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| Summary |
Contract work is an increasingly popular and profitable way for professionals to make their mark in the job market. While contract work can offer the flexibility and autonomy that traditional, long-term employment cannot, it also comes with a host of potential problems. Understanding these issues—and knowing how to address them—can help contract workers stay productive and successful in their chosen field.
One potential issue with contract work is the lack of job security. Without the guarantee of a regular paycheck, it can be difficult to plan ahead and budget properly. Contract workers may also find themselves in challenging legal situations if they are hired by a company that does not properly represent or protect their interests.
Contract work can also be risky in terms of career development. Without long-term stability, contract workers may find themselves unable to pursue the promotions, higher salaries, and other benefits that come with traditional employment. Furthermore, many employers do not offer healthcare or other benefits to contract workers.
Another potential problem for contract workers is inconsistent income. It can be difficult to predict how much money each assignment will bring in, and many contract workers face financial instability or other challenges related to irregular payment schedules.
Finally, contract work can be socially isolating. Contract workers may struggle to connect with colleagues outside of the workplace and may have a harder time building professional relationships.
For those considering becoming a contract worker, it is important to be aware of the potential risks and challenges that come with the job. Understanding the potential problems and being prepared to handle them is essential for a positive experience in contract work. It is also important to understand that job security, career advancement, and other benefits that come with traditional employment may not be available to contract workers. By taking the necessary steps to protect themselves, contract workers can be sure to have a successful career.
The Changing Scene of Legal Contract Work
With the ever-changing nature of the job market and the economy, legal contract work has become increasingly popular of late. Law firms, corporations and other organizations have traditionally relied on outsourcing their legal work to legal contract workers. Contract work allows employers to pay less while still receiving the same quality of work they would get from full-time employees. This is especially attractive in a volatile economy, where companies are trying to save money.Pros and Cons of Contract Work
While there are some advantages to contract work, such as employer flexibility and cost savings, there are also some drawbacks. For instance, contract workers are not afforded the same employment benefits as full-time employees. This can mean lower health coverage, no retirement plans, and lack of job security. In addition, contract workers may have difficulty finding additional work when their current assignment is completed.Challenges for Contract Workers
The lack of job security is the most concerning issue for contract workers. Employers are not required to renew contracts, so workers may have difficulty finding new work, even if they have performed well on their current assignment. Even if a contract is renewed, this does not guarantee that the employee will maintain their current salary or benefits. Another issue is that contract workers may not be kept up to date on the latest developments in their areas of expertise.Using Contract Work to Your Advantage
Despite the challenges that come along with it, legal contract work can be beneficial for attorneys looking to develop their practice. Contract work offers attorneys the chance to gain valuable experience in a variety of areas, and the flexibility to work around their own schedule. By taking on contract work, attorneys can also expand their client base, which may lead to additional work in the future.We often hear from attorneys with whom we are working that they are contemplating doing contract work while they look for permanent employment. Generally, these are attorneys who have worked for a while at a law firm, but have been laid off or have relocated. They are thinking about doing contract work for one or more of the following reasons:
- They need the money that contract work will provide to support themselves during their job search;
- They believe that contract work will allow them to keep up their skills; and/or
- They believe that firms will view their contract work favorably, or at least neutrally, when evaluating their application for permanent employment.
Why do we advise against contract work for our candidates? Because it makes them less marketable.
The attorneys with whom we work are not average; they are highly qualified, with strong academic credentials and excellent law firm experience. They are not seeking average positions with average firms; they are looking to take their careers to the highest level with a top law firm. The positions to which they aspire are highly competitive. The firms receive scores of resumes from stellar candidates, and are able to be very selective in deciding whom to interview and hire. Therefore, a candidate's resume should be as "clean" and compelling as possible.
Unfortunately, top law firms tend to look down on contract work simply because it is contract work. This is true even if a firm hires contract attorneys; partners and hiring coordinators generally view the contract attorneys they hire as not up to par for permanent hiring. Moreover, firms know that, with rare exceptions, contract work does not provide the kind of stimulating work that will allow an attorney to maintain or upgrade his or her legal skills; the work often is rote and unchallenging.
Thus, if a hiring contact at a prestigious law firm to which you are applying sees that you are doing-or have done-contract work, they are less likely to be interested in you. This may not be fair, but it is the reality.
Another problem with contract work is that it increases the likelihood that you will have a conflict with the firm to which you have applied for a permanent position. Conflicts checks are a routine and necessary part of any law firm hiring decision. While each firm's conflicts check procedure varies somewhat, you generally should be prepared to provide a list of all clients for whom you have performed legal work in the past three to five years. This includes contract work. How unfortunate it would be if a firm was unable to make you an offer because you did some temporary contract work for a client that has a conflict with one of the firm's clients! (Obviously, the chances of contract work causing a conflict increase exponentially if you work as a contract attorney for more than one firm.)
Of course, we understand that in certain circumstances, highly qualified attorneys have no choice but to do contract work while they look for a permanent position; financial realities may dictate it. But if you have the means to avoid contract work, you will increase your chances of making a lateral move to a top firm. Moreover, if you must do contract work, try to limit the number of firms and projects with which you become involved. This will lessen the likelihood of conflicts with the firm that you hope to join on a permanent basis.
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