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FINAL WORD on Hiring Doc Managers, Contracts, Captives
Subject:FINAL WORD on Hiring Doc Managers, Contracts, Captives From:jgarison -at- ide -dot- com To:"TECHWR-L" <techwr-l -at- lists -dot- raycomm -dot- com> Date:Wed, 6 Feb 2002 14:02:06 -0500
As a hiring manager, current captive employee, and former contractor, I
would never seek to judge someone for any position - permanent or contract -
solely based on their prior position titles.
If I am hiring, regardless if it is for a contract or permanent position, I
would look at the person's skills, abilities, and experience. If a permanent
candidate had all the relevant requirements, yet happened to be working as
(or have significant past experience working as) a contractor, I would ask
the relevant questions - Do you realize this is a full-time position? Do you
anticipate any conflict with this position and any current or past (or
future) contracts obligations you might have? Etc.
I am currently the doc manager at my company. Immediately prior to taking
this job, I was working as a contractor. I had done both permanent and
contract work in previous stints of employment going back 25+ years.
Apparently, it's worked out well as I just celebrated my 3 year anniversary.
The short answer to this is not to prejudge anyone. Ask questions. Ask
pointed questions, even. Then make up your mind as to which candidate will
fit the best. Then hire them.
I would hope that no one would disregard a qualified candidate just because
the person happened to be working in a different mode - for whatever reason.
If a contractor wants to come inside, well and good. If a permanent person
wants to work under a contract, also fine. As long as they are the best
person for the job and understand the demands of the job, they would be my
Excluding someone on the basis of whether they have worked under a W2 or
1099 makes as much sense as excluding someone because of their tool
Can we all get back to work now?
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