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Being a hiring manager for an SAP project can be a daunting task at the moment. Despite some gloomy economic news, the contractor market is still booming. Combine sky high daily rates, flexibility, introduction to new and different skills sets and more, if you’re trying to find permanent talent for your team it can be a challenging task.

As Speller has been in operation for 21 years, we have experienced multiple economic cycles. Currently we are experiencing a period of economic contraction, and this can change people motivations in terms of their preferred employment engagement of contract or permanent. Individuals who have enjoyed the benefits of contracting in an upward economic style may now be more inclined to seek out the stability of a permanent role and all the professional development advantages it may also offer. 

How do you attract top talent to fill permanent roles? We speak to 2 Consultants who’ve recently accepted permanent roles, about their hiring process, challenges they’ve faced and what ‘perks’ and incentives they were presented with to make that change. 

Hari Nallappareddy had been contracting since 2008 so when he accepted a Permanent Role with a Argi/FMCG company earlier this year it was an adjustment. Verity has had a slightly different path to her Fixed Term contract with a Melbourne FMCG/Manufacturing Client. 

Show a stable, collaborative, growth driven environment 

Both Hari and Verity said their main factor in accepting a permanent role was stability, and with the positive impacts of COVID remaining – the ability to work flexibly, allowing them to keep an element of self-employment/self-sufficiency, this career stability was priority. Hari is looking forward to the potential growth opportunities in a new industry, while being part of a team/organization. 

Verity is being supported by her company to pursue relevant study, something she hadn’t thought about or had the opportunity to do while contracting. 

As a company, ensure these opportunities of personal and career growth, stability and collaboration are promoted to your candidates. Tell them about current opportunities, case studies of internal career growth and possible training schemes. 

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Interviews, interviews, interviews. 

Permanent placements can often require 2 – 8 rounds + of interviews, Hari expressed his decision was made easier due to the fewer rounds of interviews involved. Verity was approached with the opportunity and experienced a very efficient interview process. 

Streamlining your hiring and interview process will ensure you don’t lose quality candidates to other opportunities. Give shortlisted candidates clear, defined timeframes of the process, ensure they are fully onboard and committed so they aren’t lured away to a lucrative contracting role. Hari’s advice to hiring managers “the change really comes from the candidate’s mindset, hiring managers needs to make sure that candidate is committed to a perm role and happy with the switch”. We suggest getting this commitment early in the interview process and reiterating it during each stage to reduce ‘dropouts’. 

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Address the Challenges Early 

Every role, permanent or contract, will have its challenges. As a hiring manager, how you counter the perceived challenges will go a long way in securing Candidates. 

Hari’s main challenge has been the added pressure of holding a permanent role. He believes there is a higher “pressure of decision making and following it through.” 

We trust that Hari’s company has the ability to provide a strong, collaborative team, open communication channels and support from manager will offer assurance to these challenges.
Making this clear when both advertising and interviewing for the role will help alleviate this challenge. 

Verity’s challenge is possibly the same hurdle many contractors face when looking at permanent roles – “No rate increases” and “Less holidays.” 

In the current market these challenges are very real and holding many contractors back from accepting Perm roles. Verity’s suggestion “explain the benefits, how the company can proactively grow the individual in their personal and career development”. 

Hari’s highlighted that yes, the perception is that permanent roles pay less, “but in the long run it really evens out, you will need to consider things like leave entitlements, additional benefits, growth opportunities, learning opportunities etc.” 

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With the contracting market showing no signs of slowing, our top tips to securing top talent for your permanent role;

1. Look at your service offering and ensure candidates are made aware of additional benefits; training, career growth, mentorship etc. 

2. Streamline your process as much as possible. Can you have a panel of interviewers rather than multiple interviews? 

3. Address perceived challenges early

Here at Speller we’ve seen an increase in permanent placements, from 11% of all placements in 20/21 to 22% in 21/22. The demand is there, and we hope these tips from Verity and Hari, your hiring process is able to engage and attract even the most steadfast contractor. 

If you have a permanent placement that you need assistance in filling, get in contact with the team today.