I’m a contractor. I am the director of my own small company and my services are for hire. Since I usually advise in a lead or senior capacity, I get to experience hiring from both directions.
I have to say I find the process lacking. My assumptions are these:
– A contractor is a senior professional.
– As such, a contractor should have testimonials and recommendations available.
– A quick meeting should suffice to evaluate the fitness of the contractor to the requirements.
– If, despite all evidence, the arrangement does not work out, termination is very quick and straightforward.
Seems simple enough, doesn’t it? Yet, so many companies struggle with contractors. They hire poorly performing contractors (sometimes a whole team of them), keep them for way too long and then arrive at the conclusion that contractors are a bad fit for them.
I have to agree. They are a bad fit for them. But not because contractors are a bad solution. It’s their hiring/terminating process that is flawed.
Get that process right, and you’ll have a well-oiled machine run by contractors. Until you establish a stable permanent team, of course.
Don’t hate the players. Fix the game.