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How recruiters can benefit from targeting contractors in the technology sector

How recruiters can benefit from targeting contractors in the technology sector

We’ve previously described how specialising in niche industries can help recruiters attract candidates when they’re in short supply. Specialist agencies have the expertise to place the right candidates in the right roles, which strengthens their relationships with both parties and generates future business.

However, not all sectors are equal. When deciding which sector to develop as a specialism, it’s important to consider not just your agency’s existing skillset, but which industries can provide a healthy pipeline of business and whether the number of temps seeking work in the sector is set to increase.

One of the safest bets for recruitment agencies, then, is technology, because contracting appeals to clients and candidates alike. Here’s why:


Contractors are constantly learning

Technology is constantly changing: from the tools we use to collaborate to the programming languages we use to code our backend systems. We’ve got blockchain, gamification, artificial intelligence – some of it is in its infancy, some has already exploded.

But when people stay in one company for a long time, they can stagnate. They end up just making iterations on the same app or program for years, never revisiting the core challenge and thinking about it from a fresh perspective.

On the other hand, contractors can work on many varied projects. Find different solutions to challenges. Learn about new processes and work models, or even just a useful new tool that makes them more productive.

Clients appreciate the diverse experience that contractors can bring to a tech role, while contractors appreciate the opportunities they are afforded to develop broad skillsets.


It makes sense financially

Contracting in the tech sector makes sense financially – for both sides.

The very nature of technology is that you’ve created a robot to automate the mundane work. Businesses hire the contractors for their specialist skills and knowledge, but won’t always need them on-site on an on-going basis. If you’ve hired an architect to create you a blueprint, you don’t want to keep them on after the building is finished. It’s the same with technology.

But that means businesses can afford to pay more and contractors can demand more. And, just because they will leave a business after their contract has finished, this doesn’t mean they won’t be rehired when another project comes up.

All of this means that recruiters specialising in a sector in which contractors’ skills are highly valued – and where there are financial benefits for clients and temps alike – have the opportunity to generate additional business in an already thriving market.