We have seen many reasons why startups and technology companies use independent contractors instead of hiring people. While hiring contractors for short-term projects may be useful to save money for a certain period of time, says Chris D’Amico, COO of outsourcing firm O’Reilly Media, it may ultimately be an unwise decision. However, he says, you should be proactive and think about what things look like in the long term, so that you can make an informed decision about hiring within the organization. Hiring an independent contractor is cheap, but hiring a contractor as a permanent employee can ultimately be an “unwise” decision, said Dr. David Siegel, co-founder and chairman of the Institute for Information Technology Management. [Sources: 1, 2, 9, 12]

If you are not satisfied with the IT contractors you have on board, let ProFocus help you to hire them quickly and efficiently so that you can hire the best. If you think hiring a contractor to handle your quality assurance and software testing requirements is the right choice, you should hire a Spritecloud tester. By bringing in a highly qualified entrepreneur, you will be your hero and complete your project faster and more efficiently. [Sources: 2, 7, 17]

You can hire a contractor for a particular project within your organization, but you may not have to worry about paying minimum wages or benefits if you have the option of hiring contractors as opposed to employees. You can save up to 30 percent if you hire a contractor because you do not pay the hidden costs of the benefits associated with a permanent employee. Without hurt feelings or surprises, a clean break is one of the most important advantages of contractors, whether you hire them or not. [Sources: 2, 8, 16]

If you decide to hire a full-time employee, ask an entrepreneur you know if he is good to work with you. This is easier if you have chosen the contract model and hire a freelancer for your full-time employees. [Sources: 15, 16]

If what your employees do is standard and easily transferable, you can hire them as contractors and they only work when they are needed. Your company is not obliged to invent works to employ them, which is different from using a human resources company or a contractor. [Sources: 3, 14]

If you have a lot of work to do regularly, hire a full-time employee and you have a larger pool of available hours. You will be looking for more projects to justify the extra manpower as you grow your business. There is probably a lot of work to be done that you should deepen, but you can spend more money to hire an entrepreneur first before you find many employees you need to hire again to replace the contract workers. If you hire full-time workers, you may need to hire more to figure out how many of them are needed before you replace them. [Sources: 6, 13, 15]

Whether your business is small, medium or large, hiring a contractor for a particular project will help to reduce the burden. If you have a large project that needs additional help and has a specific end date or goal, hiring outside contractors is the perfect solution. [Sources: 3, 8]

If hiring a contractor seems very attractive, you must first consider the needs of your company. If you want to hire a consultant who cares about the core competence of the company, then you do not. Before you decide to hire contractors, it is important to ensure that you welcome them into your corporate culture. [Sources: 9, 11, 16]

You would be mad to run your organization with contractors only, so think about hiring a payroll consultant – as – you – a manager who can help you build organizational competence. Hiring a contractor can provide the expertise and support you need without committing to a full-time employee. Contractors can help you develop a certain role before hiring a permanent employee, and you would have to think twice before hiring brand new full-time workers. From time to time, it costs less to hire a consultant than to hire the type of consultant, but of course the rate depends on whether you hire one paid or one sought – up to executives who can both help build your organizational skills. [Sources: 2, 4, 10, 11]

It is easy to calculate the cost of a contractor as an employee, because contractors basically only have to multiply the number of hours they need by their hourly wage. If the work you hire contractors for is your core competence, then you should hire a full-time employee as soon as possible. You should only hire if there is real demand and if it generates more revenue than a new employee will cost you. From time to time, you should hire full-time workers, but only if you are willing to pay the contractor for his time. [Sources: 0, 15]

If your job is seasonal or your industry, hiring contract workers (RTD) is a great idea. If you run a small business and finally realize that you cannot do everything yourself, you should hire a contract worker as soon as possible. To help you determine whether you need a permanent IT employee or a contractor, focus on the skills required to complete an upcoming project or on a specific technological role that your organization considers open. If you decide to hire an IT contractor, the first thing you should not consider is the role that the person will perform in your company. [Sources: 5, 6, 13]