More and more frequent cases of employee / independent IT contractor misclassification and ensuing lawsuits are forcing IT companies shy away from independent contractors and flexible workers, and opt for full-time employment. The latest trend shows that companies already working with freelancers / independent IT contractors are converting them into full-time employees.
Another reason for full-time employment prevailing over contracting is that the war for IT talent has never been tougher. IT companies whose objectives stretch far beyond cost-saving and the flexibility of freelancers and independent IT contractors, view full-time employment as a valuable contribution to their global HR strategy and use it as part of retention policy for the best and brightest global IT minds.
However, prior to that most IT companies that once decided to engage IT specialists internationally, face a dilemma whether to work through independent IT contractors or hire in-house IT specialists and set up own foreign branches for that.
Being able to attract and retain the best-of-breed global IT talent in your business is like having a superpower. However, when engaging international IT specialists you should be prepared to handle challenges like:
- engaging several IT specialists dispersed in different countries…
- employing IT talent immediately without delaying a hire date…
- attracting an IT skill that is either unavailable in the local market or can save the company significant costs…
- attracting the best-of-breed global IT minds based on skills instead of geography…
- attracting a skill to augment your internal IT team and add unique knowledge and expertise…
- having IT talent working for your company until your own foreign branch is set up…
- retaining your local IT professionals while liquidating your own legal entity in a certain country…
- sending IT talent on an international assignment or bringing the talent in your home country…
- retaining IT talent that wants to move to a different country, while still working for your company, and many more…
To discover the simplest way to cope with the above or to convert your current independent IT сontractors into employees, click here