(This is the third in a series of blogs that examines the parts of the direct-hire placement process that differ from contract placement and how contracting can be simpler, easier, and less stressful.)
2—No more ‘perfect fit syndrome’
Direct-hire placement—How many times have you had a client reject a candidate, one who was a good fit for the position, due to what basically amounted to a technicality? Probably more times than you can count. When a client is looking to fill a position and fill it with a person who will earn a considerable salary, many times they won’t pull the trigger until they’ve found exactly what they want. This lengthens the process even more and quite possibly adds to your stress level as a recruiter—unless you have “the patience of Job.”
Contract placement—Forget the “perfect fit” concept. Throw it out the window. Clients will most certainly be satisfied with somebody who simply has the skill set necessary to get the job done within the required timeframe. Their ability to blend in with the company culture is nice, but it’s really not a crucial component of a contract placement, since they’ll be gone once the contract expires, anyway.
