What is the difference between contract and permanent recruiting?

1 Contract recruiting

Contract recruiting is the process of hiring candidates for temporary or fixed-term positions, usually for a specific project, skill gap, or peak demand. Contract recruiters typically work with a high volume of roles and candidates, and need to be fast, flexible, and adaptable. They also need to have strong negotiation, communication, and relationship-building skills, as they often deal with multiple clients, vendors, and contractors. Contract recruiters can enjoy the variety, autonomy, and income potential of their work, but they also face challenges such as uncertainty, competition, and compliance.

2 Permanent recruiting

Permanent recruiting is the process of hiring candidates for long-term or indefinite positions, usually for a specific function, team, or culture fit. Permanent recruiters typically work with a lower volume of roles and candidates, but need to be more thorough, strategic, and consultative. They also need to have strong sourcing, assessment, and influencing skills, as they often deal with passive candidates, hiring managers, and internal stakeholders. Permanent recruiters can enjoy the stability, impact, and career progression of their work, but they also face challenges such as scarcity, expectations, and retention.

3 Hybrid recruiting

Hybrid recruiting is the process of hiring candidates for both contract and permanent positions, depending on the client's needs and preferences. Hybrid recruiters need to have a combination of skills and abilities from both contract and permanent recruiting, and be able to switch between different modes and mindsets. They also need to have a good understanding of the market, the client, and the candidate, and be able to balance the interests and expectations of all parties. Hybrid recruiters can enjoy the diversity, flexibility, and growth of their work, but they also face challenges such as complexity, ambiguity, and pressure.

4 Career paths

When deciding between contract or permanent recruiting, it ultimately comes down to your personality, preferences, and goals. While both types of recruiting have their own unique opportunities and rewards, your motivation, market, and development should be taken into consideration. Do you prefer short-term wins or long-term relationships? What is the demand and supply of talent in your niche or industry? What skills and competencies do you want to develop or improve? How do you measure your performance and success? Answering these questions can help inform your decision and guide you towards the right career path.

5 Tips and advice

Whether you are a contract or permanent recruiter, or a hybrid recruiter, there are some tips and advice that can help you excel in your role and achieve your goals. To start, you should understand what makes you different and better than other recruiters, and how to communicate and demonstrate your value to clients and candidates. Additionally, it is important to build your network by finding and attracting new and existing clients and candidates, as well as nurturing and maintaining relationships with them. Finally, managing your time is essential; you should prioritize tasks and activities, balance workloads and expectations, and be able to deal with distractions and interruptions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?