruiters pitching their qualified (or even unqualified) candidates, inboxes overflow with resumes, and the interview process becomes all-consuming until a hire is made. At worst, hiring for open positions cuts into the time spent working on projects, decreasing production-levels and triggering missed deadlines, without yielding a long-term hire. By agreeing to a retainer, companies commit to partnering with one recruiting firm who understands the culture and business needs, which cuts down on the time hiring managers spend reviewing resumes and interviewing mediocre candidates.

Cost Savings

Most companies task their internal recruitment or procurement teams with finding talent across a wide range of positions while adhering to a strict hiring process and set of internal guidelines. With today’s candidate-driven tech market, those hiring processes will often operate too slowly to secure top tech talent, resulting in the loss of valuable production time as the search continues. Retaining a personalized hiring consultant takes the guesswork out of the process, making the talent search much more targeted and efficient.

A retained recruiting agency is especially valuable when it comes to bulk hiring, for which a search agreement by retainer usually supplies a discounted rate, as an agency partner can fill multiple positions quickly for the company. From engaging candidates with a job opportunity to hiring them, a specialized agency averages 10 days to placement. In turn, companies are less likely to miss out on top talent, which cuts down on revenue lost through the unfilled role.

Quality of Hire

In 2017, unemployment among technology professionals has dropped to 2.5%, and high-demand candidates go off the market in under two weeks. A dedicated recruitment partner has access to engage the higher quality talent whether on or off the market. Passive candidates are unlikely to be exposed to opportunities through job boards and other more traditional recruiting methods. They’re much more likely to find their new role through word-of-mouth or networking, and a specialized recruiting firm engages their expansive network to target them. Retaining a specialized recruitment partner ensures priority with a first look at that qualified talent. This is especially valuable when filling niche, but critical roles.

Curious how retained search could help your organization reach its hiring goals? Sign up here for a free consultation.

Conclusion 

Retained search is revolutionizing the tech staffing industry by building partnerships between recruiting agencies and organizations with sights set toward both short-term and long-term goals. It eliminates much of the risk associated with filling important positions internally because getting it wrong can set a project back months (or longer) and have significant revenue consequences for the business. By retaining a search agency, you gain exclusive access to a large pool of qualified, passive candidates often at a discounted rate. It can be employed for a single placement or a batch of hires and depending on the agreement, can provide a guarantee of service and/or quality. Under a retainer, a recruiting agency becomes an extension of an organization’s hiring arm and can be a powerful and efficient tool ensuring technical hiring needs are met. 

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Related: Advice, hiring, Retained Search

3 Reasons Tech Contractors Get Paid More

Work Bridge

In the job search, you'll come across positions that are salaried, contract, or contract-to-hire. Many job seekers tend to overlook the contract or contract-to-hire roles, but there is more opportunity in those roles than people realize. According to Career Builder, the career opportunities for contractors are continuing to grow. Since 2016, that number has increased by 46% with 51% of employers planning to hire temporary or contract workers.The biggest benefit, and often largest decision maker, for many contract job seekers is compensation, and more permanent candidates are turning to contract work as they find they don’t have to sacrifice benefits or work-life balance while making more take-home pay. Why is this?

Contractors get paid more per hour

According to Dice’s 2016 Tech Salary Survey, the hourly base rate for tech contractors rings in at $70.26 per hour. In comparison, the same report also shows the average technology salary is at $96,370, which breaks down to $46.33 per hour for a 40-hour work week, not counting all the overtime you might be working. Published in a recent Recode article, in 2017 US freelance tech workers get paid $24,918 more a year compared to the average full-time worker (based on a 40-hour work week).

Keep in mind, this does not apply across all levels of experience or industries, but in general contract employees have a higher dollar-per-hour range compared to a salary employee. In theory, this is to cover the benefits that a company does not offer to the contractor, but if and when you work with an agency like Workbridge Associates, many of the benefits are included, such as health insurance, paid time off, and a 401(k).

Looking to jump start your career in tech? Check out all of our job postings in a city near you!

You receive compensation for the hours you work: All of them

A full-time job means you are a salaried employee and you are just that: on salary. You get paid a certain amount each year no matter how many hours you work as part of the salary agreement. Compared to a contractor, being employed for a 40-hour work week means working those exact hours because you get paid by the hour. Oftentimes, salary employees get called into work weekends, late nights, and early mornings. The biggest difference for a contractor is that you will get paid for the extra miles you put into the job.

Extra hours = Overtime pay 

Due to a compliance law changed in 2016, not only do you get paid for every hour, you can get overtime pay (1.5 times your normal rate) for anything past your set work week maximum. What it comes down to is the more hours you work, the more money you can earn.

If you have any questions about contract work, contact a Workbridge Associates near you.

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