You’re an engineer? You’re hired!
There’s a joke in the engineering field that the only question an engineer gets asked in a job interview is when they can start. With unemployment rates hovering near 2 percent, companies are eager to fill open positions. This rush to secure a full-time hire with the right technical skills and experience is understandable. Unfortunately, the urgency to fill open positions can also lead to a new hire who looks great on paper but is the wrong cultural fit.
In an industry where collaboration is paramount, a cultural mismatch can be a costly mistake. When a new hire doesn’t mesh well with the existing team, this can hurt productivity and employee engagement, having a ripple effect throughout your entire organization.
Why Hire a Contract Engineer
Hiring engineers on a contract basis allows companies to access top talent without the risk of onboarding a bad hire. Here’s why a contract placement may be right for your business:
- Minimize hiring costs. Finding the right full-time hire can be an expensive and time-consuming search. Opting for a contract engineering means an accelerated timeline and fewer upfront expenses. At Lucas Group, our contract engineers are already fully vetted. We also handle payroll and benefits, minimizing the onboarding cost to your company.
- Access a larger talent pool. Unemployment rates are indeed low, but these low rates do not always reflect market realities. For example, I work with some engineers who have their own consulting practice or are working on a part-time basis due to family commitments. These engineers may be interested in testing out full-time work again but are not ready to make a permanent commitment to a single company. A temporary contract placement allows the engineer to consider whether your company is the right fit for their professional and personal needs, ensuring the right match.
- Protect team dynamics. Engineering is a highly collaborative industry and the wrong personality – someone who is too overbearing or too passive – could spell disaster for team dynamics. How someone appears in an interview is not always a good indication for how they will interact with your team on a daily basis. Think of a contract hire as a no-risk trial run. If after several months you and the engineer mutually feel this is the right fit, you can hire the contractor on fulltime. But if the fit isn’t right, you can part ways without a complicated or expensive termination process.
With the engineering marketplace shifting, companies must think strategically about the best ways to address their talent needs moving forward. Opting for contract engineers offers an efficient, immediate and cost-effective solution that mitigates the risk of a bad hire.
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