Jessica Miller-Merrell | , , , , , ,| By
I love working on contract. It’s mostly because I have perpetual career ADHD. I love a challenge and when I exceed expectations and get into a point where things get comfortable, I like to move on to the next big thing. This is why contract recruiting and career positions suit me.
The freedom that contract positions in any field HR, recruiting or wherever give you is not something that is for everybody. It’s a challenge getting started, and you are always scheming, plotting, planning and networking that next contract gig or opportunity.
When you do find a contract position or project you are interested in pursuing, there’s a salary negotiation dance that follows that can sometimes be a little unsettling. For me, it’s hard to talk money, but it’s your livelihood that’s why it’s key to have a clear strategy when negotiating your contract recruiting or sourcing hourly rate.
Step 1 – Length of Contract
My rate is a range and it first depends on the length of the contract. The longer the contract, the more comfortable I am. I have to hustle less and can relax a bit so I am willing to accept less per hour depending on what the length of the contract might be.
Often times short contracts extend which is why if you are comfortable, start with the short contract and aim for a higher hourly rate. It’s easier to negotiate down than up especially when they are talking about extending your contract for a future date.
Step 2 – Number of Hours Billed Weekly
Your hourly rate also depends on the number of hours billed weekly. If I’m working a part time gig at 20 hours a week, I go in at a higher hourly rate. If the contract calls for over 40 hours like 50-60, I tend to accept a lower amount. Ask about the number of hours work when beginning negotiation. You will want to see if the weekly hours are included within the contract. Later you can inquire about the approval process if you need to go over the weekly hours cap.
Step 3 – Range of Pay
As a recruiter myself, I always like to ask the pay range question up front. It keeps everyone from wasting their time. When I’m placing candidates, I work hard to get them what they deserve, but I’m working for both the candidate I’m presenting as well as the company I’m recruiting for. It’s a balance. I always ask for the rate up front, and as a recruiter I’m realistic. I don’t like to string prospects along.
Ask for the range of pay and be prepared to share when you are asked as well. Contracts that require travel or are on site usually are billed at a higher rate with the virtual ones coming in lower. There is less travel time, expenses and overhead. Plus, who doesn’t like working in their comfy home clothes.
Your contract rate of pay also depends on the position with very sought after skills or types of candidates you are recruiting or sourcing for to demand a higher hourly pay. If you are a wiz at finding purple squirrels in technical positions, you will be billing higher than someone who is filling management or call center workers that are easier to find.
And finally, when it comes to pay. I recommend talking to other contract recruiters and sourcers to get an average of their hourly rates. This is not always easy as many of us keep our hourly rate information under our hats and don’t often share. I recommend finding a mentor you have a long standing relationship with or someone at a corporation who hires contract recruiters to get a better idea of an hourly rate.
Step 4 – Exclusivity
I like to ask this question when I work on contract because there are times when I might be juggling multiple contracts. Maybe one is extending part time for a few weeks that I’m coming off of. I’m not going to say no to money. That’s part of the contract game we play. However, some companies might ask that you sign nondisclosure agreements or non-competes. I’m a recruiter not an attorney so I advise that you talk to your attorney and decide what’s best for you. Exclusivity is hard especially if you are coming in at a lower rate. You want to be able to cover your bills and expenses and make a living. Being exclusive keeps you from picking up side gigs and it’s definitely something to make you stop and think. Looking for some insights into how HR and attorneys feel about hiring contract recruiters, click here.