Networking is broadly considered the best path to secure a new job. It is also a fantastic avenue to secure contract work. This means of entry is not new but it has expanded significantly in recent years. More importantly, it is a lower risk method for both organizations and candidates to better determine if this is the right fit for both parties.
Historically, organizations have relied heavily on the interview process to assess talent. While this is still the predominant method of selecting talent from a pool of candidates, a growing model is through contract employment. At this point, it is difficult to quantify the degree of its use, but in the past year, a number of executives secured roles with new firms through this route.
Contract opportunities are largely secured through networking. Unlike permanent roles, many contract positions are not actively marketed or filled through third parties. A network contact typically has a need in their organization and, through their connections; they find someone with the requisite skills and capabilities.
Thus, the best means of learning about contract positions is through active networking. To get the most out of networking, it is wise to cast a broad net. This approach is important because it is impossible to know the connection who will lead to the organization. It could be a friend, neighbor, relative or anyone you interact with during your day. Since anyone may be helpful, it is best to share your skills and desires broadly.
Many firms that are seeking employees are among the vast number of small to medium sized organizations. They are also less likely to employ third parties to source talent and may rely more on word of mouth or their networks for talent.
Regardless of the size of the organization, there are many benefits to both parties for contracting. For the organization, the risk associated with hiring the “wrong” employee is significantly reduced. If things work out, the new hire will already have some sense of the organization, department and current issues. They will therefore have a running start in the new role. Should the person not fit, it is less stressful to sever the relationship. The expectations of a long-term career are not there.
On the employee side, the benefit is a faster process. A hiring manager can probably secure a contract employee with fewer steps and less effort than used in the normal selection process for a full-time employee. Therefore, the hiring manager can move more quickly to make a hiring decision. Further, if the candidate can meet the immediate need, they may get on board quickly and begin to make a favorable impression on the organization.
Networking is the best means to secure your next job, whether it is a contract or a permanent position. An article on effective networking (http://tinyurl.com/23zf687) will be useful in refining your networking activity.