Previous Section Guide Main Next Section

How Do Recruiters Find Candidates for Contract Placements?

Hooray you have some job orders to start your search! Now you need to start looking for potential candidates to fill the contract job order. So how do recruiters find candidates for contract placements?

How do recruiters find candidates for contract jobs?

Now that you have the job order it’s time to focus on finding candidates to make a match. Once again, we surveyed top recruiters and asked them how they found candidates who were willing to work on contract. We’ve compiled these sourcing tips for recruiters based off their top answers and sources: 

  • Get referrals from other contract candidates. 
  • Word of mouth networking to other recruiters, contract candidates, etc.
  • Recruit from your direct placement candidate base.
  • Interviews, ask every candidate if s/he is willing to work on contract or temp-to- direct.
  • Advertise for contract candidates in trade journals.
  • Universities and trade schools always have graduates looking for jobs.
  • Use database listings for full marketing/recruiting via the phone.
  • Use computerized networks.
  • Use existing files of non-placed candidates.
  • Advertise on the Internet.
  • Use retired professionals, they have the skills and prefer contract job flexibility.
  • Check with unemployment offices for downsized professionals.
  • Outplacement firms normally have distribution lists of available candidates.

Screen the Candidate

Once you have found a candidate, screen the candidate, use the following steps to be sure s/he is a match. These steps are general guidelines in the candidate selection process.

  • Outline the job requirements.
  • Verify the candidate’s skills and determine if it is a match.
  • Determine what the candidate is looking for per hour and establish if it is a realistic amount. 

Explain to the Candidate how the Contract Placement will Work

If the candidate appears to be a match fill them in on how the placement process will work. Let them know what hours are expected of them. Also, if you are using a third-party back-office make sure you let the client and candidate know about the role of the back-office. Lastly, make sure the contractor knows what benefits are available to them if they accept the position.

Conduct Telephone Interview with the Client Company

  • In most cases, the client company will accept the candidate based on a phone interview
  • Clients are primarily interested in the candidate’s skills.

Conduct Reference Checks on Contract Candidates

  • Verify education, previous employment, and contact references.

Run Drug Testing and/or Background Checks

Most clients will appreciate a drug test and it may be necessary depending on the  industry of the placement. If the client company requests the drug test or background check, they will normally pay for the costs. If you choose to use a third party back-office most times they will cover the testing costs.