Contract Recruitment

We understand that flexibility and scalability are vital

Oftentimes, the cleantech and renewable energy sectors require specialised talent and expertise on a project-by-project basis, without the long-term commitment and costs of hiring full-time employees. These industries are often subject to fluctuations in demand and market conditions, which require quick adjustments to the size and makeup of a company’s workforce.

At Gibson Watts, we understand that flexibility and scalability are vital for realising projects in these industries. Our contract recruitment solutions are designed to adapt in tandem with your organisation, enabling us to address ever-changing requirements with unparalleled agility.

What is contract recruitment?

Contract recruitment, also referred to as contingent or temporary staffing, is an employment arrangement where an individual is hired on a temporary or project-by-project basis. The contract worker is not considered a permanent employee and is not entitled to the same benefits or employment protections as a full-time employee.

Many projects in the green energy industry have tight deadlines and require a range of specialised skills and expertise. As a result, companies often look to hire contract workers for a fixed duration, which can range from a few weeks to several months. The flexibility of contract recruitment allows companies to quickly adapt to changing market conditions and demands without the financial burden of maintaining a large permanent workforce.

Whilst employers are free to search for contract workers independently, working with an experienced recruiter yields far better results. Recruiters leverage their expertise and extensive database of high-quality contractors, making it easier to find the perfect fit for a project's specific needs.

Benefits of contract recruitment

  • Reduced costs: Contractors or temporary workers can be a cost-effective alternative to permanent employees since they don't require the same benefits as paid time off or pension contributions.
  • Shorter hiring process: Hiring contract employees is generally a far quicker process. This is because you should be hiring for technical skills to deliver something specific rather than ensuring the individual is a long-term cultural fit.
  • Flexibility: With contract workers, the process of hiring becomes notably more flexible as you can specify the type, duration of working hours, and scope that you need to get the job done.
  • New perspectives: An outsider who has no ties to the company will be more willing to provide honest assessments and fresh perspectives. This could potentially revolutionise the way a business functions for the better.
  • Niche skills: Contract and temporary workers tend to have a very niche skill set and are accustomed to performing on very specific projects. They are likely to complete it efficiently and cost-effectively compared to an existing employee that’s been transferred from another part of your business.
  • Ease workload for current staff: Hiring a temporary worker means you can avoid giving your existing team members additional work, reducing the likelihood of burnout and resignations.

What we offer

Gibson Watts supports a broad range of clients by placing contractors in global projects and supporting short-term hiring needs.

Our experienced contract team works across many industries and global locations. We cover:

  • Senior management
  • Interim finance
  • Project and Programme management
  • Engineering
  • R&D
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