Talent Development Centre

Tag Archives: staffing agencies

All Talent Development Centre posts for Canadian technology contractors relating to recruitment agencies.

Landing an IT Contract with a New Recruiter

Landing an IT Contract with a New Recruiter

You’re scrolling through your favourite job board looking for your next contract, when you come across the perfect opportunity. The requirements mirror your skillset, you have plenty of experience in that industry and it’s scheduled to start right when your current contract is ending. But, as you double-check who posted it, this job is through a staffing agency you’ve never heard of before. After confirming with the recruiters who you know at other agencies, it’s certain, this job is only available through an unknown recruitment agency. How can you still guarantee a good shot at it?

Don’t Hesitate — Apply to the Job

If there’s any chance you might want to work on this contract (and you know you’re qualified), then apply to it. The recruiting world moves quickly and jobs close within days, sometimes hours, so you want your name in front of the recruiter as soon as possible. That being said, check the date the job was posted. If it’s been up for a couple weeks, it can either mean that the job has been filled OR the recruiter is struggling to fill it and you’re going to be their saviour. Either way, it’s good intelligence for the upcoming steps.

Also look carefully through the posting to see if there’s any reference to an individual recruiter who’s working on the role or direct contract information to learn more about the job. Finally, take note of the Job ID and the exact job title. These will be important for referencing the job in your upcoming conversation with the recruiter.

Do Some Research

Make no mistake, your upcoming conversation with the recruiter is going to be a sales call for your business, so prepare as any good sales person would before making a cold call. One of the first steps a sales professional will go through is researching the prospect.

Start by looking up the staffing agency. Check out their website, online reviews (ex. Google, Indeed, Glassdoor) and LinkedIn. Does this appear to be an organization who you want to do business with? Check if they appear to be ethical, if other contractors are satisfied with them, and whether they have many similar opportunities or if this job is a one-off.

Next, look-up a few of their recruiters on LinkedIn. If you have a name related to this specific job, even better, but if not, just find two or three who might be working on this job. Look for contact information, see if you have similar contacts in your network, and learn a couple tidbits of information about them.

Finally, conduct a few informal references. Although there are hundreds of recruitment agencies, the industry is still fairly close-knit. Between other recruiters and IT contractors in your network, somebody is sure to have worked with this recruitment agency before. Find out who and ask about their experience. Even better, see if somebody can give you an introduction to a recruiter.

Make that Cold Call

Now that you’ve applied to the job and armed yourself with the right information, it’s time to make that phone call, even if you still don’t know who you’re calling. Here are a few tips for a successful cold call with a recruiter:

  • Be prepared to speak with a receptionist first. If you don’t have a contact name, have the Job ID and job title ready so they can connect you with the right person.
  • Get the recruiter’s contact info. Before the receptionist transfers you, confirm the name, extension and email address of the recruiter they’re about to send you to. If they don’t answer their phone, you can now follow-up with them directly.
  • Provide a quick introduction. Grab the recruiter’s attention by telling them a bit about yourself, and more importantly, how you will help them. Tell them quickly which job you’re interested in, that you’ve applied, and why you qualify. There’s a chance the recruiter hasn’t even looked at applications yet because they started talking with professionals in their own network. You need to make sure they know that you’re the best option.
  • Be prepared for an interview. The recruiter might want to learn more about you right away, so make sure you’re ready for a phone interview if it turns into that.
  • Or be prepared to schedule a follow-up call. In other cases, the recruiter will want to schedule a follow-up call for when they have more time to chat.
  • Remember the Job might already be filled. If the recruiter brushes you off, telling you the job is already closed, don’t end the call quite yet. Dig for information about similar jobs in the future and how you can be considered right away. Make sure the recruiter knows who you are and the skills you possess.
  • Send a follow-up email. Finally, regardless of the outcome of the call, send a follow-up email, including your resume and contact information. Especially if you have a good feeling about this recruiter and staffing agency, you’ll want to keep this relationship growing.

Everybody needs to cold call a new recruiter sometimes, whether you’re starting your career and trying to build a name for yourself in the IT contracting world or you’re an experienced professional who needs to start working with a new staffing agency. Hopefully these tips will help you get there quickly and effectively, easily landing you that job and a new relationship for future IT contract opportunities.

Quick Poll Results: Most IT Contractors Prioritize Service Over Rate

Top IT contractors are inundated with phone calls from recruiters and sometimes they’re all trying to sell you the exact same role. As that in-demand contractor, you choose who you will work with and, specifically, which recruiter represents you on that client’s opportunity. In last month’s contractor quick poll, we set-out to understand how you make that decision.

There are a number of factors you consider before being bound to a staffing agency for the length of your contract, and all are important. But we asked independent contractors which was their highest priority. The results are below and we learned that an overwhelming majority want to work with the agency who will give them the best service, while only a smaller percentage say that rate is the most vital factor.

Quick Poll Results: What is your top consideration when deciding which recruitment agency to partner with on a gig?

Do you agree? Let us know in the comments below!

A Behind-the-Scenes Look at the Technology Recruiters Are Using to Serve You Better

A Behind-the-Scenes Look at the Technology Recruiters Are Using to Serve You Better

Like every leading company today, many staffing companies embrace technology and invest in solutions that let recruiters focus on their core job – finding you a contract and supporting you during your gig.

IT Recruiters want to focus on building relationships with you, the top candidate who’s most likely deliver results to the client. They want to spend time talking to you, getting to know you, and helping you build your application. When a contract starts, great recruiters ensure a pleasant experience by keeping in touch with you and helping you solve problems. In order to achieve these goals, they try to minimize the time they spend doing things like admin work or reading unqualified resumes so they can maximize the time they spend with you. How do they do that? Through automation and various other innovative technologies.

Being aware that these technologies exist and understanding what’s happening behind the scenes can help you adjust your job search process and work even better with the recruiter. Here’s an inside scoop on some of the automations and technologies staffing companies might be using and how it would affect you:

Chatbots

More than just employment agencies have integrated these tools on their websites. If you open up the little chat box while visiting a website to ask questions, it’s almost certain that you will not be chatting with a human right off the bat. These are run by intelligent chatbots who ask a few screening questions to understand exactly what you’re looking for. Sometimes they can answer your question and no human is required. If the conversation goes astray, the chatbot will eventually connect you to a person. Chatbots on job boards might ask you screening questions or provide you with more information about a job, all before sending your responses to a recruiter who will then get in touch with you.

What does that mean for you? First, try not to get put-off by speaking with a computer. Simple questions can be answered quickly if the chatbot is configured properly. Of course, not all chatbots are made equally with the same sophistication. When starting a chat, use simple, direct language to ask your questions to help the bot better understand what you need. If all else fails, ask to speak to a human or you may need to pick up the phone.

Resume Screeners

It’s no secret that your resume is often put through a machine and matched to a job to see if you qualify, and recruiters are not reading every single resume that gets submitted. Recruiters receive hundreds of resumes each day so if they were to read every one of them in detail that is the only thing they would do!

What does it mean for you? Write your resume knowing that it may be read by a computer and format it so the technology can easily understand who you are and your experience. Here’s a post we wrote a few years back with some tips to write your resume for an automated resume screener.

Candidate Search Aggregators

How did a recruiter find me when I never applied to their job? We get that question from confused candidates sometimes when they get contacted by an agency they never even heard of. Recruiters have a database of qualified candidates who they’ve spoken with, but they also go outside of that database sometimes, when they need some niche talent. They subscribe to other job boards’ databases like Monster or Indeed and scour social media platforms like LinkedIn and GitHub to find new contacts. To make it easier, many invest in technology that aggregate all of these searches. In one search, the technology returns candidates across all of these sources, meaning if you’re a talented IT contractor, you’re going to be found.

What does it mean for you? Be aware of where you put your information and that you may be found by recruiters, especially if you hold some niche skills. If you’d rather not be found and contacted, when you submit your resume on a job board like Monster or CareerBuilder, it should have an option to keep your information private. On profiles like LinkedIn, make a clear note stating whether or not you’d like to hear from recruiters, or under which circumstances you’d prefer they contact you.

Scheduled Emails

Scheduling emails allows a recruiter save time and keep organized by preparing a message in advance, and ensuring it’s sent at the right time. Again, this practice isn’t limited to just the recruiting profession, Gmail added a Schedule feature not too long ago for all users. Many companies also go a step further and automate the emails, with the most basic example in your job search being that notification you receive each time you apply to a job.

What does it mean for you? Inevitably, technology can have its bad days and you may receive a scheduled email that seems a bit funny. For example, a recruiter might schedule an email but then end up connecting over the phone, before the email is sent. If they don’t get a chance to cancel the scheduled email, you’ll receive an email that seems a little out of context.

Texting

Recruiters and candidates often text back-and-forth. It’s easier than email, faster than a phone call and overall convenient. A recruiter working with dozens of candidates can easily lose track of who’s who on their phone, so companies invest in technology to simplify it for them. Although you’re texting from your phone, your recruiter may be using a desktop application that connects with your profile.

What does it mean for you? This experience should be seamless and, if anything, easier for you. The biggest benefit is that if your recruiter is out sick or on vacation, your history and conversations can easily be picked up by their replacement, ensuring your job search isn’t affected.

Technology helps companies, organizations and governments make their processes more efficient, ensuring teams can focus on their core jobs, which for recruiters, means building relationships and matching candidates to opportunities. This is just a sample of some of the common solutions being implemented by staffing agencies around the world.

Contractor Quick Poll: What’s your top consideration when choosing a recruitment agency?

If you’re a talented IT contractor, and your skills have ever been in high-demand in a hot job market, then you’ve probably received phone calls from multiple recruiters within a matter of minutes, all trying to sell you the same gig. A client came out with a new role and needs a response ASAP, now every recruiter in the city wants to submit that top fit for the job — you!

IT consultants often get the opportunity to choose which agency they will work with on a job. Sometimes it’s due to the example above and, in other cases, there are multiple job offers on the table, each with different recruitment agencies, and you need to decide which you will take. There are many factors that make up your decision and you weigh them all carefully before finally choosing how to proceed. In this month’s contractor quick poll, we’re out to learn what that most important consideration usually is when you have to make that decision.

Get More Job Opportunities by Keeping Recruiters Up to Date on These 5 Things

If the information about you in a recruiter's database is wrong or outdated, then expect to get calls for jobs that don't match what you want!

As an IT contractor, you probably have relationships with dozens of technology recruiters. Those recruiters keep you in a database, filled with thousands of other qualified contractors. While a couple might always keep you top-of-mind, the reality is that unless you have an extremely niche, in-demand skill set with incredible results, you’re only going to get a call if you match their search criteria. If the information about you in their database is wrong or outdated, then expect to get calls for jobs that don’t match what you want! Therefore, it’s in your best interest to keep recruiters up to date on your job status and career.

One solution is to create a distribution list of your favourite recruiters. If there’s a change to any of the following, send out an email notifying them of the update. Or, visit the staffing agency’s self-serve portal (if available) to update the information as soon as you have it.

New Skills and Certifications

You do not need to send an update saying “I gained another year of experience as a Systems Analyst” but if you learn a brand-new skill or earned a certification that is nowhere to be seen on your existing resume, your recruiter should know! It’s smart to send an entirely new resume with updates like this because they will need to pass that along to potential clients.

Contact Information

Recruiters need to get a hold of you! If there is a change to your email address or preferred phone number, let everyone know as soon as possible. Depending on how your recruiter’s database is set-up, once your number or email address is deemed “unreachable”, your resume may end up in a black hole forever. While it’s less urgent when you move a few blocks, relocating to a new city is important for your recruiter to know as well.

Date Available

Smart recruiters keep on top of contractors’ availability because they want to send you relevant job opportunities when you’re actually looking. If you haven’t already, tell all of your favourite recruiters when your current contract ends. Do that right now. Remember if a contract is extended or ends early, update them about that too.

Interest in Permanent Job Opportunities

Recruiters safely assume that an independent contractor has chosen this style of work as their career choice and that they are not interested in hearing about full-time, permanent job openings. If you’re in the minority and you’re a contractor who would like to hear about permanent jobs as well, make a point of telling your recruiter. Otherwise, you will only hear about a portion of the job opportunities that are out there.

Other Openings at Your Client

We hinted at the beginning of this post that being top-of-mind to a recruiter is your best chance of hearing about new jobs, and helping them out every now and then is the best way to get there. When you hear about upcoming projects or planned hiring sprees at a client, pass this lead onto your favourite recruiters. IT contractors who help recruiters win new business become unforgettable to those recruiters and their entire recruitment agency.

There is no need to call recruiters every month for a small chat or to send small resume updates when you’re on a contract for two more years. But if you remember to keep recruiters updated on just these few areas, you might be surprised at the number of relevant opportunities you start to receive!

Please Don’t Ghost Recruiters After Being Submitted to a Client

Please Don't Ghost Recruiters After Being Submitted to a Client

Graeme Bakker By Graeme Bakker,
Director, Delivery Strategy & Development at Eagle

A major part of a successful recruiter/consultant relationship, is building a connection that lasts. Afterall, when a recruiter and consultant are working together, it often takes a couple of opportunities and submissions before a placement occurs.

During this process, many forms of conversation need to happen, via both email and phone. Having been leading recruiters for a number of years now, I commonly hear “I can’t get in touch with Joe,” or “Sarah won’t confirm her interview availability.”  On the flip side, consultants provide feedback like “I never heard back about my submission,” or “Nobody ever called me about a possible interview.”

Contract opportunities often come in fast and close even faster. A major challenge contractors and recruiters have throughout the process is being sure to communicate back-and-forth quickly, as new information becomes available. And after all of that rush, the hiring manager is sometimes slow to review and feedback on submissions seems non-existent.  This causes anxiety for both recruiters and consultants.

Trust me when I say that recruiters LOVE getting feedback from clients about submissions. And there is nothing more that we would love than to let you know that feedback, in detail.  No feedback is as frustrating for everyone.

But a client’s hiring process is not simple and they are also dealing with many unknowns. There might be a delay for any number of reasons beyond their control, meaning it could be another week before the resumes even get to the right hiring manager.  We’ve also seen hold-ups happen because the client wants to hire two people instead of one person for the role and interviews get pushed for another week.  So many things can happen behind the scenes.

Still, it’s understandable that delays, lack of feedback and too many “no update updates” would cause a consultant to disengage with their recruiter. Sometimes this results in contractors “ghosting” their recruiter – completely ignoring emails or phone calls and not responding at all. This, however, can send the wrong message and may have negative effects.

As noted, clients’ hiring processes timelines can vary and be delayed for many reasons. Sometimes, the recruiter only hears something a couple weeks later, when they receive a notice that the client wants to interview the consultant. If you’ve already ghosted them due to a lack of feedback, then the recruiter is going to be forced to tell the client that you are no longer interested, and a new search begins to find somebody else for the job.  Furthermore, it decreases their confidence in considering you for future submissions.

Communication, or lack there-of, is a common reason we see job opportunities fall apart. I recommend working with your recruiter to make a communication plan upfront. Let them know how often and when you prefer updates to be sent (even if there is no update), plus if the recruiter doesn’t offer the information, ask them about how the client works so you can set your own expectations during the process.

Patience is something that both the recruiter and the consultant working together must understand.  Certainly, great recruiters must check-in with job applicants, even if there is no feedback, so the consultant is aware of what may or may not be coming down the pipe. And at the same time, as a consultant, you should trust your recruiter and have confidence that if there is information or feedback, you will receive it.

Contractor Quick Poll: What’s the Most Important Trait You Look for in a Recruiter?

Working with the right IT recruiter(s) is imperative to getting the best IT jobs but also to ensuring you get the best overall contracting experience. The right recruiter affects everything from searching for a technology gig to your time working on the project.

There are a variety of signs to look for in an ethical recruiter and many questions independent contractors should ask their recruiters. In this month’s contractor quick poll, we want to know the number one, most important trait you look for in a recruiter when deciding who to work with.

Customer Service – A Challenge for the Service Industry

Morley Surcon By Morley Surcon,
Vice-President Strategic Accounts & Client Solutions, Western Canada at Eagle

A common challenge for any company in the service industry is building and maintaining strong, positive customer service. One airline in Canada recently sent out an email campaign thanking us for voting them the “best airline in North America, again.” I won’t mention names, but think about ANY airline that you know – there is so, so, so much room for improvement with all of them. You’d think that if they wanted to be honest, they wouldn’t say they were the best airline industry in North America, instead they’d use the slogan “we suck less!”

Staffing agencies struggle with this as well – yet we absolutely offer legitimate value in the service we provide. Without staffing companies, hiring would be extremely inefficient. Our industry’s intense focus on this one aspect results in our use of people, processes, and technologies that wouldn’t be cost-effective for individual companies to purchase/hire. The staffing industry saves our economy millions of dollars vs. what would need to be spent if there were no agencies. And from the consultant’s perspective, it is very hard to work on assignment and still find time to market themselves. Agencies have insight into opportunities that would be near impossible to find on their own.

Yet, our industry has an image problem. We are often seen as a “necessary evil”, rather than being embraced as a partner. As hard as we try, we are not able to please everyone all the time. Some relationships become strained and the result is dissatisfaction. At Eagle we try to be as reasonable as possible. But we still have a business to run, staff to pay, and technology in which to invest. We make it a point not to take advantage of people, but we cannot allow people to take advantage of us either. We try to set realistic expectations with both clients and consultants and do what we can to remain true. Sometimes business realities change and make it impossible to hold the line set. But when this happens we try our best to work through things with as much fairness and transparency as possible.

Eagle is ISO 9001:2015 certified, meaning that we have a quality framework that we use to manage our business and that the management team and staff are knowledgeable about our processes and committed to delivering quality always. Part of being certified is measuring how we are doing against our quality goals. For this we conduct monthly surveys with both our consultants and our clients to solicit feedback – what we’ve done well, what we’ve done poorly, and we look for opportunities to make our processes even better. All in all, this has worked well for us over the years.

However, the staffing industry, despite having strong industry associations such as ACSESS and the NACCB, requires no/limited licensing or certification requirements to participate. Anyone can hang a shingle on their door and they are a recruiter. Published codes of ethics for agencies exist and most follow the code set out by ACSESS, but they are not compulsory. Here at Eagle we have also implemented our own code of ethics. But a few bad apples can spoil things for all.  A case in point is the new “protective legislation” that the Ontario Government has put into place. The legislation is meant to protect at-risk temp workers, but as is often the case, the unintended consequences result in burdens on our industry and in some cases, the legislation actually hurts the very people that they were intending to help.

And what about incorporated consultants and contractors? They provide a service too. Their company is part of the service industry and has many of the same customer service challenges. If a consultant contracts directly to the end-client (a practice that has seen dramatic reductions thanks to some of the government legislation and CRA deemed-employee rules) then their client is the company that they work for. If, however, a consultant works through an agency then they have two clients – the agency who hired them and the company at which they are providing their services. Do contractors think of the agency as their client? Do they treat their agency as they would with other clients? The most successful consultants work in partnership with their agencies, coordinating and collaborating to find lucrative and successful engagements. These contractors are re-engaged by the agency for other opportunities as often as possible. Consultants offering poor customer service are not.

The service industry can be exciting, fast-paced, and rewarding. But it is hard as well. Any services-based company relies on their reputation to win new and (especially) repeat business and a big part of this is the level of customer service that is provided. This is important to Eagle as evidenced by our extensive investment in and commitment to our ISO quality standards. Managing a services business, regardless of its size, requires one to treat both customers and suppliers well. This is true for all companies within the Service Industry – airlines, staffing agencies, and for independent incorporated contractors alike.

IT Contractors Should Take an SEO Approach to Writing a Resume

Search Engine Optimization (SEO) is the science that digital marketers in all industries use to maximize their presence on top search engines, like Google. They use a variety of tools and strategies to ensure the content on their website is of top quality and the topic is clear to the search engines. The more a search engine trusts that page to answer a user’s question, the more likely it is to display a website at the top of the results.

When searching for candidates, nearly all staffing agencies use an Applicant Tracking System (ATS) that scours through a database containing thousands of resumes. It uses intelligent algorithms to read through the content and return the candidates who best match a specific search — much like Internet search engines. So, if you want to get to the top of a recruiter’s search when they look for IT contractors with your skillset, then doesn’t it make sense to apply the same strategies a digital marketer uses to make their website appear at the top of a relevant search?

Perhaps the oldest but still extremely relevant SEO tactic is the use of keywords. Marketers plant relevant keywords and variations of them throughout their content and you should do the same with your resume. Continuously writing a specific skill throughout your experience or ensuring all of the titles in your past experience match what a recruiter would search will help boost your profile to the top of ATS results.

There are of course best-practices to adding keywords. When digital marketers fail to follow them, they quickly suffer negative results. The same can happen to an IT contractor who doesn’t properly think it through with their resume. A recent post on Recruiter.com by James Hu, the CEO of Jobscan, provides five types of keywords that will hurt your resume’s search results:

  1. Too-Soft Soft Skills: The generic, cliché keywords that mean nothing, nor separate you from others (ex. Hard Working and Team Player).
  2. Keyword Variations: Yes, above we mention that digital marketers use variations of keywords throughout their content, which helps capture the different ways people search. But search engines are intelligent enough to recognize all of these variations and connect them with different searches. Unfortunately, many Applicant Tracking Systems are not, meaning if you type “Project Managed” and the recruiter searches “Project Manager”, you may not appear.
  3. Almost Right Keywords: Again, Applicant Tracking Systems’ minimal intelligence compared to a large search engine means they don’t recognize your spelling mistakes. While your entire resume should be spellchecked, pay careful attention that your keywords are spelled correctly.
  4. Not-True-at-All Keywords: Unethical digital marketers stuff keywords onto irrelevant pages to get results. While this worked in the early years of SEO, search engines quickly caught on and blacklist these websites. Recruiters will do the same if you start putting keywords in that don’t even apply to your experience. It goes back to some of the best advice we can give: don’t lie on your resume.
  5. Out-on-an-Island Keywords: These keywords aren’t lies, but they do water down your relevance. Ensure the bulk of your content is related to the job to which you’re applying. A recruiter searching for a Business Intelligence Specialist probably won’t be running a search for “Horseback Riding” so you’re safe to remove that hobby from your resume. We promise.

We recently provided some additional resume tips for formatting and saving your resume to end up at the top of a recruiter’s search, and more specifically, to succeed in being found for government IT job opportunities. Do you strategically add keywords to your resume or take any other measures to ensure you end up at the top of a recruiter’s search? If not, you could be missing out on top IT contract opportunities.

Bill 148: What Independent Contractors Need to Know

David O'Brien By David O’Brien,
Vice President, East Region & Government Services at Eagle

The Ontario Government introduced a sweeping legislation last fall regarding work and the ESA (Employment Standards Act). Many of the changes came into effect on January 1, 2018 with additional pieces that took effect April 1, 2018 and more to come on January 1, 2019.

Bill 148 covers an array of components. In addition to the headline-grabbing dramatic increase of minimum wage, there are changes to vacation entitlement, personal emergency leave, equal pay and termination of assignment pay for temporary employees, union certification rules and many others. All of these components have very significant impacts to employers and employees alike.

However, another very significant impact of Bill 148 that directly impacts independent contractors is employee misclassification. The new bill introduced a reverse onus provision whereby employers must demonstrate that any independent contractors they have engaged are not in fact employees.  Bill 148 shifts a substantial new burden of risk to employers and employment staffing agencies and will potentially have several unintended consequences as a result. As is often the case with activist governments, it is the unintended consequences of legislation that can be the most impactful.

In Ontario, it is estimated that about 12.5% of the total workforce of 5.25 million identify as self-employed, which is about 630,000 contingent workers. It is further estimated that of this group about 55,000 are knowledge workers in the IT, Engineering, Finance and Healthcare sectors, who bring significant economic impact to many of Ontario’s private and public sector organizations. The majority of these knowledge workers are independent, incorporated contractors. As the nature and notion of work transforms to a more project or engagement-based ideation, these knowledge workers are critical. With the modernization of our economy and overall productivity and competitiveness, our governments should be looking for ways to adapt to this new reality.

With the new legislation, when there is a question about whether an individual is an employee or independent contractor, the reverse onus provision is triggered. This means the burden lands on the employer or agency to prove the individual engaged with them is an independent contractor, not an employee and as such would be excluded from ESA coverage. As experience indicates, work moves offshore when employers are faced with impediments like this. Employers losing access to these valuable resources on a contingent basis should be very concerned.

Employers and staffing agencies are now looking at ways of assessing individuals to understand the true nature of relationships early on in engagements to ensure this risk is mitigated. These early assessments will help determine whether such individuals are properly classified as independent contractors.

As an independent contractor, there are a number questions you can ask to help establish the nature of your relationship with your clients. Here are a few of them to keep in mind:

  1. Are you providing services through a corporation?
  2. Have you registered with CRA for GST/HST?
  3. Do you carry business insurance, such as commercial liability or errors and omissions insurance?
  4. Do you market your services as a business, for example with a website, business cards, etc.?
  5. Do you have a corporate bank account, use business invoices in the corporate name and maintain corporate books and records?
  6. Do you have a written contract engaging your business? Is it for a fixed term period or completion of a project?
  7. Do you have the ability to determine how the services are provided?
  8. Have you invested his or her own financial resources into their business?
  9. Is there risk of loss or financial loss if the services are not successfully completed?

The answers to these questions will also help employers and agencies assess an individual’s status. There are numerous others that will have to be asked to help ascertain answers for all parties and ensure against employee misclassification. And just as important, independent contractors will need to be prepared to self-assess. Those who wish to be independent incorporated contractors should seek advice. Govern yourself as a business would and avoid acting or being treated as an employee.