Talent Solution

Contract & Contract-to-Hire

Simply put, we get to know your company, and we get to know our talent. Company culture and project parameters are closely compared with contractor personality and skills to ensure the best fit for all parties and our services last long after the contractor's first day. Aalacom has spent more than 10 years managing positive relationships with our clien​​​ts by being able to track, screen and qualify the best talent for your needs. Our "after the sale" process of contractor evaluations, follow-ups with management, and optional supervision ensures we truly support our clients throughout the entire process.​

It is our mission to match professionals with the right companies and positions. Whether it is a headcount issue, budget challenges or simply making sure that you have the right match, our contract-to-hire option may be the best fit. In any situation, we are happy to work with our clients to source the ideal candidates for a contract-to-hire position from the start. In a contract situation, if a Aalacom client finds their p​​​erfect candidate​ match, we are flexible so that the option is there to bring the contractor on full-time.​​

Why Employers Hire Contract-to-Hire

“Contract-to-hire jobs provide the employer the opportunity to assess an employee’s technical skills, soft skills, and cultural fit within the organization prior to committing to a full-time arrangement where benefits become an added expense on top of pay,” says Lisa Frame-Jacobson, founder and president of Feature Talent Builders, a national business coaching, search, staffing, and training firm.

Marisa Vrona, talent engagement manager of the Chicago branch of WunderLand Group, a creative staffing solutions firm, agrees.

“Interviews are not enough to truly understand a candidate’s personalities or capabilities,” says Vrona. “The contract portion is a trial run to ensure that the candidate lives up to their resume.”

Budget is another factor, Vrona points out. Employers want to ensure that the allocated financials for projects are secured before bringing someone on full-time and providing salary plus benefits.

The Contract-to-Hire Environment

At the same time, today’s job seeker wants flexibility in their work and doesn’t want to be stuck in a job or culture where they are not a fit. A contract-to-hire role provides an employees a way to test-drive a job and a company and ensure they can find a better fit in this new role.

Contract-to-hire roles are prevalent within any industry in today’s workplace and can be found in a number of job categories and roles such as accounting, marketing, sales, information technology, management, administrative, project management, and more. Vrona currently specializes in hiring professionals with expertise in graphic design, digital, and UX, with the majority of roles being contract-to-hire. In recent months she has seen more jobs in project management, account management, and marketing communications transition into contract-to-hire roles.

Embracing Contract-to-Hire Jobs

Many job seekers overlook contract-to-hire opportunities because they are searching for that permanent, full-time position with health and retirement benefits and because they fear they could be faced with a gap in employment on their resume and be forced to go without a paycheck if the contract runs out.

But for many individuals working with a staffing firm or recruiting agency, contractors are provided benefits through the agency if working as a W2 employee. And if there is a gap in one’s resume, “It’s much easier for an employee to explain to a hiring manager why they left a contract job, versus a full-time employed job after just a few months,” says Vrona.

Contract-to-hire jobs also help individuals expand their professional network. “The connections you make internally while on a contract could result in a job offer in another area or at a future date,” says Frame-Jacobson.

The most successful contractors are able to deal with a high degree of ambiguity and less structure, says Frame-Jacobson. They are often looked upon as experts and are expected to hit the ground at warp speed.

Individuals who want a more structured and outlined role, with more training on how to do things step-by-step, may not thrive in a contract role, says Frame-Jacobson. “It can sometimes be less predictable and require more problem-solving and independent execution than one might think,” she says.

Making the Contract-to-Hire Switch

All contract-to-hire employees have the right to refuse going full-time if they are no longer interested in the company. On the flip side, converting to a full-time employee is never guaranteed by the employer and should never be given this guarantee as budgets and needs can change, says Vrona.

The employee who often finds themselves with a permanent position offered to them at the end of a contract-to-hire job are usually the employees who put their best effort and work ethic into the role from day one.

“You have to prove yourself to the company and act as if you are interviewing for the full-time job on a daily basis,” says Vrona. “Find a way to make yourself invaluable to the company. Stand out in a positive way by providing recommendations, new ideas, and strategies that will help the company grow and create revenue.”