Frequently asked questions

Information for clients

Q. What is the view on recruiting contractors in today’s market?

A. Increasing numbers of organisations are realising the benefits of recruiting the flexibility that a fluid workforce can bring. Numerous articles and press releases attest to the advantages, with some organisations explicitly attributing significant increases in profits to resourcing in this way.

Q. Why recruit individuals on a temporary basis?

A. They can be an extremely efficient resource when down on headcount within a team, because of holiday or secondment perhaps. Other reasons include peaks in workload, projects and as a short-term measure until recruiting permanently. Being able to quickly cover an absence or increase in workflow has benefited many firms, which continue to hire on this basis.

Q. If the candidates are high quality, why can’t they secure a permanent role?

A. Many people today prefer the flexibility of working in this way. They may have other business interests or simply don’t want to go down the traditional career routes. Others feel contracting provides a greater variety of work.

Information for legal advisers

Q. What do organisations look for in their candidates?

A. Organisations use contractors for their expertise in a particular practice area, as well as the ability to handle a potentially complex workload autonomously; this is particularly important for shorter-term roles. They also need to be able to grasp new concepts and procedures easily, and ideally have excellent IT skills to master new systems quickly.

Q. What is the difference between a fixed-term contractor and a temporary worker?

A. Temporary workers:
- An ongoing arrangement;
- Payrolled through Taylor Root on an hourly or daily rate;
- You need only give very short notice to terminate engagement;

Fixed-term contractors:
- Employed directly and paid on a pro-rata basis;
- Engaged for a fixed-term basis for a period which can subsequently be extended;
- Typically 1 months’ notice each way