Why? Because athletes aren’t trained to deal with everything that comes with signing a deal, they rely on their agents who are experts in this area to handle this on their behalf. 

Just as world-class athletes rely on others to handle their contracts, seasoned I.T. professionals benefit from relying on recruiters to secure their next contract. , in 2021 businesses consecutively increased their reliance on I.T. recruiters to fill their I.T. positions month over month. 

Simply put: athletes don’t waste time searching and negotiating their contracts. So, why would I.T. professionals?

I.T. professionals looking for your next contract: here are 5 actions you can take to leverage recruiters when searching for that next opportunity.

1. Update Your LinkedIn Profile

Be sure to include contact info and regularly check your messages on the platform.

2. Be Honest About What You Want

Recruiters can help you land that dream contract…but only if you’re honest about what that looks like for you.

3. Identify What Type of Work You’re After

Are you interested in a full-time position? Or, are you into that contract-based, contingent lifestyle? If your recruiter doesn’t specialize in your preference, they can refer you to a colleague who does.

4. Understand That Recruiters Are Experts

Ask them any questions you have about the current hiring climate. Recruiters earn their living by becoming experts at navigating the path that lands you an ideal contract. Tap into their knowledge.

5. Treat Phone Calls Like Interviews

The more professional and dialed-in you are when speaking with a recruiter, the easier it’ll be for them to identify your strengths and showcase you to potential employers.

I.T. contractors who follow these tips should have little trouble securing their next contract in a position that suits them perfectly. 

Reach out if you’re on the hunt so we can help you find that next contract!

What is this secret formula, you ask? 

Our five core values. 

Each and every member of the 51���� team learns about these values when they’re onboarded. 

However, , these values don’t simply disappear into the corporate ether once orientation is finished.

51����’s five core values and why they set us apart:

1) Make a Positive Impact

We recognize that opportunities don’t happen, you must create them. This mindset helps guide our recruiters in their quest to place I.T. contractors in positions where they can thrive.

2) Be a Team Player

Athletes are told by coaches to “play for the crest on the front, not for the name on the back”. Our team members understand they represent 51���� in everything they do. This includes the time they spend outside of the office. We are proud to be stewards of the communities we operate in. 

3) Take Ownership

Each team member is encouraged to work with a unique mindset: “play the game as if you own the team.” This mentality forms the foundation of who we are, guiding each of the decisions we make on a daily basis.

4) Never Stop Learning

It goes without saying that the pursuit of knowledge is never finished. Yet, this is remarkably easy to forget. We do whatever it takes to ensure our team members are constantly learning about the industry. 

5) Operate with Integrity

Perhaps more than any other value, this truly defines the spirit of 51����. Integrity is at the core of everything we do, including our hiring practices. We’re not interested in working with those who aren’t interested in doing what’s right, even when no one is looking.

These core values represent the foundation of 51����’s culture. However, their influence isn’t limited to our internal team members. 

Each value extends to the I.T. consultants we work with. The same can be said for the companies we find suitable talent for.  

Be sure to reach out if:

• You’re looking to join a great team
• You’re an I.T. professional looking for a new challenge
• You’re a business operator on the lookout for premium I.T. talent 

Hiring and retaining talent. 

After all, people are at the heart of any operation. Figuring out how to attract talented individuals to join your business is a skill.   

Hiring the right people isn’t easy. The smart decision is outsourcing this task to those who do it for a living.

Hiring Managers: Here are five reasons why you should let recruiting agencies handle your talent search.

1) Identify & Onboard Talent with Speed

Recruiters have a deep network of talent at their disposal…saving you time and money.

2) Less Turnover with Hiring & Technical Expertise

Talent scouts go beyond mere qualifications when vetting candidates, increasing the likelihood they stick around long-term.

3) Pay What’s Fair

Recruiters are market-rate experts. They protect both contractors and employers from situations where expectations aren’t realistic.

4) Expanding Workload?

Hiring a contractor is a wise investment for hiring and project managers looking to scale. Recruiters can refer premium talent that comes with payroll flexibility.

5) Try Before You Buy

Stop filling temporary positions with full-time employees. Recruiters connect you with talent on a contract basis. It’s like hiring with a favourable return policy.

If you’re an employer on the lookout for premium I.T. talent, look no further.

Reach out and let us set you up with one of our many premium talents.

Your skills are in demand and Canada’s rapidly-growing tech sector needs your guidance. 

Consultants: Here are four reasons why you should let 51���� take care of the search for your next contract.

1) We have 30 years of experience filling contingent labour positions

Past success is a good indicator of future success, and we’ve serviced hundreds of clients across Canada for three decades. As a result, we’re no strangers to helping I.T. professionals thrive in an environment where contract-based work is becoming more common.

2) The size of our firm benefits consultants

We’re small enough to care, but big enough to make an impact. Our boutique nature means consultants come first. 

3) We are perennial Great Place to WorkⓇ award winners

Stop relying on recruiters who aren’t satisfied with their employer. We have a track record of fostering a supportive company culture. Our awards cabinet is proof that consultants work exclusively with passionate, driven recruiters. 

4) People over revenue

While most organizations pride themselves on revenue, we prioritize a different key performance indicator. We pride ourselves on how many people we impact by partnering them with the right clients.

If you’re an experienced I.T. professional in search of your next contract, we encourage you to reach out. 

Stop wasting your time on job boards and spend more time putting your skills to use!

Meanwhile, Facebook and Google haven’t merely changed global communication networks…they’ve reconfigured the terms of daily human interaction.

Currently, the US tech industry is worth a combined . For a talent pool that’s increasingly upskilling to fill positions in this ever-evolving sector, that spells opportunity.

Which brings us to another world-altering change. One that is rarely explored by mainstream news outlines. Yet, its impact is already being felt by employers and talent alike. It harkens back to a common piece of advice that became outdated a generation ago…when sticking to the same company for decades will lead to a good life.

We’re talking about the rise of the contingent workforce. AKA, casual workers that operate under contracts. 

In 2020, roughly fell into this category. COVID caused this number to spike to . Is this a trend? Employers don’t think so. “More than plan to substantially increase their use of a flexible workforce in coming years.” Pulled from an , this quote speaks volumes about the future of work. 

Freelancing is no longer a status associated with amateurs, or professionals aspiring to be something more. The number of . In the US, the total number of . A large portion of this group works remotely and, despite what some executives think, not all of them want to return to the office. 

And, here’s the thing: they won’t have to. Going forward, talent will have more choices than ever as power shifts away from employers. In fact, workers will have trouble identifying worthy employment prospects as companies rework their talent acquisition strategies. 

That’s where recruiters come in. Just as travel agents used to cater vacations to their client’s preferences, recruiters can find casual, contract-based opportunities that meet a worker’s unique tastes. Want the flexibility to work from home 3-4 times a week? Done. How about a position that offers benefits to its temporary team members. Done.

To take advantage of this change and embark on a career with boundless opportunity, reach out to 51���� today. 

We are incredibly proud to once again be certified as a Great Place to Work. This recognition is evidence that we are fulfilling our commitment to the 51���� team in giving them everything they need to service our consultants and clients to the best of their abilities.

Nancy Fonseca, Senior Vice President of Great Place to Work® Canada, says that a great workplace is about the level of trust that employees experience in their leaders, the level of pride they have in their jobs, and the extent to which they enjoy their colleagues. “Our data shows that great workplaces benefit from stronger financial performance, reduced turnover, and better customer satisfaction than their peers. What’s more, work environments with trust at the foundation are ripe for innovation, agility, resilience and efficiency,” Fonseca said.

About 51����:

51���� has been a trusted IT staffing partner for over 27 years, with offices in Ottawa, Toronto and Vancouver.  It has become a workforce solutions company and a trusted staffing partner to the Government of Canada, Financial Institutions, and R&D, Telecommunications and Insurance companies.

About Great Place to Work®:

Great Place to Work is the global authority on high-trust, high-performance workplace cultures.

Through proprietary assessment tools, advisory services, and certification programs, Great Place to Work recognizes Canada’s Best Workplaces in a series of national lists including those published by The Globe & Mail (Canada) and Fortune magazine (USA). Great Place to Work provides the benchmarks, framework, and expertise needed to create, sustain, and recognize outstanding workplace cultures. 

Visit us at www.greatplacetowork.ca or find us on Twitter at @GPTW_Canada.

Fast forward to the end of the pandemic and one thing is clear: there is no ‘Return to Normal.’ The ‘New Normal’ has endured; the first global pandemic in a century has left a lasting impact that goes far beyond the healthcare space. Workers have taken notice that after a year of working from home, many grew fond of an office-less existence that replaced conference rooms with video calls and watercooler conversations with family time.

The result: companies must brace for a workforce that is not eager to return to the office. Professionals of all levels are not united in their desire to re-enter crowded financial districts and shared workspaces. In fact,  of those who worked from home during the pandemic want the opportunity to continue doing so.  

For employers, this news creates challenges. On the one hand, employees worked longer hours and reported morale increases during the lockdown – a direct result of the flexibility that comes with a home office. On the other hand, the massive financial commitments made to physical office space might yield less than satisfactory results. If employees don’t return to the office, were the dollars spent on these modern workspaces worthwhile?

Regardless, employers should not fret. As the global vaccination rate increases, the most prudent companies will build their hiring strategies around one principle: giving talent as much flexibility as possible. It should not matter where your top performers get things done; be it in their living rooms or at a cubicle, talent no longer simply wants a choice of work environment – they demand it. 

This change will greatly affect how employers secure talent. Going forward, job seekers will expect bosses to allow a certain number of days each month in which they’re allowed to work remotely. Don’t be surprised if employers who offer maximum flexibility scare talent away from corporations that are unwilling to recognize this seismic shift.

Look between the lines and you’ll notice a transfer of power. Employers no longer own sole custody of workplace conditions. Instead, workers have every opportunity to migrate where they’re appreciated most. Why is that? The workforce’s most talented individuals will be attracted to these forward-thinking employers. In turn, their skills will help these companies grow and hire even more talent. The cycle rinses and repeats.

How can job seekers tap into this brave new world? A good start is letting a recruiter take over the burden of looking for opportunities to match your skills. Recruiting agencies will play a larger role than ever for two reasons: 1) Talent can lean on them to locate positions in companies that meet their remote needs and 2) Employers can rely on recruiters to educate a talent pool with the endless choices of premium job opportunities and the pristine corporate cultures they offer.