Over the years, Agency a la Carte has had clients ask us whether to post a job as a full-time or contract position. As a hiring manager, your hiring needs are specific to the type of project you need to be completed or a certain role you need to fill. So how do you decide whether to hire an employee or a temporary contractor?
There are benefits and pitfalls to hiring either, but these five things can help give you clarity in your decision.
1. The law
Whether you hire staff or contract employees is not a matter of choice: it’s a legal issue. Regardless of what you’d prefer, there are strict legal parameters for calling an employee staff versus a contractor. The legal differences lie in:
The federal tendency toward looking at who controls the relationship is a confusing guideline, but if you understand these, it can be the best option. Before making a decision, take a look at NOLO and your state’s guidelines for determining what kind of position you’re hiring and check with your legal team (or legal consultant) on all hiring issues to ensure you’re using hiring practices that will support your company rather than tear it down. If you don’t have legal counsel or a human resources department, your payroll service, legal consultant, bookkeeper, or HR consultant might help.
2. When and where they work
We’ve all known marketing communications projects can swell at the beginning of the year, in the summer and during September’s rush to prepare for the holiday advertising season. So most of us have been involved in the process of hiring experts in specialty fields on a per-project basis. It certainly saves money (and later, layoff issues) to pay contractors to work seasonally or on overflow work.
People often think that the location of work defines the difference between a contractor or full-time staff member; however the hours they work is more important. If they’re hired for one project and time of their working hours is less important than meeting a deadline, you might be looking at a contractor. If they need to work during your company’s business hours, a staff employee is probably your best bet.
3. The supervisor and equipment
The equipment being used and the person directing the project are both things to consider when trying to decide between whether you’re needing a contractor or staff. A contactor typically operates without direction from a supervisor. They work for themselves and will head the project on their own. They will also use their own equipment. Contractors often times have everything to complete the project you are hiring them to do and do not need you, the employer, to provide equipment for them.
Staff employees, on the other hand, are usually directly supervised by somebody within the company. They are often provided a computer or whatever they need to complete their job, upon getting hired.
4. The company’s culture
In the process of deciding which type of employee to hire, evaluate your culture first. If your culture is all about work-life balance and trust, then a contractor will fit right in. If the core of your culture is about long-term relationships and teamwork, you are probably going to do better with a staff member.
If you’re interested in hiring a staff member or a contractor, Agency a la Carte can help. Tell us about what you’re looking for here and we’ll chat about how we can assist.